96 per cent of participants satisfied, a 28 per cent improvement and 74 per cent putting what they learnt into practice after three months: three figures that tell the whole story of a training programme.
Measuring the impact of training helps to highlight the quality of the experience provided, the skills acquired by participants and the changes observed in the workplace.
To gain a comprehensive picture, it is essential to track several stages of the learning journey: immediate satisfaction, progress upon completion and application of what they’ve learnt a few weeks later.
A simple and clear approach: they enjoyed it, they learnt from it, they’re putting it into practice.
📌 Key takeaways
- Satisfaction measures the perceived quality of the training experience.
- Progress enables us to assess the knowledge and skills acquired.
- Post-training evaluation shows how what has been learnt is put into practice.
- These three complementary KPIs provide a clear picture of the impact of the training.
While it’s still fresh: measuring satisfaction 🔥
The first step is to gather feedback from participants immediately after the training session.
KPI: the satisfaction or recommendation rate.
The key question is as follows:
Did the training meet the participants’ expectations?
The immediate feedback questionnaire can assess several aspects: the relevance of the content, the quality of the delivery, the usefulness of the tools provided, and how well the training aligns with professional realities.
Example of a result
96% of participants were satisfied
A high satisfaction rate is a valuable indicator. It shows that participants found the training relevant, engaging and tailored to their needs.
It also helps to identify the programme’s strengths and gather useful quotes to promote the training internally.
Satisfaction is therefore an initial sign of success: that of a learning experience which was well received by the learners.
On completion: measuring progress 📈
Once the experience has been assessed, it is necessary to identify what the participants have actually learnt.
KPI: the change in score between the initial and final assessments.
The question then becomes:
What have they learnt or developed during the training?
An assessment carried out before the course begins establishes a baseline. At the end of the training, a further assessment allows progress to be measured.
This assessment can take various forms: a quiz, a case study, a role-play, a practical exercise or an observation grid.
Example of a result
A 28% increase between the start and the end
This figure highlights the participants’ progress in developing their skills.
It can also help training managers identify the areas where participants have achieved the greatest proficiency and those that still require further support or additional training.
In practice: assessing how it’s put into practice 👀
The third stage involves observing what participants actually use in their day-to-day work.
KPI: the rate at which what has been learnt is applied at 30, 60 or 90 days.
The question is as follows:
Do participants still use the methods they have learnt once they are back in the field?
Example of a result
74 per cent are still using the methods three months later
The baseline assessment can be carried out via a questionnaire, a discussion with the manager, a self-assessment or the observation of a specific work situation.
For example, a participant may be asked to specify whether they are using a new feedback method, a preparation checklist or a priority-management technique.
This stage helps to assess how well the skills have been embedded and to identify the factors that encourage their application: the manager’s involvement, available resources, time for practice or post-training support.
Three KPIs to demonstrate the impact of training ✨
Measuring the impact of training does not mean using a multitude of indicators. Just three well-chosen metrics can already provide a clear and compelling picture:
What they liked: the satisfaction or recommendation rate.
What they learnt: the progress made between the initial and final assessments.
How they’re putting it into practice: the rate of application at 30, 60 or 90 days.
When presented in a dashboard or infographic, these results help to showcase the value of training initiatives to participants, managers and senior management.
They illustrate the full learning process: an enjoyable experience, skills developed and practices that are changing for the long term.
Measure, analyse… and take action with DMM ✨
At Groupe DMM, we support you in designing simple, clear metrics tailored to your specific challenges. Whether it’s satisfaction, progress, practical application, participant feedback or recommendations: we help you transform your training results into clear, valuable and actionable data for teams, managers and senior management.
