What ‘learning value’ actually means
First, let’s consider what we might mean by delivering value from learning projects – digital or otherwise. Long gone are the days of showing a workshop happy sheet, list of module completions or assessment scores and considering it a “job done.”
Learning value is multi-faceted.
Towards Maturity’s research with over 6,000 organizations finds there are three key areas of KPI that matter most to business leaders:
- Business impact – ability to implement change faster, productivity and ultimate customer satisfaction
- Staff impact – staff engagement, qualifications and time to competency
- Efficiency – linked to cashable savings and time savings
This tallies with our own thinking around people-centered learning. Our research, based on the behaviors of millions of learners, shows that the organizations that get the best ROI and can prove high value from their online learning focus in on the value for end users just as much as, or even more than, face value for the business. And they do this from the off.
When planning how to measure the success of your workplace learning, try to see value through users’ eyes first.
Employee engagement, using time wisely, being useful, supporting tangible performance improvements are win-wins for people and businesses, after all.
Why it’s best to see value through the learner’s eyes
You can’t expect individuals to change habits or improve performance unless you offer something genuinely useful and helpful that meets their needs and expectations.
And since learning is so important to employees, it’s a key vehicle to employee engagement. Engaged employees are more productive, more innovative, and more loyal. Successful learning is the key to retention.
Successful workplace learning = employee engagement = productivity and retention
Think holistically about value, and be people-centered
This diagram shows how personal value and business value share a common ground and feed into one another.