Head of Organisational Talent
and Leadership Development
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
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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