Learning evaluation is key, especially in the current climate as organisations look to do more with less. As learning and development professionals we need to make sure that every learning intervention is achieving maximum impact and enhancing performance.
Because, as we all know, enhanced performance has countless organisational benefits. Engaged teams, increased efficiency and enhanced profit margins, to name but a few.
So when performance is number 1 learning evaluation needs to be at the very top of your to do list.
By nailing your approach to learning evaluation, you can see where the learning is making an impact, and if it isn’t, alter the programmes appropriately.
A study by Jack J. Phillips & Patti P. Phillips found that When learning programs are important and expensive, executives especially want to see the value.
Reflect on what you currently can share with your leaders regarding the value of learning? If you can’t demonstrate value, it’s time to review your approach to learning evaluation.
3 reasons why your approach to learning evaluation isn’t working
1) Thinking about learning evaluation after the learning intervention has taken place
Are you waiting until after the learning event to start thinking about learning evaluation? If so, you’ve left it too late. You need to be thinking about evaluation long before the learning has taken place, right at the request and scoping stage.
As the saying goes, preparation prevents poor performance. And your stakeholders want to see improved performance as a result of your learning interventions.
2) Focussing on happy sheets only
Happy sheets barely even skim the surface of evaluation, but it seems to be the most used evaluation technique. Why? Because it’s easy… But the problem is it doesn’t tell you, or your stakeholders anything that is valuable.
Your learning interventions could receive amazing feedback but that doesn’t mean it’s being transferred onto the job and being used. So to measure yourself on happy sheets alone is short sighted
3) Not engaging with your stakeholders and asking the right questions at the start
Learning evaluation works best when you’ve got the right people involved from the beginning, the right stakeholders.
If you don’t spend the time up front really understanding what your stakeholders want from the learning experience, in terms of expectations and behaviour change, you aren’t likely to deliver something that will have the desired impact. A stakeholder scoping template can help with this, and you can find one in my evaluating learning like a pro course.
Are any of these reasons currently holding you back from effectively evaluating learning? If so, then you will benefit from signing up to my course evaluate learning like a pro. Follow the link to learn more about it and how it may be able to help you evaluate learning, it includes 6 done for you templates to get you started straight away.
Not ready for a course? No worries! Sign up to my mailing list and I’ll keep you up to date with what’s new on my blog. As a thank you I’ll send you a link to my little ebook of learning and development essentials.