Effective training is a smart way to change behavior, but how can you know if the training is effective? At ELI, we’ve identified several sources of information that you can use to measure the impact your employee training program has on your organization. Take a look…
Employee Engagement Surveys
Employee Engagement Surveys can provide a realistic measure of how well your training is working. If you conduct a survey prior to training and then again following the training implementation you have the opportunity to compare the results and draw conclusions to help guide your future efforts. If your training is effective, the surveys should show movement on certain key indicators. Many companies strategically include questions in the survey that are directly linked to the learning objectives as a way to gauge how much information was retained and how well employees are implementing what was learned and practiced during the training
Claims/Charge Data
Reviewing your claims and charge data is an excellent way to gauge progress. Explore the type and nature of the claims, because change can be a positive or negative indicator. Is the number of claims received before training higher than after training? If the claims volume is higher after the training, it may be because employees are recognizing bad behavior and feel empowered to stop it? Or are there fewer complaints because employees are changing their bad behavior as a result of the training?
Hotlines and Employee Relations
Data collected from Employee Relations Departments and Ethics Hotlines can be valuable as well. What types of calls are they fielding? How many are asking for help? Has the call volume increased or decreased since the training was delployed ? Many companies see increased hotline activity after training, and that is a good indicator that employees are implementing what they learned. Typically, after a short-term increase the volume will decrease.
Effective training should change behavior and produce results in alignment with key organizational objectives. Through training, concerns that have lurked beneath the surface will often gain validation and rise to the surface. While your HR Department may be initially confronted with calls and complaints, consider that each one is an opportunity to deal with the issue internally before it escalates into an official claim or charge. Over time and with proper training and reinforcement, good behavior will dominate, and a healthier, more productive environment will result.
