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Why Measuring the Value of Training Is Essential

Writer's picture: Dr. Page ChenDr. Page Chen

Evaluating the true business value of workplace learning and development continues to challenge organizations. Companies understand the necessity—and often the mandate—of providing training, but many struggle to measure its effectiveness and prove a return on investment (ROI).


Too often, training only garners attention when it fails. Compliance errors that lead to bad press or monetary penalties highlight the consequences of ineffective training. On the other hand, when training succeeds, its impact often goes unnoticed—until organizations examine their budgets, resources, and productivity.


However, measuring the ROI of investing in your workforce is more achievable than ever. With thoughtful program design, strategic alignment, and today’s advanced technology, the true value of training can be illuminated and leveraged. The key is a learning experience design strategy that integrates digital and in-person training and aligns with organizational goals.


The Rise of Digital Learning

The COVID-19 pandemic accelerated the adoption of digital learning on an unprecedented scale. While online training had been gaining traction before the pandemic—recognized for its convenience and logistical ease—the sudden need for remote work forced many organizations to make the leap without a coherent strategy. Companies scrambled to convert in-person training into digital formats, often without fully considering whether these formats aligned with their training objectives or corporate goals.


Now, with the immediate crisis behind them, many organizations find themselves at a crossroads, questioning whether to continue investing in online learning or revert to pre-pandemic methods. This uncertainty highlights the importance of a deliberate strategy. Rather than framing the question as “digital or in-person,” organizations should ask, “What training methods and tools best support our objectives?”


A strategic approach to learning experience design often integrates both digital and in-person training, ensuring each method is applied where it’s most effective. For instance, digital learning is ideal for scalable, repeatable tasks like compliance training, while in-person sessions may be better suited for nuanced skill-building or leadership development. When organizations take the time to align their training strategy with corporate goals, they can create a blended approach that maximizes impact, efficiency, and ROI.


The Value of a Strategic Learning Experience Design

A strategic learning experience design strategy ensures that training initiatives align with organizational needs rather than forcing all learning into a digital model. This approach recognizes that one size does not fit all. Some skills and knowledge are better suited for digital formats, while others require the interaction and engagement of in-person training.

For instance:

  • Digital Training: Best for scalable, repeatable topics like compliance, technical skills, or product knowledge.

  • In-Person Training: Ideal for fostering collaboration, addressing complex challenges, or building soft skills such as leadership and communication.

  • Mentoring/Coaching: Valuable when on-the-job training is critical due to the hands-on nature of skills or the unpredictability of teachable moments. 

  • Blended Learning: Combines the best of all worlds, using digital tools for foundational knowledge and in-person sessions for deeper application.


A strategic approach also accounts for the learner’s experience. Adaptive digital modules can tailor content to individual needs, ensuring employees focus on areas where they need the most improvement. In-person workshops can incorporate hands-on activities or group discussions that enrich understanding and build camaraderie.


The goal is to create a learning ecosystem that is not only efficient but also engaging and impactful—helping employees develop the skills they need while driving organizational success.


Moving Beyond Completion Rates

One of the most commonly used metrics for measuring training success is completion rates. Organizations often set benchmarks, such as a 90% completion rate, to satisfy compliance requirements. While this metric might check a box, it tells little about the actual effectiveness of the training or its impact on broader business goals.


Strategic learning experience design shifts the focus from mere completion to meaningful outcomes. Effective training aligns with organizational needs and objectives, such as improving sales performance, reducing turnover, or enhancing employee engagement. By starting with the end in mind—what success looks like—training programs can be designed to achieve measurable outcomes.


For example, consider a company aiming to improve sales results. A generic online module on customer service might check the compliance box but fail to drive real change. Instead, a strategic approach would involve assessing sales team challenges, designing targeted training to address those gaps, and using data to evaluate the program’s impact. If sales increase following the rollout, the correlation demonstrates the training’s value—a connection that resonates with senior leadership and builds a case for further investment.


Completion metrics can also be supplemented with more meaningful data. For example:

  • Retention and Application: Tracking how well employees retain knowledge and apply it in their roles.

  • Behavioral Changes: Assessing changes in employee behavior, such as improved customer interactions or reduced compliance violations.

  • Business Outcomes: Linking training to measurable business results, such as increased revenue, cost savings, or improved employee retention.


When combined with a strategic learning experience design, these metrics offer a fuller picture of training’s effectiveness and ROI.


Measuring Impact Across Scenarios

The value of training often extends beyond the immediate learning experience. Here are examples of measurable impacts:

  • Faster Onboarding: Digital training can reduce onboarding time, enabling new hires to contribute more quickly.

  • Sustainability Goals: Online training eliminates travel and reduces printed materials, aligning with environmental objectives.

  • Cost Savings: Well-trained employees are better prepared for internal promotions, reducing external hiring expenses.

  • Improved Compliance: Effective compliance training can lead to fewer violations, saving money and enhancing employee satisfaction.


By integrating these insights into a strategic learning experience design, companies can ensure that their training programs drive both individual and organizational success.


Ongoing Learning for Ongoing Results

Digital learning generates valuable data that can enhance training programs over time. For example, adaptive learning modules can adjust in real-time to address individual needs, producing better and longer-lasting results. When combined with artificial intelligence, training data can inform future learning opportunities, identify skill gaps, and recommend personalized development plans.


This continuous improvement loop ensures that training remains relevant and aligned with corporate goals. Organizations that invest in this approach not only maximize the ROI of their training programs but also create a culture of lifelong learning that drives long-term success.


Focusing on Outcomes

Measuring the value of training requires more than tracking completions or reducing costs. It demands a strategic approach that integrates digital and in-person methods, aligns with organizational goals, and focuses on meaningful outcomes. By adopting this mindset, companies can unlock the full potential of their workforce and achieve lasting business results.


The Two Tree Solutions team would love to help your organization design a learner experience strategy that will deliver measurable outcomes while creating a culture of learning that will drive success. Contact us today!


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