Determining the ROI of experiential training is often a priority for decision-makers, but there are other important metrics to consider. Measuring the results in terms of behavior change and progress is also extremely valuable, especially when you consider that the primary point of any type of training is to achieve some type of positive change in the workplace.
Experiential training can be measured in countless ways, including digital tracking tools, reporting systems, and collection of participant feedback. While these tools are certainly useful, they are only truly effective when they have the right underlying data and metrics. For example, if you are trying to measure the effectiveness of a customer service training program, the metrics must align with the information delivered at the training. You can’t expect individuals to excel at providing great service if they were only trained in the basic protocols of handling a transaction. Implementing an immersive customer centricity training program will allow your staff to fully understand behaviors that result in loyal customers.
Experiential training programs have metrics embedded right in the program. This allows your to define important behaviors that were demonstrated during training so you can later measure the impact and see the results of applying the same training principles back on the job. You can use these built-in metrics in three ways:
1. Compare Performance with Others in the Workplace
Using a comparison table that tracks the performance of individuals or teams against the metrics defined in the training, you can evaluate why some do better or worse than others. When you notice a team standing out against the others, you have the opportunity to determine what it is doing differently and how you can translate that success to the other teams. On the other hand, when a team or individual lags behind the rest, you know that the training principles are not being applied in the same way, and you have the opportunity to make corrections.
2. Establish a Baseline
The point of training is to make your people better and your business more effective. It is very important to establish a baseline for your training so you know exactly where your employees are starting. Once you have set your baseline you can easily track how your employees are growing their knowledge and skills. This will help you ensure that new skills and behaviors are being absorbed by staff and also identify any shortfalls with training or new gaps that need to be addressed. This will also show you the true ROI on your training investment.
3. Compare Performance with What is Possible
Everybody knows that training is not the same as the real world. However, experiential training can open minds to what is achievable by demonstrating what is possible and showing participants that they can do it. Setting standards in the training gives you an internal touch point for each of the metrics you monitor. Your team knows what is possible—they did it in the training. Striving to reach the same level of success in the real world gives your team a reference point for what they already know they can achieve.
All of these built-in metrics combine to help instill personal conviction and motivate individuals to achieve the same success on the job that they were able to attain during experiential training. Incorporating these metrics into your measurement strategy will give you everything you need to monitor progress and offer additional training as needed.
