For decades, L&D professionals have chased the holy grail of learning ROI. Calculate the cost, measure the output, divide one by the other — simple, right? Not quite.
The Problem with Traditional Learning ROI
Traditional ROI calculations work well for capital investments with clearly measurable financial returns. But learning programs rarely produce such tidy outcomes. The variables are too numerous, the timelines too long, and the attribution too murky to produce a reliable dollar-for-dollar calculation.
When we force learning into a strict ROI framework, we often end up measuring what’s easy rather than what matters. Completion rates and test scores tell us very little about whether behavior actually changed on the job.
What to Measure Instead
Instead of chasing a single ROI number, consider building a measurement portfolio that includes leading indicators of behavior change, stakeholder satisfaction, and observable performance improvements. These won’t fit neatly into a spreadsheet formula, but they’ll tell you far more about whether your learning investment is paying off.
The goal isn’t to abandon measurement — it’s to measure the right things in the right way. And that starts with clarity about what behavior change you’re trying to create.