Evaluate Training...but Do It Right

Training Measurement and Evaluation...it is the step that all too many avoid.

If you have set the training program up to succeed by aligning (1) strategy – the business purpose, (2) culture - organizational environment and (3) talent - performance improvement, why should you bother with measurement?

Simple.  It is the only way to know if the program worked.  It is the only way to create the momentum necessary to create targeted and meaningful performance coaching. And if you want support in the future to drive behavior and performance change, you need to document and share the success.

Be sure that you evaluate:

●      Before and after

●      Longer-term business results and performance improvement, not short-term participant reactions

●      With a clear purpose, not just out of curiosity

●      Using the right methodology

●      Objectively, not with a bias

Then, once you have the data, report it back succinctly. Communicate effectively and include recommendations for improvement of current as well as for future training programs. Overdone reports are never welcome. Boil it down and then keep your backup data available for those who ask.

This is how to do training measurement right.