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The Right Way to Measure Learning Content Success

In today’s blog post, we’ll be discussing the right way to measure the success of your employee training programs. As a business owner, you invest in your employees’ professional development, but are you getting a return on that investment? Are your employees truly learning and retaining the information, and is it making an impact on your company’s bottom line? Let’s dive in and explore the key metrics you should be focusing on to determine the success of your learning content.

Measuring Completion

First things first, let’s talk about completion rates. Completion rates are a popular metric for measuring the success of learning content. It’s easy to track, and it gives you a sense of how many employees have completed the training. However, completion rates don’t tell the whole story. Just because an employee completed a training doesn’t mean they retained the information or that it will translate into real-world results. Additionally, completion rates don’t take into account how engaged employees were during the training or how much effort they put into it.

Measuring Time to Completion

Another common metric for measuring the success of learning content is time to completion. This metric measures how quickly employees complete the training. While it’s important for employees to complete their training in a timely manner, focusing solely on time to completion can have its drawbacks. If employees rush through the training to finish quickly, they may not be retaining the information. Additionally, some employees may need more time to complete the training due to a learning disability or language barrier. Therefore, it’s important to consider the context around completion times.

Measuring Long-Term Success

Now, let’s dive into the elephant in the room – why are we not measuring what happens 3, 6, or 12 months after training? It’s great if employees complete the training quickly and efficiently, but what really matters is whether they are applying the information in their day-to-day work and whether it’s making a positive impact on the company’s bottom line. After all, the ultimate goal of employee training is to improve job performance and drive business results.

To truly measure the success of learning content, we need to track long-term success metrics such as:

  1. Employee Engagement – Are employees using the skills and knowledge they gained during the training? Are they seeking out additional learning opportunities? High levels of employee engagement are a good indicator that the training was successful.

  2. Employee Performance – Is there a noticeable improvement in employee performance after the training? Are employees meeting or exceeding their performance goals? Measuring employee performance is a tangible way to determine the effectiveness of the training.

  3. Employee Retention – Are employees staying with the company longer after completing the training? A decrease in employee turnover could indicate that the training has improved job satisfaction and employee engagement.

  4. Business Metrics – Are there any changes in key business metrics such as revenue, customer satisfaction, or productivity? Linking training to business metrics is the ultimate way to determine if the training has had a positive impact on the company’s bottom line.

Objectively Pointing to the Learning Material as the Reason for Success

So, let’s say your employees are performing better, showing higher levels of engagement, and your business metrics are improving. Can we objectively point to the learning material as the reason (or part of the reason) for the success? The short answer is – it depends.

To objectively determine the impact of learning material, we need to conduct a controlled experiment. A controlled experiment involves dividing employees into two groups – one group receives the training, and the other group does not. We then compare the two groups to determine if there is a statistically significant difference in performance or other relevant metrics. While this approach is effective, it can be time-consuming and costly.

Another approach is to conduct surveys or focus groups to gather employee feedback. This feedback can help you identify which aspects of the learning material were most valuable to employees and how they are applying that knowledge to their work. Surveys can also help you identify areas for improvement in the training program.

It’s important to note that while learning content can play a significant role in employee success, it’s not the only factor. Other factors such as employee motivation, job satisfaction, and management support can also contribute to employee success. Therefore, it’s important to consider the broader context when evaluating the impact of learning content.

Affecting the Company’s Bottom Line

Ultimately, the success of employee training should be measured by its impact on the company’s bottom line. While it’s important to track completion rates and time to completion, it’s equally important to track long-term success metrics and link training to key business metrics.

To determine the impact of employee training on the company’s bottom line, we need to conduct a cost-benefit analysis. A cost-benefit analysis involves comparing the cost of the training program to the financial benefits it generates. Financial benefits could include increased revenue, cost savings, or improved customer satisfaction. By conducting a cost-benefit analysis, we can determine if the training program is worth the investment and identify areas for improvement.


In conclusion, measuring the success of employee training requires a holistic approach. Completion rates and time to completion are important metrics, but they don’t tell the whole story. To truly measure the impact of learning content, we need to track long-term success metrics such as employee engagement, performance, retention, and business metrics. Additionally, we need to conduct controlled experiments or gather employee feedback to objectively determine the impact of the training. Finally, we need to conduct a cost-benefit analysis to determine the impact of employee training on the company’s bottom line.

Remember, employee training is an investment in your company’s future. By measuring the success of your training programs, you can ensure that you are getting a return on that investment and driving business results.

If we’re not measuring the long-term impact of employee training, are we really investing in our employees or just checking a box?

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