{"id":10270,"date":"2025-10-30T04:30:09","date_gmt":"2025-10-30T04:30:09","guid":{"rendered":"https:\/\/www.learnworlds.com\/?p=10270"},"modified":"2025-10-30T08:39:19","modified_gmt":"2025-10-30T08:39:19","slug":"employee-training-development","status":"publish","type":"post","link":"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/","title":{"rendered":"Employee training and development: A step-by-step guide to doing it right"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_78 counter-flat ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Why_training_and_development_matter_more_than_ever\" >Why training and development matter more than ever<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Types_of_employee_training_and_development_programs\" >Types of employee training and development programs<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Costs_and_budgeting_for_employee_training\" >Costs and budgeting for employee training<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#How_to_build_a_training_strategy_that_works\" >How to build a training strategy that works<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Tools_you_need_to_deliver_training_for_employees\" >Tools you need to deliver training for employees<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Measuring_success_KPIs_and_metrics\" >Measuring success: KPIs and metrics<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Case_studies_real_examples_of_successful_training_efforts\" >Case studies: real examples of successful training efforts<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Practical_tips_for_effective_training_rollout\" >Practical tips for effective training rollout<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Bring_structured_employee_training_and_development_to_your_team\" >Bring structured employee training and development to your team<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/#Sources\" >Sources<\/a><\/li><\/ul><\/nav><\/div>\n<p>I\u2019ve been writing employee and retention content for employers for three years now, and I sift through a ton of research to keep that content sharp. After all that sifting, I\u2019ve noticed a trend: employee and staff training and development is no longer a nice-to-have. It\u2019s a must.<\/p>\n<p>But research suggests it\u2019s one of the toughest challenges companies face, with nearly six in ten HR leaders [1] saying that helping their people learn and grow is one of their biggest struggles.<\/p>\n<p>I\u2019m here to tell you that while employee training and development may seem difficult, it\u2019s not unattainable, especially if you follow a framework.<\/p>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Why_training_and_development_matter_more_than_ever\"><\/span>Why training and development matter more than ever<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>When people take advantage of chances to learn and develop, the benefits of training employees start to show.<\/p>\n<p>Here\u2019s what the data says:<\/p>\n<ul class=\"newsletter-list\">\n<li>Organizations that double that sense of training opportunity can see up to an<a href=\"https:\/\/www.gallup.com\/workplace\/692642\/addressing-barriers-blocking-employee-development.aspx\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> 18% increase in profit<\/a> and a 14% boost in productivity.<\/li>\n<li><a href=\"https:\/\/www.deloitte.com\/content\/dam\/assets-shared\/docs\/campaigns\/2025\/2025-genz-millennial-survey.pdf\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Deloitte\u2019s 2025 Gen Z and Millennial Survey<\/a> indicated that in-company chances for growth have become a defining part of Gen Z and millennials&#8217; job expectations.<\/li>\n<li>Training strengthens collaboration and participation\u2014a<a href=\"https:\/\/online.hbs.edu\/blog\/post\/employee-training-development\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> training and engagement correlation<\/a> I\u2019ve seen in organizations where training is encouraged.<\/li>\n<\/ul>\n<p>And let&#8217;s not forget AI and automation. As automation and AI continue to redefine work itself, training has become the best<a href=\"https:\/\/www.forbes.com\/sites\/solrashidi\/2025\/05\/31\/ai-is-reshaping-the-work-faster-than-companies-can-upskill\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> safeguard against employees feeling obsolete<\/a> in ever-more-competitive job markets.<\/p>\n<p>So, whether you\u2019ve been considering <a href=\"https:\/\/www.learnworlds.com\/blog\/customer-education\/lms-for-upskilling-training\/\">upskilling<\/a> vs reskilling, some sort of training and development for your employees is going to be needed, and soon. Like in the next 5 years, soon.<\/p>\n<p>Why? The World Economic Forum predicts that<a href=\"https:\/\/reports.weforum.org\/docs\/WEF_Future_of_Jobs_Report_2025.pdf\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> 59% of the global workforce<\/a> will need to upskill by 2030. So yes, work training needs matter, right now.<\/p>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Types_of_employee_training_and_development_programs\"><\/span>Types of employee training and development programs<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>OK, so I\u2019ve hit you with a bunch of stats. Now it\u2019s time to get grounded and check out what you can incorporate at your own organization. Here are the different types of training and development programs for employees you could consider.<\/p>\n<div class=\"center_img-center_caption\">\n<div class=\"img-wrapper\"><img decoding=\"async\" class=\"center_img blog-img\" style=\"width: auto;\" src=\"https:\/\/www.learnworlds.com\/app\/uploads\/2025\/10\/The-different-types-of-employee-training-programs-1.png\" alt=\"A visual checklist presenting the different types of employee training programs\" \/><\/div>\n<\/div>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Orientation training<\/h3>\n<p>Orientation is the first impression new hires get of your company. It\u2019s when you introduce them to your mission and values and prep them for what their experience working with you will be like.<\/p>\n<p>Someone from HR usually leads this, and they walk your new-hires through topics like:<\/p>\n<ul class=\"newsletter-list\">\n<li>Policies<\/li>\n<li>Benefits<\/li>\n<li>Compliance or employee ethics training essentials<\/li>\n<li>Healthcare support<\/li>\n<li>Pension schemes<\/li>\n<\/ul>\n<p>In addition to dotting your i\u2019s and crossing your corporate t\u2019s, orientation training is also a chance to help your new employees feel welcome.<\/p>\n<p>And just to be clear, onboarding vs orientation are not the same thing. Orientation is short-term and broad, more like the \u201cwho we are and how things work.\u201d Onboarding, on the other hand, prepares employees to grow into their new role.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Onboarding training<\/h3>\n<p>Once orientation ends, onboarding begins. This is where your employees learn how to do their specific job. It focuses on what they need to succeed in their new department or role:<\/p>\n<ul class=\"newsletter-list\">\n<li>Tools<\/li>\n<li>Workflows<\/li>\n<li>Expectations<\/li>\n<li>Goals<\/li>\n<\/ul>\n<p>Strong <a href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-onboarding\/\">onboarding training<\/a> and development programs link employees to mentors and teach them how their work supports the company\u2019s mission.<\/p>\n<p>Most employers I\u2019ve seen use standard 30-, 60-, and 90-day onboarding phases to run their onboarding programs. This keeps things consistent and also makes it easy for HR to measure progress over time.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Technical skills training<\/h3>\n<p>With technical training, your goal is to focus on\u2014you guessed it\u2014the hard or technical skills people need to perform specific tasks. These are measurable, role-specific skills.<\/p>\n<p>If you need to keep your technical training flexible and continuous, and you want it to grow, use <a href=\"https:\/\/www.learnworlds.com\/blog\/elearning\/blended-learning\/\">blended learning<\/a> methods. This could look like combining instructor-led sessions with online modules or simulations that help your employees practice these skills hands-on.