Tracking Employee Progress In A Learning Management System

Every enablement team has the same problem: - Reps say they want more training. - You give them a beautiful deck. - They ghost it like someone who matched with Keith on Tinder. These folks don't have a content problem as much as they have a consumption problem. Think of it thusly: if no one’s using the enablement you built, it might as well not exist. Here’s the really scary part: The average org spends $2,000 - $5,000 per rep per year on enablement tools, programs, and L&D support. But fewer than 40% (!!!) of reps consistently complete assigned content OR apply it in live deals. So what happens? - You build more content. - You launch new certifications. - You roll out another LMS. And your top reps ignore it all because they’re already performing, while your bottom reps binge it and still miss quota. 🕺 We partner with some of the best enablement leaders in the game here at Sales Assembly. Here’s how they measure what matters: 1. Time-to-application > Time-to-completion. Completion tells you who checked a box. Application tells you who changed behavior. Track: - Time from training to first recorded usage in a live deal. - % of reps applying new language in Gong clips. - Manager feedback within 2 weeks of rollout. If you can’t prove behavior shift, you didn’t ship enablement. You shipped content. 2. Manager reinforcement rate. Enablement that doesn’t get reinforced dies fast. Track: - % of managers who coach on new concepts within 2 weeks. - # of coaching conversations referencing new frameworks. - Alignment between manager deal inspection and enablement themes. If managers aren’t echoing it, reps won’t remember it. Simple as that. 3. Consumption by role, segment, and performance tier. Your top reps may skip live sessions. Fine. But are your mid-performers leaning in? Slice the data: - By tenure: Is ramp content actually shortening ramp time? - By segment: Are enterprise reps consuming the right frameworks? - By performance: Who’s overconsuming vs. underperforming? Enablement is an efficiency engine...IF you track who’s using the gas. 4. Business impact > Feedback scores. “Helpful” isn’t the goal. “Impactful” is. Track: - Pre/post win rates by topic. - Objection handling improvement over time. - Change in average deal velocity post-rollout. Enablement should move pipeline...not just hearts. 🥹 tl;dr = if you’re not measuring consumption, you’re not doing enablement. You’re just producing marketing collateral for your own team. The best programs aren’t bigger. They’re measured, inspected, and aligned to revenue behavior.

How do we measure beyond attendance and satisfaction? This question lands in my inbox weekly. Here's a formula that makes it simple. You're already tracking the basics—attendance, completion, satisfaction scores. But you know there's more to your impact story. The question isn't WHETHER you're making a difference. It's HOW to capture the full picture of your influence. In my many years as a measurement practitioner I've found that measurement becomes intuitive when you have the right formula. Just like calculating area (length × width) or velocity (distance/time), we can leverage many different formulas to calculate learning outcomes. It's simply a matter of finding the one that fits your needs. For those of us who are trying to figure out where to begin, measuring more than just the basics, here's my suggestion: Start by articulating your realistic influence. The immediate influence of investments in training and learning show up in people—specifically changes in their attitudes and behaviors. Not just their knowledge. Your training intake process already contains the measurement gold you're looking for. When someone requests training, the problem they're trying to solve reveals exactly what you should be measuring. The simple shift: Instead of starting with goals or learning objectives, start by clarifying: "What problem are we solving for our target audience through training?" These data points help us to craft a realistic influence statement: "Our [training topic] will help [target audience] to [solve specific problem]." What this unlocks: Clear metrics around the attitudes and behaviors that solve that problem—measured before, during, and after your program. You're not just delivering training. You're solving performance problems. And now you can prove it. I've mapped out three different intake protocols based on your stakeholder relationships, plus the exact questions that help reveal your measurement opportunities. Check it out in the latest edition of The Weekly Measure: https://lnkd.in/gDVjqVzM #learninganddevelopment #trainingstrategy #measurementstrategy

5,800 course completions in 30 days 🥳 Amazing! But... What does that even mean? Did anyone actually learn anything? As an instructional designer, part of your role SHOULD be measuring impact. Did the learning solution you built matter? Did it help someone do their job better, quicker, with more efficiency, empathy, and enthusiasm? In this L&D world, there's endless talk about measuring success. Some say it's impossible... It's not. Enter the Impact Quadrant. With measureable data + time, you CAN track the success of your initiatives. But you've got to have a process in place to do it. Here are some ideas: 1. Quick Wins (Short-Term + Quantitative) → “Immediate Data Wins” How to track: ➡️ Course completion rates ➡️ Pre/post-test scores ➡️ Training attendance records ➡️ Immediate survey ratings (e.g., “Was this training helpful?”) 📣 Why it matters: Provides fast, measurable proof that the initiative is working. 2. Big Wins (Long-Term + Quantitative) → “Sustained Success” How to track: ➡️ Retention rates of trained employees via follow-up knowledge checks ➡️ Compliance scores over time ➡️ Reduction in errors/incidents ➡️ Job performance metrics (e.g., productivity increase, customer satisfaction) 📣 Why it matters: Demonstrates lasting impact with hard data. 3. Early Signals (Short-Term + Qualitative) → “Small Signs of Change” How to track: ➡️ Learner feedback (open-ended survey responses) ➡️ Documented manager observations ➡️ Engagement levels in discussions or forums ➡️ Behavioral changes noticed soon after training 📣 Why it matters: Captures immediate, anecdotal evidence of success. 4. Cultural Shift (Long-Term + Qualitative) → “Lasting Change” Tracking Methods: ➡️ Long-term learner sentiment surveys ➡️ Leadership feedback on workplace culture shifts ➡️ Self-reported confidence and behavior changes ➡️ Adoption of continuous learning mindset (e.g., employees seeking more training) 📣 Why it matters: Proves deep, lasting change that numbers alone can’t capture. If you’re only tracking one type of impact, you’re leaving insights—and results—on the table. The best instructional design hits all four quadrants: quick wins, sustained success, early signals, and lasting change. Which ones are you measuring? #PerformanceImprovement #InstructionalDesign #Data #Science #DataScience #LearningandDevelopment