Developing Training Metrics

✨ New resource: a PM Performance Evaluation template Throughout my 15+ years as a PM, I’ve consistently felt that ladder-based PM performance evaluations seem broken, but I couldn’t quite find the words to describe why. Early on in my PM career, I was actually part of the problem — I happily created or co-created elaborate PM ladders in spreadsheets, calling out all sorts of nuances between what “Product Quality focus” looks like at the PM3 level vs. at the Sr. PM level. (looking back, it was a non-trivial amount of nonsense — and having seen several dozens of ladder spreadsheets at this point, I can confidently say this is the case for >90% of such ladder spreadsheets) So that led me to develop the Insight-Execution-Impact framework for PM Performance Evaluations, which you can see in the picture below. I then used this framework informally to guide performance conversations and performance feedback for PMs on my team at Stripe — and I have also shared this with a dozen founders who’ve adapted it for their own performance evaluations as they have established more formal performance systems at their startups. And now, you can access this framework as an easy to update & copy Coda doc (link in the comments). How to use this template as a manager? In a small company that hasn’t yet created the standard mess of elaborate spreadsheet-based career ladders, you might consider adopting this template as your standard way of evaluating and communication PM performance (and you can marry it with other sane frameworks such as PSHE by Shishir Mehrotra to decide when to promote a given PM to the next level e.g. GPM vs. Director vs. VP). In a larger company that already has a lot of legacy, habits, and tools around career ladders & perf, you might not be able to wholesale replace your existing system & tools like Workday. That is fine. If this framework resonates with you, I’d still recommend that you use it to actually have meaningful conversations with your team members around planning what to expect over the next 3 / 6 / 9 months and also to provide more meaningful context on their performance & rating. When I was at Stripe, we used Workday as our performance review tool, but I first wrote my feedback in the form of Insight - Execution - Impact (privately) and then pasted the relevant parts of my write-up into Workday. So that’s it from me. Again, the link to the template is in the comments. And if you want more of your colleagues to see the light, there’s even a video in that doc, in which I explain the problem and the core framework in more detail. I hope this is useful.

Kirkpatrick is often criticized. But rarely fully understood. Let's change this 👇 The model is simple. It describes four levels of evaluating learning impact: Level 1 — Reaction How participants experience the learning. Level 2 — Learning What knowledge and skills they acquire. Level 3 — Behavior How their on-the-job behavior changes. Level 4 — Results What organizational outcomes improve. That’s it. Four levels. And yet, it is frequently dismissed as outdated or simplistic. Why? Because we often treat it as a measurement checklist, instead of a design framework. Kirkpatrick is not just about evaluating training. It’s about thinking in cause-and-effect logic. Instead of asking, “Was the training good?” we should be asking a sequence of strategic questions. When designing: – What business outcome must change? – What behavior must shift to deliver that outcome? – What knowledge and skills are required? – What learning experience will enable mastery? And when evaluating: – How did participants evaluate the experience? – How well did they acquire the knowledge and skills? – How did behavior change at work? – What changed in the targeted business indicators? Planning must start from the top (Results). Measurement must begin from the bottom (Reaction). Think forward. Measure backward. Of course, the model has nuances - leading and lagging indicators, performance environment, manager accountability, isolation factors. But beneath the complexity lies a simple and powerful logic. The pyramid is not a hierarchy of surveys. It’s a chain of impact. That’s why I created this visual, to show the model not as theory, but as a practical thinking framework. How do you approach Kirkpatrick in your projects? #designforclarity #LearningAndDevelopment #InstructionalDesign #LearningStrategy #Kirkpatrick #LearningImpact #LXD #CorporateLearning

Measuring Success: How Competency-Based Assessments Can Accelerate Your Leadership If it’s you who feels stuck in your career despite putting in the effort. To help you gain measurable progress, one can use competency-based assessments to track skills development over time. 💢Why Competency-Based Assessments Matter: They provide measurable insights into where you stand, which areas you need improvement, and how to create a focused growth plan. This clarity can break through #career stagnation and ensure continuous development. 💡 Key Action Points: ⚜️Take Competency-Based Assessments: Track your skills and performance against defined standards. ⚜️Review Metrics Regularly: Ensure you’re making continuous progress in key areas. ⚜️Act on Feedback: Focus on areas that need development and take actionable steps for growth. 💢Recommended Assessments for Leadership Growth: For leaders looking to transition from Team Leader (TL) to Assistant Manager (AM) roles, here are some assessments that can help: 💥Hogan Leadership Assessment – Measures leadership potential, strengths, and areas for development. 💥Emotional Intelligence (EQ-i 2.0) – Evaluates emotional intelligence, crucial for leadership and collaboration. 💥DISC Personality Assessment – Focuses on behavior and communication styles, helping leaders understand team dynamics and improve collaboration. 💥Gallup CliftonStrengths – Identifies your top strengths and how to leverage them for leadership growth. 💥360-Degree Feedback Assessment – A holistic approach that gathers feedback from peers, managers, and subordinates to give you a well-rounded view of your leadership abilities. By using these tools, leaders can see where they excel and where they need development, providing a clear path toward promotion and career growth. Start tracking your progress with these competency-based assessments and unlock your full potential. #CompetencyAssessment #LeadershipGrowth #CareerDevelopment #LeadershipSkills

