You’ve just invested in employee development programs. How can you measure the impact on your bottom line?

1 Define your goals and metrics

Before you launch any employee development program, you need to have a clear idea of what you want to achieve and how you'll measure it. For example, do you want to improve employee retention, productivity, customer satisfaction, or innovation? What are the specific indicators that will show you the progress and outcomes of your program? How will you collect and analyze the data? Having a SMART (specific, measurable, achievable, relevant, and time-bound) framework for your goals and metrics will help you align your program with your business objectives and evaluate its effectiveness.

2 Use pre- and post-assessments

One of the simplest ways to measure the impact of your employee development program is to compare the performance of your learners before and after the program. You can use various methods to assess their knowledge, skills, attitudes, and behaviors, such as quizzes, surveys, feedback, observations, or self-reports. By comparing the pre- and post-assessments, you can see how much your learners have improved and what areas still need attention. You can also use this information to tailor your program to the needs and preferences of your learners.

3 Track learning transfer and application

Another way to measure the impact of your employee development program is to track how your learners apply what they learned to their work. Learning transfer is the extent to which learners can use their new knowledge and skills in different situations and contexts. Learning application is the extent to which learners actually use their new knowledge and skills in their job tasks and responsibilities. You can track learning transfer and application by using methods such as follow-up surveys, interviews, focus groups, or performance reviews. By tracking learning transfer and application, you can see how your program influences the behavior and performance of your learners and their teams.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?