How to Measure the Success of Career Pathing

📈 Unlocking the True Impact of L&D: Beyond Engagement Metrics 🚀 I am honored to once again be asked by the LinkedIn Talent Blog to weigh in on this important question. To truly measure the impact of learning and development (L&D), we need to go beyond traditional engagement metrics and look at tangible business outcomes. 🌟 Internal Mobility: Track how many employees advance to new roles or get promoted after participating in L&D programs. This shows that our initiatives are effectively preparing talent for future leadership. 📚 Upskilling in Action: Evaluate performance reviews, project outcomes, and the speed at which employees integrate their new knowledge into their work. Practical application is a strong indicator of training’s effectiveness. 🔄 Retention Rates: Compare retention between employees who engage in L&D and those who don’t. A higher retention rate among L&D participants suggests our programs are enhancing job satisfaction and loyalty. 💼 Business Performance: Link L&D to specific business performance indicators like sales growth, customer satisfaction, and innovation rates. Demonstrating a connection between employee development and these outcomes shows the direct value L&D brings to the organization. By focusing on these metrics, we can provide a comprehensive view of how L&D drives business success beyond just engagement. 🌟 🔗 Link to the blog along with insights from other incredible L&D thought leaders (list of thought leaders below): https://lnkd.in/efne_USa What other innovative ways have you found effective in measuring the impact of L&D in your organization? Share your thoughts below! 👇 Laura Hilgers Naphtali Bryant, M.A. Lori Niles-Hofmann Terri Horton, EdD, MBA, MA, SHRM-CP, PHR Christopher Lind

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

If someone asks, “How should we measure the success of this program?” Your answer should be: -> 1) What’s our goal? and 2) What kind of time/resources can we put into this? Begin with a business-level goal. Then, work your way down the Kirkpatrick model (Level 4 to Level 1). Here’s an example for an emerging leader program. 🟣 Level 0: Set your business-level goal. This is budget agnostic. Example: I want to promote at least 20 emerging leaders who graduate from my program by the end of next year. 🔵 Level 4: Business Impact Example: Measure the number of positions you successfully filled. Also, measure leadership readiness before and after using a 360 assessment and manager interview. Goal: To fill those 20 slots. To show preparedness to lead for more than 20. 🟢 Level 3: Behavior Change Example: In-depth self-assessment of critical behaviors (before and after the program). Have managers evaluate all the same items. Goal: To show you’re changing critical behaviors that make your emerging leaders promotable. 🟡 Level 2: Learning Retention Example: Create a digital badge awarded for 80% completion of all learning, exercises, and activities. Goal: To ensure enough learning and practice is happening to change behavior. 🔴 Level 1: Learner Reaction: Example: Measure participant net promoter score (NPS) and collect evaluations on program content and activities. Goal: To get feedback you can use to improve your content and delivery. *** The whole “measurement thing” gets much easier when you begin with the end. Start with your goals. Then lay out your metrics. #leadershipdevelopment P.S. You can use this diagram as a template for any program. Just: 1/ Fill in Level 0. 2/ Fill in your goals for each level of measurement. 3/ Find the option that suits your budget & resources. P.P.S - I just used the mid-budget, mid-resources examples in this text post. For examples of “low” and “high” budget/commitment, see the full diagram.