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Soft skills training<\/h3>\n<p>This kind of training strengthens the human side of work and covers skills like:<\/p>\n<ul class=\"newsletter-list\">\n<li>Communication<\/li>\n<li>Teamwork<\/li>\n<li>Leadership ability<\/li>\n<li>Problem-solving<\/li>\n<li>Emotional intelligence<\/li>\n<\/ul>\n<p>When considering soft skills vs hard skills training, don\u2019t overlook the importance of human-led qualities in the workplace. Even with\u2014I\u2019d argue, especially with\u2014AI being used in everything,<a href=\"https:\/\/www.library.hbs.edu\/working-knowledge\/why-soft-skills-still-matter-in-the-age-of-ai\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> soft skills still have an important place<\/a> in professional development.<\/p>\n<p><a href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/soft-skills-employee-training\/\">Soft skills<\/a> programs can have a lot of variety, from training and development for managers to conflict resolution coaching or guided peer feedback sessions. The point is to help people understand not just what to do, but how to do it well with others through staff development programs.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Leadership development programs<\/h3>\n<p>These programs focus on building leadership training for employees at every level, so banish any thoughts you might have had about them being reserved for grooming future execs. They teach people how to motivate, delegate, coach, and make better decisions.<\/p>\n<p>And the ROI can be big. Companies with effective leadership development programs see up to a<a href=\"https:\/\/hortoninternational.com\/how-leadership-development-can-improve-retention-rates\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> 50% improvement in employee retention<\/a>. That\u2019s a huge win in both saving hiring costs and keeping your teams stable.<\/p>\n<p>Mixing real-world projects with mentorship is one way I\u2019ve seen employers set up leadership development plans, and I think it\u2019s pretty effective. This combination can help employees practice leadership in scenarios that apply to their actual work, and not just learn about it in theory.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Tuition reimbursement programs<\/h3>\n<p>With a tuition reimbursement program, you\u2019re putting your money where your mission is. This is where you agree to fund or partially fund continued education: a master\u2019s degree, a <a href=\"https:\/\/www.learnworlds.com\/blog\/market-sell\/how-to-sell-certification-courses\/\">certification<\/a>, or even short professional courses.<\/p>\n<p>The return is twofold: professional development programs for employees help them bring fresh insight and up-to-date knowledge into the business, and they stay longer because they feel genuinely invested in.<\/p>\n<p>Some companies explore tying reimbursement to performance goals, meaning employees qualify after a certain amount of time or once they\u2019ve met agreed-upon milestones. Others make it open to everyone from the start, but you might want to consider balancing up-front costs with long-term ROI when considering which approach you choose to take.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Mandatory and compliance training<\/h3>\n<p>Mandatory training isn\u2019t glamorous, but it shows up in some way regardless of the industry. You know the ones: they make sure employees understand the rules, laws, and safety standards that protect everyone.<br \/>\nCommon compliance training examples include:<\/p>\n<ul class=\"newsletter-list\">\n<li>Workplace safety<\/li>\n<li>Anti-harassment<\/li>\n<li>Cybersecurity<\/li>\n<li><a href=\"https:\/\/www.learnworlds.com\/blog\/elearning\/dei-training\/\">DEI training<\/a><\/li>\n<li>Data privacy<\/li>\n<\/ul>\n<p>The challenge is to make <a href=\"https:\/\/www.learnworlds.com\/blog\/business\/compliance-training-online\/\">compliance training<\/a> meaningful. To keep employees from going through the motions, the best programs use real-life scenarios and short refreshers to keep knowledge relevant.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Microlearning<\/h3>\n<p>I\u2019m going to paraphrase<a href=\"https:\/\/resolve.cambridge.org\/core\/journals\/industrial-and-organizational-psychology\/article\/abs\/learning-in-the-flow-of-work-designing-personcentric-learning-experiences-with-justintime-microlearning\/5DF634858CC6A503EE311A428B6965DC\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> Cambridge University Press here<\/a>: microlearning is a supplement that injects small doses of new skills or information between training sessions.<\/p>\n<p>This could look like a short video, checklist, or quiz used to reinforce a single concept without interrupting daily work.<\/p>\n<p><a href=\"https:\/\/www.learnworlds.com\/blog\/elearning\/microlearning\/\">Microlearning<\/a> keeps learning active and easier to absorb, and it addresses one of the biggest barriers to employee retention and training. That is <a href=\"https:\/\/www.gallup.com\/workplace\/349484\/state-of-the-global-workplace.aspx\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">time<\/a>.<\/p>\n<div class=\"center_img-center_caption\">\n<div class=\"img-wrapper\"><img decoding=\"async\" class=\"center_img blog-img\" style=\"width: auto;\" src=\"https:\/\/www.learnworlds.com\/app\/uploads\/2025\/10\/Gallup-visual-on-contraints-to-training-affectiong-employee-retention-1.webp\" alt=\"Gallup poll image showing which issues are most likely to cause roadblocks in employee training and development.\" \/><\/div>\n<div class=\"img-label\">Image from Gallup\u2019s State of the Global Workplace: 2025 Report<\/div>\n<\/div>\n<p>It\u2019s practical for teams with limited time and helps employees retain knowledge through regular exposure to the content they need to know.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Adaptive learning<\/h3>\n<p>Adaptive learning uses technology to personalize elearning for employee development so each learner gets exactly what they need.<\/p>\n<p>An experienced sales rep who nails a product knowledge quiz might automatically skip to advanced negotiation scenarios, while a new hire might get extra examples and reinforcement. It\u2019s data-driven learning that flexes in real time and works really well when supported by training tools like <a href=\"https:\/\/www.learnworlds.com\/blog\/business\/lms-learning-management-system\/\">learning management systems (LMS)<\/a>.<\/p>\n<p>You\u2019ll see adaptive platforms more often now because they blend personalization with scalability, which works great if you have a lot of distributed teams. It\u2019s a great way to keep training relevant when faced with inevitable workplace changes and different learner needs.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Peer-to-peer learning<\/h3>\n<p>Peer learning is pretty simple: your employees teach each other. This type of learning tends to be fairly organic, and it happens when people share knowledge directly through methods like:<\/p>\n<ul class=\"newsletter-list\">\n<li>Mentorship<\/li>\n<li>Team demos<\/li>\n<li>Brown-bag sessions (informal meetings)<\/li>\n<li>Project debriefs<\/li>\n<\/ul>\n<p>This kind of learning strengthens collaboration and makes learning a shared responsibility.<\/p>\n<p>Because this isn\u2019t a very formal or structured type of training, it\u2019s usually up to the organization to create a work environment that supports peer learning. In practice, this comes down to encouraging employees to share what they know and making learning part of everyday conversation.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Job rotation<\/h3>\n<p>Way back in the day, I worked at a restaurant that lived and breathed through this type of employee training and development.<\/p>\n<ul class=\"newsletter-list\">\n<li>Bartender? You learned to wait tables so that you had direct conversations with your customer base.<\/li>\n<li>Prep cook? You learned to cook basic dishes during slow periods so you could better understand the importance of your work.<\/li>\n<\/ul>\n<p>Job rotation gives employees the chance to step into new roles or departments temporarily. It\u2019s one of the best ways to broaden experience and uncover hidden strengths. And as you can see from my example, it\u2019s applicable in all types of industries.<\/p>\n<p>These rotations can last weeks or months, but the goal is the same: to develop adaptable employees who see the business as a whole and feel confident offering support in multiple roles.<\/p>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Costs_and_budgeting_for_employee_training\"><\/span>Costs and budgeting for employee training<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Training is an investment, and like any investment, it needs a clear plan and measurable goals to be its most effective. To give you some concrete training investment statistics to work with, I used<a href=\"https:\/\/trainingmag.com\/2024-training-industry-report\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> TrainingMag\u2019s 2024 Training Industry Report<\/a>. All the numbers you\u2019ll find in this section come from there.