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Hawley Kane

Head of Organisational Talent

and Leadership Development

Saba Software

Deliver learning that moves

the needle on performance

For too many organisations, the outcome of

learning is...learning. And while metrics like

course completion rates or course grades

can tell you how learners are responding to

your learning content, they don't give you any

insights into how learning is actually

impacting the business.

High-performing organisations (HiPOs) on the

other hand, are leading the pack when it

comes to measuring the impact of their L&D

initiatives, and the evidence lies in their results:

they report an increase in year-over-year key

performance indicators, including revenue,

market penetration, employee engagement

and retention, and customer satisfaction and


So, what are they doing right? We've identified

three ways top-performing firms link L&D to

employee performance, and how your

organisation can do it too.

1. Review L&D goals quarterly

HiPOs review their L&D goals and compare

them to corporate objectives on a quarterly

basis, as a minimum. Initiatives are only useful

if they move the needle on performance. That

includes individuals, teams and the

organisation. At the end of the day, the

business needs to move forward.

What if there's a shift or disruption within your

industry? What if regional or international

regulations or compliance standards change?

What if your company gets acquired or

merges with a competitor?

These are just some examples of why

learning teams need to stay aligned with

business goals and needs - sometimes on

short notice. That means they need to keep

aware of both internal and external factors that

could impact current and future programmes,

as well as staying agile in order to make any

necessary changes.

How you can do this too

Make your L&D goals easily accessible to

your team and key stakeholders. A great way

to do this is by publishing on your intranet or

digital workspace. Reach out to the key

stakeholders whose teams or departments

would be directly affected by any pivot in

priorities. To make sure your goals still make

sense, prioritise a review in your quarterly

meeting with the executive leadership team.

This is also a great opportunity to update all

stakeholders about how your L&D initiatives

are moving the business forward. If no

changes need to be made, great!



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