Demonstrated ROI for Training and Development

Question:  I sometimes feel when I send my employees to a training session or any other developmental activity, its not guaranteed that they’re going to make changes or apply what they learned.  How can I ensure I’m getting a return on my investment in training and development?”

Answer:  “That’s an excellent question and one which is increasingly relevant in today’s atmosphere of tight budgets.  Something you should insist on is a “show and tell” after every training session or seminar, by each employee who attended.  It can be an informal briefing alone in your office, or you can have employees share with their team members a synopsis of the things they learned which they feel the others would benefit from knowing.  Ask specific questions such as “What did you learn that you will be applying in your day-to-day activities?  “How will you interface with our clients differently as a result of what you learned?” Lastly, track their progress toward the goals stated, and review it with the employee periodically; don’t just wait until a formal review either.  It’s important that we give feedback continuously to our team members.  Similar tips and pointers are contained within my COACH program for managers