Measuring the Business Impact of L&D: Turn Insights into Action

This is the final part of a four-part series on how L&D teams can effectively demonstrate the business impact of their learning programs. Read parts one, two, and three for added context.

As mentioned in part three of this series, if the bare minimum ‘table stakes’ metrics are all you’re tracking, you will never be able to truly measure the overall business impact of your learning and development programs.

If you’re only looking at how many people completed a training, do you really have any ideas why the success (or lack of success) in compliance is causing performance issues? Is it a specific skill or competency that lacks proficiency that could be the cause of performance issues? Are there other factors?

Essential Metrics L&D Teams Should Track to Show Business Impact

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