Tracking Progress After Employee Training Sessions

🤔 How Do You Actually Measure Learning That Matters? After analyzing hundreds of evaluation approaches through the Learnexus network of L&D experts, here's what actually works (and what just creates busywork). The Uncomfortable Truth: "Most training evaluations just measure completion, not competence," shares an L&D Director who transformed their measurement approach. Here's what actually shows impact: The Scenario-Based Framework "We stopped asking multiple choice questions and started presenting real situations," notes a Senior ID whose retention rates increased 60%. What Actually Works: → Decision-based assessments → Real-world application tasks → Progressive challenge levels → Performance simulations The Three-Point Check Strategy: "We measure three things: knowledge, application, and business impact." The Winning Formula: - Immediate comprehension - 30-day application check - 90-day impact review - Manager feedback loop The Behavior Change Tracker: "Traditional assessments told us what people knew. Our new approach shows us what they do differently." Key Components: → Pre/post behavior observations → Action learning projects → Peer feedback mechanisms → Performance analytics 🎯 Game-Changing Metrics: "Instead of training scores, we now track: - Problem-solving success rates - Reduced error rates - Time to competency - Support ticket reduction" From our conversations with thousands of L&D professionals, we've learned that meaningful evaluation isn't about perfect scores - it's about practical application. Practical Implementation: - Build real-world scenarios - Track behavioral changes - Measure business impact - Create feedback loops Expert Insight: "One client saved $700,000 annually in support costs because we measured the right things and could show exactly where training needed adjustment." #InstructionalDesign #CorporateTraining #LearningAndDevelopment #eLearning #LXDesign #TrainingDevelopment #LearningStrategy

*** SPOILER *** Some early data from our 2025 LEADx Leadership Development Benchmark Report that I’m too eager to hold back: MOST leadership development professionals DO NOT MEASURE LEVELS 3&4 of the Kirkpatrick model (behavior change & impact). 41% measure level 3 (behavior change) 24% measure level 4 (impact) Meanwhile, 92% measure learner reaction. I mean, I know learner reaction is easier to measure. But if I have to choose ONE level to devote my time, energy, and budget to… And ONE level to share with senior leaders… I’m at LEAST choosing behavior change! I can’t help but think: If you don’t measure it, good luck delivering on it. 🤷♂️ This is why I always advocate to FLIP the Kirkpatrick Model. Before you even begin training, think about the impact you want to have and the behaviors you’ll need to change to get there. FIRST, set up a plan to MEASURE baseline, progress, and change. THEN, start training. Begin with the end in mind! ___ P.S. If you can’t find the time or budget to measure at least level 3, you probably want to rethink your program. There might be a simple, creative solution. Or, you might need to change vendors. ___ P.P.S EXAMPLE SIMPLE WAY TO MEASURE LEVELS 3&4 Here’s a simple, data-informed example: You want to boost team engagement because it’s linked to your org’s goals to: - improve retention - improve productivity You follow a five-step process: 1. Measure team engagement and manager effectiveness (i.e., a CAT Scan 180 assessment). 2. Locate top areas for improvement (i.e., “effective one-on-one meetings” and “psychological safety”). 3. Train leaders on the top three behaviors holding back team engagement. 4. Pull learning through with exercises, job aids, monthly power hours to discuss with peers and an expert coach. 5. Re-measure team engagement and manager effectiveness. You should see measurable improvement, and your new focus areas for next year. We do the above with clients every year... ___ P.P.S. I find it funny that I took a lot of heat for suggesting we flip the Kirkpatrick model, only to find that most people don’t even measure levels 3&4…😂

Smile Sheets: The Illusion of Training Effectiveness. If you're investing ~$200K per employee to ramp them up, do you really want to measure training effectiveness based on whether they liked the snacks? 🤨 Traditional post-training surveys—AKA "Smile Sheets"—are great for checking if the room was the right temperature but do little to tell us if knowledge was actually transferred or if behaviors will change. Sure, logistics and experience matter, but as a leader, what I really want to know is: ✅ Did they retain the knowledge? ✅ Can they apply the skills in real-world scenarios? ✅ Will this training drive better business outcomes? That’s why I’ve changed the way I gather training feedback. Instead of a one-and-done survey, I use quantitative and qualitative assessments at multiple intervals: 📌 Before training to gauge baseline knowledge 📌 Midway through for real-time adjustments 📌 Immediately post-training for immediate insights 📌 Strategic follow-ups tied to actual product usage & skill application But the real game-changer? Hard data. I track real-world outcomes like product adoption, quota achievement, adverse events, and speed to competency. The right metrics vary by company, but one thing remains the same: Smile Sheets alone don’t cut it. So, if you’re still relying on traditional post-training surveys to measure effectiveness, it’s time to rethink your approach. How are you measuring training success in your organization? Let’s compare notes. 👇 #MedDevice #TrainingEffectiveness #Leadership #VentureCapital

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