We are right in the middle of the year and most organizations are reviewing their company’s performance in the market, their budget utilization, conducting performance reviews, etc. While this takes center stage, quite often the one important component that is driving all the above is your employees and the training they’ve been receiving. Let us say you’ve built the training in-house or you engaged with a learning development partner, and courses have been created and deployed on the LMS. But have you circled back to see the impact of the training you’ve invested in? Have you evaluated your current training to identify if there is an impact on your organization’s growth graph? What is the return on investment you’ve gotten over the last few months? Is attrition lower? Is your company graph on a constant incline?
To ensure that your training is delivering the desired impact, you need to evaluate or re-evaluate your training programs to gain insights on what real and measurable impact the training has made. Was it worth the investment? Should you be making any changes? Let’s get to the imperative question—Do you evaluate your training consistently? If no, it’s time you assess your training to get concrete data around areas of improvement, training limitations, and its direct effect on performance engagement.
However, the crucial question here is how or on what basis do we evaluate our training?
Ask yourself the following questions to help with your training evaluation:
1. Why do you want to measure the effectiveness of your training?
To evaluate training is primary. However, we also need to understand why we are evaluating the training. What impact are you seeing or not seeing? Has there been any improvement to your business that is a direct result of the training you’ve been providing?
2. Are you meeting expected outcomes?
This is the foundation for evaluating your training outcome. Define what your outcome is and then gauge how the training you’ve built has achieved it. Above all, ask yourself two crucial questions to measure the results of your training—What was the end objective your learners should have been able to achieve after this training? Is this impact being seen yet?
3. Are your employees motivated?
Are your learners motivated to learn new skills? Moreover, does the eLearning course suit your learner’s pace of learning? To identify the motivation level of learners, analyse the time spent on eLearning, learner engagement analytics, feedback surveys, and scores.
4. Is your training delivering the business impact needed?
Measure your business impact by getting substantial data out of your existing training. As a result, we need to understand if we can achieve an expected return on investment with tangible results that are contributing to organizational change. What do your reports on the LMS say? Let’s say you offered training to your sales staff on how to close a sale. Are you seeing more deals being closed? Let’s say you invested in training your internal employees on a new software you adopted. Is the adoption of this new software allowing your processes to move along faster for you?
5. Are your learners learning new skills or acquiring knowledge?
Measure if your learners are learning new skills or acquiring knowledge through training. For instance, there are numerous ways to measure if learners have acquired new skills and knowledge such as feedbacks, quizzes, assessments, and performance metrics.
Once you’ve conducted this training evaluation, if the results are not satisfactory, you can make significant changes to make your online training impactful. Here are some possible changes:
Revamp Your Courses to a Newer Technology
This is extremely important to consider. Is your current training still valid for modern learning theories and technology? Is your content still relatable and learner-friendly? Finally, if you use off-the-shelf courses, consider moving to customized training that best serves your objectives. Learners like personalized content. Also, try not to build training using dying technologies like Flash. Convert your courses built in Flash or using Flash components to HTML5 and give your learners an optimum learning experience.
Implement Better Strategies
Does your training use the most modern and immersive instructional and visual design approaches? Adopt strategies that help in creating training that resonates with learners, giving them a quality learning experience. As a result, analyze your eLearning content and consider redoing them using strategies that best suit your learner’s needs. Likewise, teach work-place hygiene with a game-based learning solution to keep learners engaged and understand how to act in the workplace.
Reevaluate Your Development Team or Vendor
This is something a lot of organizations do not consider. If you work with your internal development team, analyze how it is working out for you. Are you meeting timelines? Is your training being promptly delivered or do other commitments of the L&D team put development on hold? If you work with an eLearning partner, what is the value for money you are seeing? Are you happy with the overall quality and experience you are getting? Is research and innovation a priority? Finally, are they true partners or plain doers?
Besides your training, also consider reevaluating your learning management system. Therefore, a mid-year review of your LMS is essential to determine if it is giving you the reports and analytics you need. Perhaps you have an LMS with too many bells and whistles that you might not be using. Why pay for them all?
If you are evaluating multiple areas of your business, invest in evaluating your training as well. The impact of sub-par training will be evident in multiple areas of your business. We work with different clients across the globe, analyzing their current training and providing insight on areas of possible improvement.