Strategies And Tips For CLOs To Measure And Maximize The Impact Of Training And Development Programs

The Impact Of Training And Development Programs
Ong-ad Nuseewor/gettyimages
Summary: Every year, significant investments are made in training and development programs. However, assessing their impact on business is a tough mandate. In this article, I list strategies and tips CLOs can use to measure and maximize their impact.

5 Strategies To Maximize The Impact Of Training And Development Programs

CLOs make significant investments in training and development programs year-over-year. They are essential in enhancing employee performance and, more significantly, driving business results. The majority of the trainings are delivered as planned and are tracked for registrations, completions, timely completions, and assessment scores. However, not much data is available on the impact of these trainings on a business or if they are even able to demonstrate a clear gain that was sought. The need of the hour is as follows:

  • To meet the mandate that the business seeks, you need to evaluate the effectiveness of training and development programs not just through basic L&D metrics but by measuring their anticipated impact on the business.
  • The focus should shift from measuring the impact to how this impact can be sustained.

This is a tough mandate as the process of training evaluation from the lens of how it impacts a business is complex. To do justice to it, there is a need for resources (manpower as well as technology) on several levels, and this must be done over an extended period of time. Often, the data collation is hampered by the existing technology (for instance, the LMS may not have adequate analytics or relevant dashboards). Or, there may not be adequate resources that can collate and analyze the data and generate actionable insights for the business.

In spite of these challenges and intrinsic complexities, CLOs need to create frameworks to measure the impact of training and development programs and then identify how they can sustain this momentum. In this article, I share 5 strategies that are easy to implement as well as several tips that can help them measure the impact of training and development programs and, more significantly, sustain the impact.

1. Lay The Foundation: Factor In Both L&D Metrics And Business Metrics

The focus of L&D teams during the Training Needs Analysis (TNA) is on the learning objectives and what strategy would help them meet those objectives. Once the training is rolled out, they typically have the parameters to measure its effectiveness (this is termed L&D metrics).

What needs to be done:

  • It is crucial to identify the gain the business is seeking. Then, you can look at the impact of training and development programs through the combined lens of the L&D metrics and, more significantly, the business metrics.
  • You need to identify the evaluation model that will help you measure both.

2. Identify The Right Evaluation Model To Measure The Impact Of Training And Development Programs

Identifying the evaluation model is the next crucial step. This helps you gain clarity on:

  • What is being measured
  • How will it be measured
  • How the evaluation outcome will be processed

Success also rests in determining what the evaluation model should be adapted for. For example:

  • Different trainings
    For instance, the approach for compliance training would be remarkably different from soft-skills training or tool training.
  • Different learning goals
    For instance, the approach to measuring learning acquisition is different from how you will ascertain it if it was applied on the job. Similarly, the approach to validating learning transference and behavioral change would be dramatically different.

Tip: The evaluation should not be limited just to assessments. It should include how training and development programs are helping learners apply the acquired knowledge on the job. And, it should also include how the training and development programs are impacting the key on-the-job indicators.

3. Set The Stage With A Holistic Approach (To Drive Employee Performance And Behavioral Change)

To ensure that training and development programs create the required impact, many enablers need to be in place.

At EI Design, we use the holistic approach of a learning and performance ecosystem that has several components that can be used to:

  1. Engage and motivate the learners.
  2. Offer strategies that create sticky learning experiences.
  3. Provide practice zones to gain further proficiency.
  4. Apply the acquired learning.
  5. Reinforce learning so that the "forgetting curve" does not set in.
  6. Influence and trigger behavioral change.
  7. Maintain ongoing connect (post the successful completion of the training).

Additionally, we recommend:

  • Avenues for social or collaborative learning
  • Nudges for self-directed learning

 4 Key Enablers That Will Help

  1. Implement measures to engage the learners (prior to the roll-out of the training and development programs)
    The challenges of overwhelmed employees who are not motivated to invest time in training are very real. It is very important to ensure that measures to engage and motivate the learners are put in place. These could include:

    • Videos with messages from leadership on the significance of the training and development programs for the employees and the organization.
    • Teaser videos that help learners see the value that they will get if they invest time in a given training (What Is In It For Me or WIIFM).
  2. Use a holistic approach to design and deliver training and development programs (including Performance Support intervention)
    Once the significance of the training and its value proposition for the learners are established, you can look further at value adds that will ensure that learners register and complete the training. This could include:

  3. Invest in a learning- and performance ecosystem-based approach [1] and supplement the formal training with nuggets to:
    • Reinforce
    • Practice
    • Apply
  4.  Invest in Just-In-Time learning aids or job aids [2] that are available to the learners within their workflow and can help them when needed (these aids do not need them to go the LMS).

4. Checkpoint Periodically And Showcase The Impact And Value To The Business (Reconfigure/Tweak Approach)

Once the training is delivered and duly completed by the learners, the focus shifts to ascertaining its impact on the business. Using the evaluation model identified to measure the business metrics, the data on the impact needs to be collected and analyzed.

Tip: It is also important to showcase this value to the business, and based on the analysis, you can reconfigure or tweak the approach. Alternatively, you can look at adding required components to the learning journey that can help you demonstrate the value or gain that the business is seeking.

5. Sustain The Impact

Once you are able to see the impact of the training and development program, it is time to invest in measures that will help you sustain this momentum.

Here are a couple of approaches that will help:

  1. Besides formal training, factor in ongoing connects by offering learners resources to:
    • Reinforce
    • Challenge
    • Practice
    • Gain proficiency
  2. Encourage them toward the path of continuous learning through:
    • Social learning
    • Communities of practicing excellence
    • Self-directed learning
    • Curated content so that learners come back for more
    • Inclusive learning by encouraging active participation through User-Generated Content (UGC).

As I have mentioned at the beginning of my article, the task of measuring and sustaining the impact of training and development programs is tough and there is no single approach that can help you achieve this. I hope my practical insights and strategies provide practical approaches that you can use. Meanwhile, if you have any specific queries, do contact me or leave a comment below.

References: 

[1] 5 Questions Answered That Prove You Should Invest In Learning And Performance Ecosystems

[2] Performance Support Tools (PSTs)

Read More: