By moving your L&D to a digital program, you are making a smart move to collect valuable user data on your learners. That data, when analyzed correctly, can help you optimize learning programs, increase engagement and retention, and demonstrate measurable return on investment for your learning programs. Such data is truly valuable to companies who know how to analyze and act on the insights presented to them. But how do you know what to measure to gain actionable insights? What questions do you ask of the data to help drive your L&D program forward? Here are several key performance indicators that you should monitor for optimal effect.
Measuring engagement is something that organizations keen to build out their learning and development programs should be very interested in. When learners are engaged in the content, they are more likely to have effective learning outcomes. They have higher retention rates and stronger satisfaction rates when they evaluate programs. Learning and development programs require strong levels of engagement because there is a direct correlation to performance. When setting goals for training programs, it’s critical to measure engagement rates when evaluating performance rates.
Of course, performance is a key pillar of a successful learning and development program. But how you measure performance can vary from platform to platform. Make sure that you are tying your performance tracking to specific learning outcomes and that your goals make sense within the broader context of your program. Also remember that the higher your engagement, the stronger your performance will be. If you have low performance, look to your engagement rates. Consider mixing up your learning formats, whether they are instructor-led sessions, e-learning modules, or a combination of both, the more engaged your trainees are, the more likely they will retain and use the lessons you are imparting on them in their daily work.
While retention might seem like a metric more helpful to the HR team, it’s actually a very good indicator of success for your L&D programs as well. Employees who have the skills and knowledge they need to stay happy and productive at work are more likely to stick around for the long term. So, make sure your trainees are in the system not just as learners but also as employees. If they choose to leave the company at any point in time in the future, make a note of that shift. It can tell you quite a lot about their experience and satisfaction with the overall employment that learning, and development is a core part of.
Are you looking for consultants who know how to set up, track, and report key metrics in a learning program?
For more tips on how to build out an effective measurement strategy for the learning and development program, reach out and connect with the experts at Clarity Consultants today. Our team is uniquely skilled at helping companies like yours measure and act on the data that helps drive business success. Contact us today! If you are a consultant looking for opportunities, explore these available consulting opportunities.