<\/p>\n<p>They\u2019ve been issuing this report for over 43 years now, so I trust them when it comes to building context through cold-hard facts and stats.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Understanding the cost of employee training<\/h3>\n<div class=\"center_img-center_caption\">\n<div class=\"img-wrapper\"><img decoding=\"async\" class=\"center_img blog-img\" style=\"width: auto;\" src=\"https:\/\/www.learnworlds.com\/app\/uploads\/2025\/10\/training-mag.webp\" alt=\"bar graph of training expenditures color-coded in blues according to years 2019-2024\" \/><\/div>\n<div class=\"img-label\">Image from Training Mag\u2019s 2024 Industry Training Report<\/div>\n<\/div>\n<p>While not necessarily indicative of what you should expect to spend, here are some averages.<\/p>\n<p>In 2024, U.S. companies spent $98 billion on employee training, which is a 3.7% drop from 2023.<\/p>\n<p>That dip doesn\u2019t necessarily mean training is losing importance, but that it reflects tighter budgets and a growing demand to prove ROI. Along those same lines, the average spend per learner also fell, from $954 to $774.<\/p>\n<p>These numbers shift a lot when it comes to company size, so your <a href=\"https:\/\/www.learnworlds.com\/blog\/business\/cost-effective-training-budget\/\">training budget<\/a> per employee will vary accordingly:<\/p>\n<ul class=\"newsletter-list\">\n<li><strong>Small companies:<\/strong> $1,047 per learner<\/li>\n<li><strong>Midsize companies:<\/strong> $739<\/li>\n<li><strong>Large companies:<\/strong> $398<\/li>\n<\/ul>\n<p>You might wonder why large companies tend to spend less, and the biggest reason is that these large organizations benefit from scale. They can spread the cost of technology and course materials across thousands of employees, which brings the per-learner average down.<\/p>\n<p>Once they\u2019ve invested in a <a href=\"https:\/\/www.learnworlds.com\/blog\/elearning\/online-learning-platforms\/\">learning platform<\/a> or built a library of training materials, the marginal cost of training each new employee is minimal.<\/p>\n<p>Smaller businesses don\u2019t have that same advantage, which means every training dollar carries more weight. If you\u2019re in that position, it\u2019s even more important to connect spending directly to performance and retention outcomes.<\/p>\n<p>Based on company size, here\u2019s what the average training budget for companies looked like in 2024:<\/p>\n<table class=\"newsletter-table lw-align-c hide-below-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"50%\">Company size<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"50%\">Average annual budget<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"2\"><\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"50%\">Large (10,000 + employees)<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 btrr-30\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"50%\">$13.3 million<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"50%\">Midsize (1,000-9,999 employees)<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"50%\">$1.7 million<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"50%\">Small (100-999 employees)<\/td>\n<td class=\"newsletter-table-cell lw-white-bg bblr-30 bbrr-30\" width=\"50%\">$374,207<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"2\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table class=\"newsletter-table lw-align-c hide-above-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0; border-left: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">Average annual budget<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Large (10,000 + employees)<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30 btrr-30 bbrr-30\" width=\"33%\">$13.3 million<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Midsize (1,000-9,999 employees)<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30 btrr-30 bbrr-30\" width=\"33%\">$1.7 million<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Small (100-999 employees)<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30 btrr-30 bbrr-30\" width=\"33%\">$374,207<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 10px;\" colspan=\"4\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Those totals include salaries for training staff, technology costs, and outside vendors. Roughly 13% of the average budget went to learning tools and technologies, with onboarding (13%), compliance, and manager training and development (12% each) taking the largest shares.<\/p>\n<p>Here\u2019s a simple way to look at how those costs usually divide up:<\/p>\n<table class=\"newsletter-table lw-align-c hide-below-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"50%\">Category<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"50%\">What\u2019s Included<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"2\"><\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"50%\">Payroll<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 btrr-30\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"50%\">Salaries for internal training teams and facilitators<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"50%\">Outside services<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"50%\">Vendors, consultants, off-the-shelf, or custom content<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"50%\">Technology<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"50%\">Learning platforms (LMS\/LCMS), AI tools, authoring systems<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"50%\">Other expenditures<\/td>\n<td class=\"newsletter-table-cell lw-white-bg bblr-30 bbrr-30\" width=\"50%\">Travel, facilities, in-house development, equipment<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"2\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table class=\"newsletter-table lw-align-c hide-above-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0; border-left: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">What\u2019s Included<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Payroll<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30 btrr-30 bbrr-30\" width=\"33%\">Salaries for internal training teams and facilitators<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Outside services<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30 btrr-30 bbrr-30\" width=\"33%\">Vendors, consultants, off-the-shelf, or custom content<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Technology<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30 btrr-30 bbrr-30\" width=\"33%\">Learning platforms (LMS\/LCMS), AI tools, authoring systems<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Other expenditures<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30 btrr-30 bbrr-30\" width=\"33%\">Travel, facilities, in-house development, equipment<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 10px;\" colspan=\"4\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>In case you\u2019ve been wondering what these numbers really tell us, it\u2019s this: training budgets will always vary, but the mix of costs matters more than the total. What counts is how well those dollars will help your employees grow.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Calculating ROI and how to justify training costs to leadership<\/h3>\n<p>If you want leadership buy-in, you\u2019ve gotta show how training ties to results. Demonstrating the ROI of training programs helps make that case, and using a straightforward ROI framework can support you.<\/p>\n<p>Here\u2019s how to start:<\/p>\n<ol class=\"newsletter-list\">\n<li><strong>Define your objectives<br \/>\n<\/strong>Maybe you want to cut first-year turnover by 10%.<\/li>\n<li><strong>Measure performance before and after<br \/>\n<\/strong>Use the same metrics, like retention or engagement, so you can easily see change.<\/li>\n<li><strong>Assign financial value<br \/>\n<\/strong>Replacing an employee can cost up to twice their salary, so keeping just a few people you might have lost can offset thousands spent on training.<\/li>\n<li><strong>Compare cost vs. gain<br \/>\n<\/strong>Divide the total financial impact by the total training cost to find your ROI.<\/li>\n<\/ol>\n<p>Let\u2019s say your company spends <strong>$40,000<\/strong> running a six-month leadership development program for 20 new managers.<\/p>\n<p>Before the program, annual turnover among this group averaged <strong>18%<\/strong>\u2014about four departures a year. After the program, turnover drops to <strong>10%<\/strong>, saving roughly two replacements.