A problem with the Kirkpatrick taxonomy (not a model, not a theory) of evaluating instruction is that by its very design it is evaluation by autopsy: We may know a program didn't work, but not what went wrong or how to fix it. Practitioners looking for other ideas might want to take a look at Robert Brinkerhoff, who in eyeing the idea of training as a process rather than an event said: "Evaluating a training program is like evaluating the wedding instead of the marriage." His success case method is a wonderful substitute or, if you must, supplement to, Kirkpatrick. And consider, too, work from Daniel Stufflebeam's CIPP model, that looks at an entire program from context to inputs to organizational support to outcomes and on to transferability. As a practitioner are you trying to prove results, or drive improvement? More: https://lnkd.in/eFWkR-5J

❗ Only 12% of employees apply new skills learned in L&D programs to their jobs (HBR).  ❗ Are you confident that your Learning and Development initiatives are part of that 12%? And do you have the data to back it up?  ❗ L&D professionals who can track the business results of their programs report having a higher satisfaction with their services, more executive support and continued and increased resources for L&D investments.    Learning is always specific to each employee and requires personal context. Evaluating training effectiveness shows you how useful your current training offerings are and how you can improve them in the future. What’s more, effective training leads to higher employee performance and satisfaction, boosts team morale, and increases your return on investment (ROI). As a business, you’re investing valuable resources in your training programs, so it’s imperative that you regularly identify what’s working, what’s not, why, and how to keep improving. To identify the Right Employee Training Metrics for Your Training Program, here are a few important pointers: ✅ Consult with key stakeholders – before development, on the metrics they care about. Make sure to use your L&D expertise to inform your collaboration. ✅Avoid using L&D jargon when collaborating with stakeholders – Modify your language to suit the audience. ✅Determine the value of measuring the effectiveness of a training program. It takes effort to evaluate training effectiveness, and those that support key strategic outcomes should be the focus of your training metrics. ✅Avoid highlighting low-level metrics, such as enrollment and completion rates. 9 Examples of Commonly Used Training Metrics and L&D Metrics 📌 Completion Rates: The percentage of employees who successfully complete the training program. 📌Knowledge Retention: Measured through pre- and post-training assessments to evaluate how much information participants have retained. 📌Skill Improvement: Assessed through practical tests or simulations to determine how effectively the training has improved specific skills. 📌Behavioral Changes: Observing changes in employee behavior in the workplace that can be attributed to the training. 📌Employee Engagement: Employee feedback and surveys post-training to assess their engagement and satisfaction with the training. 📌Return on Investment (ROI): Calculating the financial return on investment from the training, considering costs vs. benefits. 📌Application of Skills: Evaluating how effectively employees are applying new skills or knowledge in their day-to-day work. 📌Training Cost per Employee: Calculating the total cost of training per participant. 📌Employee Turnover Rates: Assessing whether the training has an impact on employee retention and turnover rates. Let's discuss in comments which training metrics are you using and your experience of using it. #MeetaMeraki #Trainingeffectiveness

Most L&D dashboards are busy. Courses completed. Hours delivered. Participation rates. But let me ask you something. When was the last time an executive said, “Great… we delivered 12,000 learning hours this quarter”? Exactly. Executives do not care about activity. They care about capability. And capability shows up in very different metrics. Here are 5 L&D metrics that actually matter today: • Strategic skill alignment Is your workforce building the skills the business actually needs next? • Time to performance How quickly can someone go from learning to doing? • Internal talent movement Are you growing talent from within or constantly hiring from outside? • Measurable business impact Can you connect learning to productivity, efficiency, or revenue? • Learning in the flow of work Is learning happening inside real work… or outside it? Now here is the shift most teams miss. You do not improve these metrics by adding more courses. You improve them by redesigning how learning happens. Learning that starts with content will always stay busy. Learning that starts with work will always create impact. When learning is embedded in real tasks, when managers are part of development, when growth paths are visible… People do not just learn. They perform. They move. They adapt. They deliver. And that is when L&D stops being a support function… and becomes a business driver. Let me ask you this: If you had to remove 80% of your current L&D metrics… which 5 would you keep? #LearningAndDevelopment #TalentDevelopment #LeadershipDevelopment #FutureOfWork

