Are You Struggling to Demonstrate the Return on Investment You Get from Your Training?

Posted on March 18, 2016 by

This blog has been written by MBM for The CPD Standards Office.

We are All in the Same Boat

Research of 112 HR Managers, L&D Managers, and Training Officers, concluded that they had 3 frustrations when it comes to training. They were:

  • Employees used very little of what they had learnt.
  • Line Managers did not support the learning of their teams.
  • Training evaluations were almost never done.

This article discusses the last frustration – ‘Training evaluations were almost never done’ and concludes with a Free Guide that you can download to enable you to evaluate your training simply and quickly.

The frustration is supported by 3 different pieces of research. The Kirkpatrick foundation stated that of the 4 levels of evaluation the first level, the ‘happy sheet’, is measured 71% of the time, and then the other levels were only measured 55%, 23% and 22% respectively. CIPD asked in their 2015 annual report, ‘How are the majority of L&D initiatives evaluated?’, and the results concluded that over 50% of L&D professionals either did not evaluate the initiatives, or evaluated only by asking the learners their thoughts (Level 1 ‘happy sheet’). One final piece of research by Measured Learning of South Africa believes that ‘94% of organisations peel only the first layer of training evaluation’.

The conclusion is that we are all in the same boat. Yet unlike the psychological principle of ‘follow the crowd’, where most people want to do what the crowd is doing, in this case it is frustrating and they want out.

Docking the Boat to Get Off

Leaving the crowd behind is hard because psychologically it is accepted that training is not evaluated, or at least not to any degree that shows a tangible return on investment. And accepted by HR Managers, L&D Managers, and Training Officers, and the organisations that they work for. So, what’s the incentive?

  • Job satisfaction for the HR Manager, L&D Manager, or Training Officer, to know that they can answer a big yes for themselves to ‘Are you making a difference?’.
  • Making a difference for the employee that they can be seen by the HR Manager, L&D Manager, or Training Officer. Changing the reply to the question of ‘What are you still using from that course last month?’, from ‘Not a lot’, to ‘I’m doing do this everyday’.
  • Proudly sharing the business impact with the wider business with phrases like, ‘From the training last month 82% of the Learners are still using their new skill’.

These incentives aren’t new, and neither is the reason for not doing the evaluations, which is – ‘I’m busy’. And as we all know, this is the stock reason given for anything that isn’t done and the real reason is that it is not seen as important. Yet all HR Managers, L&D Managers, and Training Officers, know that training evaluations are important. So why are training evaluations not done? Because they are not demanded by the business as the business has only seen intangible training evaluations, and that training evaluations have traditionally been very time consuming and cumbersome for the HR Managers, L&D Managers, and Training Officers to collect. This leads to a lack of motivation to get them done.

Leave the Boat Behind Forever!

Part of the unique training method – ‘Sticky Learning ®’ at MBM is their focus on helping Learners to identify a habit that they wish to adopt in order to deliver the long term behavioural change that everyone wants. BJ Fogg, a Stanford University Professor, is the thought leader on habits and his work suggests that to create a habit you need two things; motivation and ability. For example, on MBM’s Category Management training course, learners can choose a habit to begin each presentation, not with Powerpoint, but with 7 pieces of essential preparation .

In this Free Guide you can find 8 proven solutions that are simple and quick to implement to help you evaluate your training to arrive at an ROI. These simple and quick solutions will provide you with the ability, which in turn will deliver the motivation because they are not time consuming. To get your Free Guide just enter your email address.

MBM is a training provider to the UK grocery industry. They help suppliers to the big four supermarkets to develop the soft skills that will secure them more profitable wins. Their unique training method, Sticky Learning ®,ensures that their Learners are still using their new skill 5 months later, which enables them to guarantee a measurable return on your training investment.

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