<\/p>\n<p>If the average replacement cost is <strong>$25,000 per role<\/strong>, that\u2019s <strong>$50,000 in savings<\/strong> against a <strong>$40,000<\/strong> training cost\u2014a net positive ROI in the first year alone.<\/p>\n<p>This little example highlights the direct link between training cost vs retention and shows how even small improvements in employee stay rates can offset training expenses in a big way.<\/p>\n<p>According to our TrainingMag report, 8% of organizations listed a lack of ROI as one of their biggest training challenges. I find this a nice reminder that even as spending grows, connecting training costs to measurable business outcomes matters.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Building a smarter training budget<\/h3>\n<p>So, how do you build a training and development budget? Start by listing all your <strong>direct<\/strong> and <strong>indirect<\/strong> costs:<\/p>\n<ul class=\"newsletter-list\">\n<li><strong>Direct:<\/strong> instructor fees, platforms, content creation, travel, facilities<\/li>\n<li><strong>Indirect:<\/strong> employee time in training, administrative hours, short-term productivity dips<\/li>\n<\/ul>\n<p>Once you\u2019ve outlined your costs, connect each one to a clear purpose.<\/p>\n<p>Say 13% of your budget goes to technology. What outcome does that support? Maybe it makes training easier to access or helps you track results. If onboarding takes the largest share, is it helping new hires get up to speed faster or stay longer?<\/p>\n<p>From there, you can use a few simple steps to see how your training spend stacks up. Here\u2019s how to calculate training costs in a clear, straightforward way.<\/p>\n<p><strong>Step 1: Add up your total costs<\/strong><br \/>\nInclude everything, including instructor time, tools and platforms, travel, facilities, and the time employees spend learning.<\/p>\n<p><strong>Step 2: Find your cost per learner<\/strong><br \/>\nDivide the total cost by the number of people trained.<br \/>\nExample: You spend $35,000 to train 50 employees \u2192 that\u2019s $700 per learner.<\/p>\n<p><strong>Step 3: Identify what changed<\/strong><br \/>\nPick one metric that training is meant to improve, such as retention, productivity, or customer satisfaction.<\/p>\n<p><strong>Step 4: Estimate the value of that improvement<\/strong><br \/>\nLet\u2019s say the training worked. Turnover among those 50 employees dropped by just two people. If it costs around $25,000 to replace each person, that\u2019s $50,000 saved because those employees stayed.<\/p>\n<p><strong>Step 5: Compare savings to spending<\/strong><br \/>\nSubtract your total cost ($35,000) from the savings ($50,000).<br \/>\nThat\u2019s a $15,000 net gain\u2014proof your program paid for itself.<\/p>\n<p>Once the budget-allocation decision-making people in your office can see that connection between training cost and retention, you might find them sitting up and paying closer attention.<\/p>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"How_to_build_a_training_strategy_that_works\"><\/span>How to build a training strategy that works<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>If there\u2019s one thing I\u2019ve learned these past few years, it\u2019s that developing a training program for employees doesn\u2019t start with tools but with figuring out what they need to learn.<\/p>\n<p>Co-founder and Product Owner over at Winday, Aleksandr Adamenko, agrees with me.<\/p>\n<div class=\"quote-wrapper\">\n<div class=\"quote-content\">\n<p>One of the biggest mistakes is to focus training only on the &#8220;tick box&#8221; and not on the real needs of the team. Often, programs are created because &#8220;it&#8217;s necessary&#8221;, and not because employees really lack specific skills. At Winday Co, we always start with an analysis of the problems \u2014 what really hinders the team&#8217;s effectiveness \u2014 and only then do we create training content.<\/p>\n<p class=\"mt-2rem\" style=\"font-size: 18px;\">Aleksandr Adamenko, Co-Founder, Product Owner at <a href=\"https:\/\/winday.co\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Winday<\/a><\/p>\n<\/div>\n<\/div>\n<p>This makes up the foundation of any effective employee development program or training strategy.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Do a training needs assessment<\/h3>\n<p>Before you roll out anything new, take a moment to find out where the gaps in knowledge really are.<\/p>\n<ul class=\"newsletter-list\">\n<li>What\u2019s slowing people down?<\/li>\n<li>Where are the mistakes happening?<\/li>\n<li>What do employees wish they understood better?<\/li>\n<\/ul>\n<p>These questions form the basis of your training needs assessment and keep you from building a program that looks pretty on paper but misses what your organization really needs.<\/p>\n<p>Once you\u2019ve got that info, start sorting it by priority. Some skills will need attention right now, but there are probably others that can wait. Find a balance that helps you spend smarter and stay focused on what drives immediate and long-term performance.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Set meaningful goals<\/h3>\n<p>Then turn those needs into goals that make sense in real terms. You might be tempted to classify them in terms like \u201cmeet future deadlines\u201d, and while that\u2019s a nice starting point, you want to be more detailed.<\/p>\n<p>I find it helps to think of your employee development training goals in terms of specific, measurable outcomes.<\/p>\n<p>Once you know what to fix, turn those needs into SMART goals\u2014Specific, Measurable, Achievable, Relevant, and Time-bound. That means going beyond general targets to something like \u201creduce project delays by 15% over the next quarter.\u201d<\/p>\n<p>Framing goals this way keeps your L&amp;D strategy realistic and easy to track, while making it clear to leadership and employees what success actually looks like.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Get leadership and teams on board early<\/h3>\n<p>If you want your program to work, you need leadership buy-in early. Loop in department heads and team leads, and ask what success looks like for their teams. Plan to show how training connects to that and helps them meet their goals by using outcomes from previous training efforts.<\/p>\n<p>But maybe you don\u2019t have any internal data from your organization to back up your pitch. If this is your first stab at incorporating training and development, you can always use external proof instead.<\/p>\n<p>Pull training investment statistics or examples from case studies (I\u2019ve given you a few in a later section) to show what kind of results training can lead to. Having a few solid numbers helps you make your case, even if your L&amp;D strategy is brand new.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Align training with what the business needs<\/h3>\n<p>Every good training program ties back to what the business is trying to achieve. When you\u2019re aligning training with business objectives, think about what outcomes really matter right now. That could be:<\/p>\n<ul class=\"newsletter-list\">\n<li>Fewer customer complaints<\/li>\n<li>Faster onboarding<\/li>\n<li>Fewer errors<\/li>\n<li>Better retention<\/li>\n<\/ul>\n<p>Your training goals should connect directly to one of those results, or something concrete like them. If you can\u2019t explain how a session or course supports a KPI, it probably needs a rethink.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Use a simple structure to guide your plan<\/h3>\n<p>Once you\u2019ve gathered your insights and goals, it\u2019s time to turn them into something you can act on. That\u2019s where a clear framework helps. I like to use an employee development framework like ADDIE because it keeps things practical.<\/p>\n<p>ADDIE works like this:<\/p>\n<ul class=\"newsletter-list\">\n<li><strong>Analyze<\/strong> what your people need to learn<\/li>\n<li><strong>Design<\/strong> the training approach<\/li>\n<li><strong>Develop<\/strong> the materials or content<\/li>\n<li><strong>Implement<\/strong> the program<\/li>\n<li><strong>Evaluate<\/strong> how well it worked<\/li>\n<\/ul>\n<p>You start by <strong>analyzing<\/strong> what your people need most and why. Maybe customer satisfaction scores dropped, or you\u2019re rolling out new tech that requires reskilling. Then you design your approach around those needs, whether that\u2019s workshops or mentoring.