While a new learning initiative can be exciting and strategic, its success hinges on whether expectations are met. Partnering with stakeholders provides a seat at the planning table as we work together to define results that will attain desired business outcomes. This requires setting expectations. The Association for Talent Development says “Return on Expectations involves stakeholders, line managers and the learners very early in the process by gathering their expectation, which adds value to the process and increases the buy in.”
Just to be clear on terminology, ROE in training measures the benefits and results of the training, as established by stakeholders and business requirements. In business ROE or Return on Equity is a key financial measure that is well established, so it is important not to confuse senior leaders with a different interpretation of this common acronym.
ATD adds that “Capturing and comparing the expectations doesn’t need to be a complex or time-consuming process. It is mainly viewed as an opportunity to begin with the end in mind and think about the results based on multiple stakeholders input rather than making assumptions.”
Ensuring ROE requires careful planning and an organization’s willingness to adapt. By setting clear objectives, engaging stakeholders, establishing metrics, fostering a supportive environment, and allowing and implementing feedback, employees and businesses as a whole can navigate the learning journey successfully.
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