Monitoring, evaluation, accountability and learning are essential functions for ensuring that projects remain results focused, responsive to affected people, and continuously improved through evidence and reflection. In this document, the MEAL training content is presented as a practical pathway that clarifies how teams can translate core concepts into concrete routines, tools and processes for measurement, feedback, learning and use of findings. This training package brings together the main practical components of MEAL implementation: – Core definitions of monitoring and evaluation and how they differ – Accountability and learning concepts and how they fit within MEAL – The MEAL cycle and its main phases from design to use of data – Logic models including theory of change results framework and logical framework – MEAL planning and integration into project plans calendars and budgets – MEAL plan or performance management plan and its key contents – Indicator tracking tools including performance tracking tables – Feedback and response mechanisms and how response pathways are organised – Learning planning and how learning is captured and used – Communication of MEAL information based on stakeholder needs – Evaluation planning including questions timing responsibilities and budget – Terms of reference for evaluations and required operational details – Ethical standards including consent privacy confidentiality and safety – Participation and critical thinking as cross cutting requirements in MEAL practice The document provides a structured and applied overview of how MEAL is operationalised throughout a project cycle, from clarifying results and indicators to organising data collection, analysis and reporting routines. It explains how planning tools support coherence by linking what must be measured with who does what, when, and with which resources, while ensuring that feedback mechanisms and learning processes are intentionally built into implementation. By emphasising ethics, participation and disciplined use of evidence, the training supports teams to strengthen accountability, improve programme quality and make better decisions based on reliable information.

Companies spend millions on sales training. But less than 1 in 10 dollars goes to knowing if it worked. In addition, nearly 1 in 3 companies run zero formal evaluation at all. That's what the research says – and it reflects what many of us have felt in the room: ✅ We ran the training. ❓But did it actually work? As enablement professionals, we’re often caught between anecdotes and dashboards. Between sales spikes that may or may not be linked to our efforts and gut instincts that can’t hold up in a boardroom. We need to move from guesswork to genuine insight. That’s why I wrote a deep-dive on sales training evaluation: what the research says, and which models actually work in practice. --- In my new guide, I break down the five most effective models for evaluating training impact: 🔹 Kirkpatrick Model – the classic 4-level framework 🔹 Phillips ROI Model – adds ROI calculation to Kirkpatrick 🔹 New World Kirkpatrick – repositions ROI as Return on Expectations 🔹 Brinkerhoff’s Success Case Method – focuses on extremes to find truth 🔹 LTEM (Learning Transfer Evaluation Model) – the most diagnostic model out there And, I cover five honourable mentions worth exploring: 🔸 CIPP Model – evaluates context, inputs, process, and product 🔸 COM-B Model – breaks down behaviour change 🔸 6Ds – emphasises reinforcement beyond the classroom 🔸 Bersin’s Impact Measurement Framework – business-linked metrics 🔸 Anderson Model – ties training to strategic priorities Whether you're launching a new programme or defending your budget, this will give you a sharper lens and a stronger voice. --- 📌 Want access to the high-res one-pager + full guide? Comment “sales training evaluation” and I’ll DM it to you. Let’s raise the bar for what enablement can prove and improve. ✌️ #sales #salesenablement #salestraining

Performance Appraisal Form –Performance appraisals are not just about ratings — they’re about growth, feedback, and future planning. To help HR professionals streamline this process, I’m sharing a comprehensive Performance Appraisal Form that covers: ✔️ Employee self-evaluation ✔️ Supervisor & HOD ratings ✔️ Clear scoring standards (Outstanding → Unsatisfactory) ✔️ Key factors like job knowledge, leadership, communication, problem-solving, etc. ✔️ HR-focused metrics (attendance, achievements, improvement, etc.) ✔️ Structured comments & development planning This template is practical, easy to customize, and ensures both fairness and clarity in evaluations. Let’s make performance reviews more meaningful and employee-focused! 🚀 #HR #PerformanceAppraisal #EmployeeGrowth #HRCommunity #PerformanceManagement