<\/p>\n<p>Next comes developing the actual content and tools, followed by implementing the training in a way that fits your team\u2019s schedule and workflow. Finally, you evaluate how it all performed and whether people actually learned what you needed them to.<\/p>\n<p>You want this process for creating a training plan grounded in purpose and feedback. Each stage feeds the next, so over time, your training can use measurable progress to grow.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Pull it all together with a clear plan<\/h3>\n<p>With all the pieces gathered, you can build a training implementation plan that outlines who\u2019s doing what and how you\u2019ll measure success. It\u2019s the part where strategy turns into execution\u2014the \u201chow to\u201d behind how to implement training programs.<\/p>\n<p>And let\u2019s loop back to keeping people in the loop. Decision-makers and the employees your training aims for should stay informed during all stages of this strategy\u2019s development.<\/p>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Tools_you_need_to_deliver_training_for_employees\"><\/span>Tools you need to deliver training for employees<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>These tools come in handy for large to medium-sized companies and are especially useful for reaching far-flung remote employees and contractors.<\/p>\n<p>Most importantly, they give you the means to develop and grow training and development programs in an organized, deliberate way outside of traditional training methods.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Learning management systems (LMS)<\/h3>\n<p>A learning management system (LMS) is the software that runs your training. It\u2019s where you build employee training courses, store materials, and track who\u2019s completed what.<\/p>\n<p>If you\u2019ve ever uploaded a module or checked someone\u2019s progress, chances are that all happened inside an LMS. An LMS gives you one central place to manage learning rather than bouncing back and forth between spreadsheets and email reminders.<\/p>\n<p>Nowadays, most of the best LMS staff development software also handles:<\/p>\n<ul class=\"newsletter-list\">\n<li>Enrolling employees in courses automatically<\/li>\n<li>Hosting videos and quizzes<\/li>\n<li>Tracking progress and completion<\/li>\n<li>Generating reports for managers or HR<\/li>\n<li>Letting employees learn at their own pace<\/li>\n<\/ul>\n<p>The newer AI-powered LMS versions take this a step further. They recommend content based on someone\u2019s role or performance and adjust difficulty through adaptive learning. <a href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/best-employee-training-software\/\">Compare employee training platforms<\/a> to find the best fit for your team\u2019s size and learning goals.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Video training tools<\/h3>\n<p>Videos can make training more dynamic and easier to remember. With <a href=\"https:\/\/www.learnworlds.com\/blog\/coursedesign\/training-video-software\/\">training video software<\/a>, you can turn complex or boring employee development courses into something people actually want to watch.<\/p>\n<p>Tools like Loom, Camtasia, or Vimeo make it easy to record and upload clips. You can even embed them right into your LMS so they\u2019re part of your course structure. I use Loom all the time to walk prospective clients through my basic processes so they know what to expect, like a little client onboarding procedure.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Presentation and content creation tools<\/h3>\n<p>Hey, maybe you need something a bit more basic than an LMS or even video. Sometimes a clear visual deck or short guide just works better.<\/p>\n<p>Training presentation platforms like Google Slides, PowerPoint, Prezi, Canva, or Visme let you build content that\u2019s easy to read and share. Pair them with a training content management system like Notion or Confluence to keep everything organized and version-controlled.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Remote employee training tools<\/h3>\n<p>Remote and hybrid work have changed how people learn. But that freedom of location can come with a disconnect when it comes to employee or contractor knowledge. With remote employee training tools, it\u2019s easier to stay connected across time zones.<\/p>\n<p>Platforms like Zoom, Microsoft Teams, or Slack help run live sessions and keep discussions going between lessons. They integrate easily with most <a href=\"https:\/\/www.learnworlds.com\/blog\/business\/best-learning-management-systems\/\">LMS platforms<\/a>, which helps tie everything together in one smooth experience.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Employee training and development tools: A quick overview<\/h3>\n<p>Here are those four tool categories with some vendors to help you with your employee training and development courses.<\/p>\n<table class=\"newsletter-table lw-align-c hide-below-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"25%\">Category<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"25%\">Example tools<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"25%\">Best for<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"25%\">Standout features<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"4\"><\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"25%\">LMS<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btlr-30\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"25%\">LearnWorlds, TalentLMS, Docebo, 360Learning<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"25%\">Building and tracking courses for employee development<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"25%\">Adaptive learning, AI-driven recommendations, analytics dashboards<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"25%\">Video training software<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"25%\">Loom, Camtasia, Vimeo<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"25%\">Creating short, visual lessons<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"25%\">Screen recording, quick editing, and video hosting<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"25%\">Presentation &amp; content tools<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"25%\">PowerPoint, Google Slides, Canva, Visme<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"25%\">Building training decks and visual guides<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"25%\">Templates, collaboration, brand consistency<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"25%\">Remote training tools<\/td>\n<td class=\"newsletter-table-cell lw-white-bg bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"25%\">Zoom, Microsoft Teams, Slack<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-right: 1px solid #dfdfdf;\" width=\"25%\">Running virtual training and team discussions<\/td>\n<td class=\"newsletter-table-cell lw-white-bg bbrr-30\" width=\"25%\">Live meetings, breakout rooms, chat threads<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"4\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table class=\"newsletter-table lw-align-c hide-above-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0; border-left: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">Example tools<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">Best for<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">Standout features<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">LMS<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">LearnWorlds, TalentLMS, Docebo, 360Learning<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Building and tracking courses for employee development<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Adaptive learning, AI-driven recommendations, analytics dashboards<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Video training software<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Loom, Camtasia, Vimeo<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Creating short, visual lessons<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Screen recording, quick editing, and video hosting<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Presentation &amp; content tools<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">PowerPoint, Google Slides, Canva, Visme<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Building training decks and visual guides<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Templates, collaboration, brand consistency<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Remote training tools<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Zoom, Microsoft Teams, Slack<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Running virtual training and team discussions<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Live meetings, breakout rooms, chat threads<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 10px;\" colspan=\"4\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Measuring_success_KPIs_and_metrics\"><\/span>Measuring success: KPIs and metrics<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>You can\u2019t manage what you don\u2019t measure. The same goes for training. Tracking <a href=\"https:\/\/www.learnworlds.com\/blog\/business\/training-metrics\/\">training metrics<\/a> shows whether learning is doing what it\u2019s supposed to do.