Measuring Impact

It’s all very well to talk about measuring the impact of your work with employers, but what, exactly, do you need to measure?

The answer is all to do with what you are trying to achieve for the employer, rather than for learners.

How have the training interventions you have delivered, or are delivering, helped the employer’s organisation?

What difference is your training making to the organisation’s success?

You must work out what you are trying to achieve before you begin working with the employer.

After you have completed your interventions you must go back and measure how well you did.

When you think about measurement, what sort of things should you be measuring?

The easiest way to get started is to think about improvements to employee productivity.

• What can employees do now that they couldn’t do before the training?


• What can employees do faster and making fewer mistakes than previously?


• What improvements in employees’ performance can you see in the areas which were covered by the training you delivered?
  

Talk to the employer about these subjects. The chances are you will find that this sort of thinking leads on to discussions about other improvements.

Does the employer think that employees are performing more effectively now they have completed their training?

Is there a sense of improved morale and motivation in the employer’s organisation?

Can every one see what difference your interventions have made?

If they can you have begun to measure impact.