Simple steps to training evaluation

Training is often part of a bigger picture, and is rarely a solution on its own. Training evaluation at its most simple is assessing the CONTRIBUTION that training makes to your organisation, rather than assuming a casual link between a piece of learning and a business impact.

Here are some tips for finding out the contribution your training has made:

1. ASK THE TRAINER

Prime the trainer beforehand to listen out for people saying ‘this will be really helpful with…' If you can follow up even a couple of these comments with phone calls, you will get additional evidence to show your training is having an impact.

2. RESPOND ONLINE

If your training has an online element, make the last section a quick ‘how will this help' question, preferably with a drop down list of options so that delegates can respond easily.

3. LISTEN TO ANECDOTES

Anecdotes are powerful evidence of training impact. Ring a couple of delegates a week or so after the programme and ask them how the programme is helping. Ask them to give you a specific example of what they found useful, or what they have done differently as a result.

4. ASK THE MANAGER

Contact a line manager and ask straightforward questions about the impact of the training.

5. SEE FOR YOURSELF

A lot of impact may be visible in the workplace. For example, go and sit on the floor of the contact center, ask if you can attend a management meeting, look to see if a person is better organized etc. You'll be surprised what you learn, and the delegates will be impressed that you are taking that much interest.

6. NO NEWS IS GOOD NEWS

If a training programme is poor, you will find out pretty quickly (probably while it's still running). If it's all good news – be pleased!

If the news is mixed, make a decision about the amount of time you want to spend on how the programme can be changed or improved to get the most out of your training.

7. HANDLING BAD NEWS

If there appears to be no impact from a training programme, treat it as a learning opportunity for yourself and the organisation.

Most poor results from training fall into one of the following categories:

• Poor match between programme and delegate/s

• Poor delivery and/or poor material

• Poor engagement/ follow up with the line manager

Identify the main source of the problem and review your processes accordingly.

By using these simple steps to assess the impact of your training, you can begin to justify your training budget spend and prove the benefits of the training to your organisation.