<\/p>\n<p>It helps to start by connecting your metrics to your training goals. If your goal is faster onboarding, track how long it takes new hires to reach full productivity. If it\u2019s stronger leadership, look at retention or engagement within those teams.<\/p>\n<p>No matter where you start, make sure your goals match a clear business outcome.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Common employee training KPIs<\/h3>\n<p>Here are employee training KPIs that many learning and development managers track to see if learning is paying off.<\/p>\n<table class=\"newsletter-table lw-align-c hide-below-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33.333333333333336%\">KPI<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33.333333333333336%\">What it measures<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33.333333333333336%\">Why it matters<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"3\"><\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">Completion rate<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btlr-30\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">How many employees finished a course or program<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Shows engagement and access issues<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">Assessment scores<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Post-training knowledge or skills test results<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Tells you if learning actually stuck<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">Productivity metrics<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Output, quality, or efficiency changes after training<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Connects learning to business results<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">Retention rate<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Employee stay rate after completing training<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Links development to turnover reduction<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">Internal mobility<\/td>\n<td class=\"newsletter-table-cell lw-white-bg bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Promotions or lateral moves within the company<\/td>\n<td class=\"newsletter-table-cell lw-white-bg bbrr-30\" width=\"33.333333333333336%\">Indicates growth opportunities and skill use<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"3\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table class=\"newsletter-table lw-align-c hide-above-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0; border-left: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">What it measures<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">Why it matters<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Completion rate<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">How many employees finished a course or program<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Shows engagement and access issues<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Assessment scores<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Post-training knowledge or skills test results<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Tells you if learning actually stuck<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Productivity metrics<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Output, quality, or efficiency changes after training<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Connects learning to business results<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Retention rate<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Employee stay rate after completing training<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Links development to turnover reduction<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">Internal mobility<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">Promotions or lateral moves within the company<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Indicates growth opportunities and skill use<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 10px;\" colspan=\"4\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>These training performance indicators are a starting point, but they\u2019re not where you\u2019re going to stop. A high completion rate, for instance, might look good on paper, but if behavior or performance doesn\u2019t change, the training didn\u2019t do what you needed it to.<\/p>\n<p>What these numbers mean depends on context: who was trained, how learning was delivered, and what changed. To get this context, gathering feedback can help.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Pair metrics with real feedback<\/h3>\n<p>Data shows outcomes, but it helps to have human input to explain them. Short <a href=\"https:\/\/www.learnworlds.com\/blog\/elearning\/online-course-evaluation-surveys-how-to-get-feedback\/\">post-training surveys<\/a> give you insights from your employees that the numbers can\u2019t.<\/p>\n<p>A few good training feedback survey questions include:<\/p>\n<ul class=\"newsletter-list\">\n<li>How confident do you feel applying what you learned?<\/li>\n<li>Which parts of the training felt most relevant to your role?<\/li>\n<li>What would make this course more useful next time?<\/li>\n<\/ul>\n<p>Follow-up surveys three or six months later show whether skills are sticking and translating into daily work. When you pair that qualitative feedback with performance data, you start to see a full picture of whether your training worked.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Make it visual with analytics dashboards<\/h3>\n<p>Modern training analytics tools turn scattered data into something you can actually use. Dashboards in your LMS pull together details like completion rates, scores, and ROI trends so you can see progress as it happens.<\/p>\n<div class=\"center_img-center_caption\">\n<div class=\"img-wrapper\"><img decoding=\"async\" class=\"center_img blog-img\" style=\"width: auto;\" src=\"https:\/\/www.learnworlds.com\/app\/uploads\/2025\/10\/LearnWorlds-Analytics-and-Reports-dashboard.jpg\" alt=\"LearnWorlds LMS analytics and reporting dashboard.\" \/><\/div>\n<\/div>\n<p>They can also act like an early warning system. A sudden dip in completions might mean the content isn\u2019t landing or that timing\u2019s off. And when you see a spike in productivity in one department, that\u2019s usually a good sign you\u2019ve found a model worth repeating.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Frameworks for measuring ROI<\/h3>\n<p>To show training\u2019s value in business terms, I find it best to use structured models like the <a href=\"https:\/\/www.kirkpatrickpartners.com\/the-kirkpatrick-model\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Kirkpatrick Model<\/a> or <a href=\"https:\/\/kodosurvey.com\/blog\/complete-philips-roi-model-tutorial-beginners#google_vignette\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Phillips ROI Model<\/a>. These frameworks translate learning outcomes into result patterns that are easier to recognize.<\/p>\n<p>The Kirkpatrick model is a classic. It\u2019s simple, but it forces you to look beyond things like training attendance or satisfaction scores.<\/p>\n<table class=\"newsletter-table lw-align-c hide-below-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33.333333333333336%\">Level<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33.333333333333336%\">What it measures<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33.333333333333336%\">Example in practice<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"3\"><\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">1. Reaction<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btlr-30\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">How participants felt about the training<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Post-session survey: Was the material clear and relevant?