The First Question to Ask to Stay on Course

For effective training assessment, the first question to ask is, “Why are we doing the training?” This is your true North.  We call it business relevance. 

Until you are clear on what the training program should accomplish from a business perspective, you cannot determine the best measurement methodology.

Based on your objectives, there are various approaches to assessing skills, knowledge, performance and attitudes. Though attitude is often the most difficult to assess, you can ask supervisors or managers to provide their observations of employee behavior and engagement several months after the training. You can also use outcome and behavior-based surveys to test skill and knowledge adoption and impact without incurring the onerous overhead of 360 degree assessments.

Remember that skills learned, knowledge acquired, or attitudes temporarily improved are not a true measure until you can prove that there are changes in the employees’ behavior on the job and that behavior has had the intended business impact. This is where periodic measurement and ongoing performance coaching makes the difference.

See that your managers understand why you are conducting the training and then that they support those goals by encouraging their team members to apply their newfound knowledge and skills when and where it will make a difference to their success.