If you’re still relying primarily on learner satisfaction surveys and completion rates to measure your learning programs, you’re missing the most important data. Here’s a practical framework for measuring what actually matters.
Level Up Your Measurement
Most organizations are stuck at the reaction level — did learners enjoy the experience? While satisfaction matters, it correlates poorly with behavior change. The programs learners rate highest aren’t always the ones that produce the best outcomes.
A Three-Tier Approach
We recommend measuring at three levels: engagement (are learners actively participating?), application (are they using new skills on the job?), and impact (is there measurable improvement in performance metrics?). Each level requires different methods and timelines.
Start Before You Build
The best time to design your measurement strategy is before you design the program. Define the specific behaviors you want to change, identify observable indicators of those behaviors, and establish baseline measures. This upfront investment pays dividends throughout the program lifecycle.
Make It Practical
Perfect measurement is the enemy of good measurement. Focus on a small number of meaningful indicators rather than trying to capture everything. A simple observation checklist completed by managers often provides more actionable data than a sophisticated survey instrument.