<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">2. Learning<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">What knowledge or skills did they gain<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Comparing pre- and post-training test scores<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">3. Behavior<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf; border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">How employees applied new skills on the job<\/td>\n<td class=\"newsletter-table-cell lw-white-bg\" style=\"border-bottom: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">Manager feedback or performance data 2-3 months later<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"text-align: left; padding-left: 2rem;\" width=\"33.333333333333336%\">4. Results<\/td>\n<td class=\"newsletter-table-cell lw-white-bg bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33.333333333333336%\">What business outcomes improved<\/td>\n<td class=\"newsletter-table-cell lw-white-bg bbrr-30\" width=\"33.333333333333336%\">Higher sales, fewer errors, faster onboarding time<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 5px;\" colspan=\"3\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table class=\"newsletter-table lw-align-c hide-above-768 lw-light-bg mb-2rem\" style=\"margin: initial; background-color: #f7f7f7;\">\n<tbody>\n<tr style=\"background-color: #9b51e0; border-right: 15px solid #9b51e0; border-left: 15px solid #9b51e0;\">\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">What it measures<\/td>\n<td class=\"newsletter-table-cell bold\" style=\"color: #ffffff;\" width=\"33%\">Example in practice<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">1. Reaction<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">How participants felt about the training<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Post-session survey: Was the material clear and relevant?<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">2. Learning<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">What knowledge or skills did they gain<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Comparing pre- and post-training test scores<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">3. Behavior<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">How employees applied new skills on the job<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Manager feedback or performance data 2-3 months later<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell bold\" style=\"padding-top: 2rem;\" colspan=\"4\">4. Results<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell lw-white-bg btlr-30 bblr-30\" style=\"border-right: 1px solid #dfdfdf;\" width=\"33%\">What business outcomes improved<\/td>\n<td class=\"newsletter-table-cell lw-white-bg btrr-30 bbrr-30\" width=\"33%\">Higher sales, fewer errors, faster onboarding time<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td class=\"newsletter-table-cell\" style=\"padding: 10px;\" colspan=\"4\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>The model works best when you collect data at more than one level. For instance, if employees enjoyed the session (Level 1) but nothing changed in performance (Level 3), you know the delivery landed, but the content or follow-up didn\u2019t.<\/p>\n<p>The Phillips ROI Model builds on this by adding a fifth layer, ROI. It converts those Level 4 results into dollars by comparing the value gained against what you spent.<\/p>\n<p>To calculate ROI, you first estimate the financial impact of your results\u2014say, lower turnover, reduced error rates, or increased sales. Then you compare that value to what you spent delivering the training.<\/p>\n<div class=\"lw-align-c mb-2rem\"><strong>ROI (%) = (Monetary benefit \u2212 Training cost) \u00f7 Training cost \u00d7 100<\/strong><\/div>\n<p><strong>\ud83d\udca1 Here\u2019s an example:<\/strong><\/p>\n<p>If a customer service training program saves the company $50,000 a year in reduced rework and costs $25,000 to run, the ROI is 100%.<\/p>\n<p>This model gives you a practical way to talk about training outcomes in financial terms. Both models together give you the structure to address the question every business asks about training: Did it work, and how do we know?<\/p>\n<p>Use them as checklists to plan how you\u2019ll gather data before the training starts, so when it ends, you\u2019ve got the info you need.<\/p>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Case_studies_real_examples_of_successful_training_efforts\"><\/span>Case studies: real examples of successful training efforts<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>You can read stats and frameworks from employee training companies all day, but sometimes it\u2019s easier to see what good training looks like through examples.<\/p>\n<p>I pulled two case studies to show how different organizations tackled learning challenges and built programs that worked.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Wagamama<\/h3>\n<div class=\"center_img-center_caption\">\n<div class=\"img-wrapper\"><img decoding=\"async\" class=\"center_img blog-img\" style=\"width: auto;\" src=\"https:\/\/www.learnworlds.com\/app\/uploads\/2025\/10\/wagamama-case-study.jpg\" alt=\"Screenshot of key stats stemming from the Wagamama case study for LearnWorlds.\" \/><\/div>\n<\/div>\n<p>Global restaurant chain <a href=\"https:\/\/www.learnworlds.com\/customers\/wagamama\/\">Wagamama<\/a> needed a faster, more consistent way to train staff across its many locations.<\/p>\n<p><strong>Challenge: <\/strong>Their old LMS shut down, leaving them with only three months to migrate to a new platform. Not only did the new LMS need to be mobile-friendly and scalable, but it also needed to deliver consistent training for both kitchen staff and front-of-house teams.<\/p>\n<p><strong>Training\/implementation approach:<\/strong> Wagamama migrated to LearnWorlds and, within weeks, was able to move over 50 courses from their previous LMS to LearnWorlds. They were also able to launch and branded online academy that standardized their global training and made learning accessible to every employee.<\/p>\n<p><strong>Results:<\/strong><\/p>\n<ul class=\"newsletter-list\">\n<li>86.6% learner conversion rate<\/li>\n<li>350+ employees successfully onboarded to the new system<\/li>\n<li>Reduced training costs per employee by using automation and digital delivery<\/li>\n<\/ul>\n<p>I like how Wagamama\u2019s shift shows that even large service industry brands pivot quickly using training and development software that meets their organizational and employee needs.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">European Institute of Esthetics (EIE Training Centre)<\/h3>\n<div class=\"center_img-center_caption\">\n<div class=\"img-wrapper\"><img decoding=\"async\" class=\"center_img blog-img\" style=\"width: auto;\" src=\"https:\/\/www.learnworlds.com\/app\/uploads\/2025\/10\/EIE-training-center-case-study.jpg\" alt=\"Screenshot of key stats stemming from the EIE Training Centre's case study for LearnWorlds.\" \/><\/div>\n<\/div>\n<p>The<a href=\"https:\/\/www.learnworlds.com\/customers\/eie\/\"> European Institute of Esthetics (EIE)<\/a> faced a different kind of challenge. When COVID-19 shut down their classrooms, they had to move hands-on training for estheticians online\u2014fast\u2014and still keep quality high.<\/p>\n<p><strong>Challenge:<\/strong> Overnight, their in-person programs were off the table. They needed an online model that would hold up under pressure and keep students engaged until in-person learning could resume.<\/p>\n<p><strong>Training implementation\/approach:<\/strong> EIE used LearnWorlds to launch a hybrid program that blended self-paced theory with live virtual sessions. They built more than 70 digital courses, supported by a mobile-friendly platform that lets students study anywhere.<\/p>\n<p><strong>Results:<\/strong><\/p>\n<ul class=\"newsletter-list\">\n<li>Over 1,800 students were onboarded through the new system.<\/li>\n<li>Students\u2019 average theory scores increased by 15%.<\/li>\n<li>They gained flexibility and continuity in training delivery even under unexpected disruption.<\/li>\n<\/ul>\n<p>EIE\u2019s shift is one of those real examples of employee training that proves even the most hands-on programs can adapt when the structure is right.<\/p>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Practical_tips_for_effective_training_rollout\"><\/span>Practical tips for effective training rollout<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>So you\u2019ve seen the numbers and you\u2019ve got a solid list of tools. You understand the training types and what to look for\u2014you\u2019re almost ready for rollout. But before hitting \u201claunch,\u201d there are a few things I want you to keep in mind for a strong employee training rollout plan.