Sustaining the return on training investment
Training is historically an area where the impact, including the ROI, is not always fully measured. But it can, and should, be measured.
- Regularly measure and publicise the on going impact of investment in learning
- Feedback on the “soft stuff” - employee motivation and engagement, working practice, skills and activity levels - and the “hard” stuff - key performance data on revenue, margin etc.
- Ensure that your trainers and managers have the skills to support and positively challenge their teams
- Regularly review and develop their skills to ensure they are on top of their game - like everything skills decay and need constant topping up
- Engender a spirit of “self regulated learning” amongst the participants on any learning programme - research and logic states that the people who take ownership for their development prosper and grow
- Do this by avoiding spoon fed learning - more emphasis on practicing the application of knowledge gives the learning more stickiness and sustainability
- Then it is critical to see how well it is being applied in the workplace.