Some training managers may not collect data because they don’t want to know the real results. If it’s not going your way, you may not want to know, right?
But without knowing the truth, L&D managers risk dropping out of sync with modern learning behaviors and “losing” customers. To stay relevant, useful, and prove business value, here are some top tips for dealing with some potential “negative” results.
1. Lack of take-up
Is your learning lacking any engagement? Are your people simply not completing it?
Evaluate your communications strategy and consider a campaign to pitch the benefits to learners.
2. Low completion rates
Your learners are failing to complete your content. This may or may not be a problem.
If the overall performance of your learners is on the rise, it may not be a problem because learners are simply just taking what they need to improve.
If completion rates are important to you, look closer at the drop-off points. Look for incentives—engaging activities, attention grabbers up-front, scores, polls, games—to draw learners in. Also, check that the content is relevant to your audience—no one wants irrelevant content.
3. Great results that then drop off after a week or so
If results are not sustainable, you may have a one-hit wonder. Sometimes you can’t rely on learners to take a single course and apply it themselves. You should consider building out your strategy to support longer-term improvements.
Consider extending your learning into a blend, going for a micro-learning approach, or building it out into a learning campaign with regular email reminders or leaderboards that incentivize.
4. Scores or pass rates running below par
Are scores not meeting your on-par results? Talk to some learners to find out their struggles with the questions.
Here are three potential solutions that might be able to help:
- Make simple edits to the question format
- Add more needed learning so learners can apply it to questions and tasks
- Ask learners to try again—learning from mistakes is a good thing!
5. Short session times
Quick dips in session times can be expected, especially on mobile devices, so this in itself isn’t alarming.
Take a look at performance improvements. If they aren’t on the rise as expected, dig deeper to find out if learners’ short sessions mean they are dropping off because they aren’t engaged, or because they’re busy, and the learning content itself needs to better support short session learning.
If you’re serious about helping to improve performance and supporting and engaging with the employees who need to make that journey, data is a must-have in your L&D tool kit.
Don’t be scared of negative feedback. It will help you improve learning to deliver better business value.
Interested in learning how analytics can improve the performance of your learning? Contact sales to discuss Elucidat Analytics.
Latest posts by Steve Penfold (see all)
- How to implement an effective employee training program - April 1, 2018
- Stop selling training the wrong way: 5 ideas to help you sell more courses - March 1, 2018
- 7 Elearning Authoring Tools: Comparison and Review - November 28, 2017