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Give it a structure, but make sure it can be flexible too<\/h3>\n<p>Remember how time is one of the biggest roadblocks to training and dev? Create a schedule that balances your employees\u2019 workloads while providing designated learning time.<\/p>\n<p>Do this by planning smaller, blended sessions instead of full-day marathons. Give them the freedom to access training through their mobile devices so they can chip away at it in their spare moment.<\/p>\n<p>If you\u2019re scaling learning across teams or regions, think about how to pace it. Stagger sessions, reuse materials, and keep track of who\u2019s completed what. And don\u2019t forget to coordinate with managers and leaders.<\/p>\n<p>Which leads me to\u2026<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Communicate early and often<\/h3>\n<p>An effective training communication strategy keeps everyone in the loop. Announce the program early, tell them what\u2019s coming, why it matters, and how it connects to your employees\u2019 career development goals.<\/p>\n<p>Managers should know that they\u2019re also responsible for reinforcing that message, not just HR.<\/p>\n<p>Share updates as the program rolls out: when new modules open, where to find support, and what\u2019s next. The more transparent you are, the more likely people are to show up ready.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Connect learning to real work<\/h3>\n<p>This one is so important. If you want people to care, show them how the training fits into their daily work. This is one of the best ways to<a href=\"https:\/\/www.forbes.com\/councils\/forbeshumanresourcescouncil\/2024\/08\/21\/employee-engagement-is-vital-for-successful-training-initiatives\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> engage employees in training<\/a>, so make it useful and personal.<\/p>\n<p>You can do this by linking modules to real projects, pairing theory with on-the-job tasks, or setting up quick check-ins where employees share what they\u2019ve applied.<\/p>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Plan for hybrid and remote teams<\/h3>\n<p>Accessibility matters more than ever, with teams often working for different offices and time zones. Keep materials online, mobile-friendly, and easy to revisit.<\/p>\n<p><strong>A few tips for hybrid training:<\/strong><\/p>\n<ul class=\"newsletter-list\">\n<li>Record every live session for asynchronous access.<\/li>\n<li>Keep group discussions open in chat or forums so remote learners can contribute later.<\/li>\n<li>Use consistent tools across locations (one LMS, one chat platform, one calendar).<\/li>\n<\/ul>\n<h3 class=\"title-italic\" style=\"font-size: 25px;\">Gather feedback and adjust<\/h3>\n<p>Rollout isn\u2019t \u201cset it and forget it.\u201d Use quick surveys, check-ins, and completion data to see what\u2019s working. Ask your employees questions like:<\/p>\n<ul class=\"newsletter-list\">\n<li>Was the schedule manageable?<\/li>\n<li>Did the material feel relevant?<\/li>\n<li>What would help you apply this faster?<\/li>\n<\/ul>\n<p>Then act on what you hear. Small adjustments like changing the timing of modules or adding examples can improve outcomes.<\/p>\n<p>Here\u2019s my simple rollout checklist to help you stay organized:<\/p>\n<ul class=\"newsletter-list\">\n<li><strong>Define objectives<\/strong>: know what success looks like before you start<\/li>\n<li><strong>Communicate clearly<\/strong>: tell employees what\u2019s happening, when, and why<\/li>\n<li><strong>Schedule effectively<\/strong>: balance training time with real workloads<\/li>\n<li><strong>Support learners<\/strong>: offer guidance, reminders, and space to practice<\/li>\n<li><strong>Track results<\/strong>: measure participation, feedback, and performance changes<\/li>\n<\/ul>\n<p>Remember how your employees want training and development opportunities? LinkedIn Learning research shared that<a href=\"https:\/\/learning.linkedin.com\/content\/dam\/me\/learning\/en-us\/images\/lls-workplace-learning-report\/2025\/full-page\/pdfs\/LinkedIn-Workplace-Learning-Report-2025.pdf\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"> 84% of employees<\/a> say that learning gives their work more meaning. They want to see that their workplace takes training seriously.<\/p>\n<p>The rollout is where they see whether promises to support learning are talk or truth. When it\u2019s done with care, clear timing, good communication, and visible support, it shows that learning is something your company genuinely values.<\/p>\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Bring_structured_employee_training_and_development_to_your_team\"><\/span>Bring structured employee training and development to your team<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>You now have the frameworks and strategies you need to build an effective employee training and development program for your organization. What\u2019s keeping you from getting started?<\/p>\n<p>LearnWorlds helps companies achieve organizational success with their employee training programs. Why not see what it can do for you? Start your<a href=\"https:\/\/www.learnworlds.com\/make-an-impact-online\/?utm_source=google&amp;utm_medium=cpc&amp;utm_campaign=gsn_branded_nl_be_incr&amp;utm_content=learnworlds_other&amp;utm_term=e_learnworlds%20free%20trial&amp;gad_source=1&amp;gad_campaignid=22489776876&amp;gbraid=0AAAAAC3MI2ntu6Drac4gv0cjvStFE79FT&amp;gclid=CjwKCAjwxrLHBhA2EiwAu9EdM4eWkz7pTlr235XhX32S0KwuyX7t9Qsbi1IdjEKHKQJtXybC5GOaYRoCJ4wQAvD_BwE\"> free trial<\/a> today.<\/p>\n\n<div class=\"lw-sect lw-cols no-gutter lw-light-bg multiple-rows mtb-3rem rounded-10 of-hidden\">\n    <div class=\"col lw-padding p-2rem stable mb-0 span_5_of_12 flex-item span_12-below-620\">\n        <div class=\"mt-0 z-1 faux-h3 large\">Your professional looking Academy in a few clicks<\/div>\n        <a href=\"\/getstarted\/\" target=\"_new\" class=\"lw-btn lw-btn-rounded lw-btn-solid-accent2 lw-btn-m nowrap js-t-getstarted\" data-context=\"CTA woman1-image-trial\">\n            <span>Start FREE Trial<\/span>\n        <\/a>\n    <\/div>\n    <div class=\"col mb-0 span_7_of_12 flex-item span_12-below-620 main-blog-cta-img min-h-150\">\n\n    <\/div>\n<\/div>\n\n<h2 class=\"title-with-block\"><span class=\"ez-toc-section\" id=\"Sources\"><\/span>Sources<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div>[1]: <a href=\"https:\/\/www.gallup.com\/workplace\/692642\/addressing-barriers-blocking-employee-development.aspx\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Addressing the barriers blocking employee development<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"<p>I\u2019ve been writing employee and retention content for employers for three years now, and I sift through a ton of research to keep that content sharp. After all that sifting, I\u2019ve noticed a trend: employee and staff training and development is no longer a nice-to-have. It\u2019s a must. But research suggests it\u2019s one of the &hellip; <\/p>\n<p><a class=\"post-btn\" href=\"https:\/\/www.learnworlds.com\/blog\/ld-strategies\/employee-training-development\/\">Continue<\/a><\/p>\n","protected":false},"author":11,"featured_media":15462,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","inline_featured_image":false,"footnotes":"","lw_is_featured":false},"categories":[8645],"tags":[],"post_cluster":[8755],"class_list":["post-10270","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ld-strategies"],"_links":{"self":[{"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/posts\/10270","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/users\/11"}],"replies":[{"embeddable":true,"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/comments?post=10270"}],"version-history":[{"count":7,"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/posts\/10270\/revisions"}],"predecessor-version":[{"id":37825,"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/posts\/10270\/revisions\/37825"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/media\/15462"}],"wp:attachment":[{"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/media?parent=10270"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/categories?post=10270"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/tags?post=10270"},{"taxonomy":"post_cluster","embeddable":true,"href":"https:\/\/www.learnworlds.com\/wp\/wp-json\/wp\/v2\/post_cluster?post=10270"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}