Training completed. Box ticked. Job done?
Not quite.
For many organisations, the success of eLearning continues to be measured through completion rates, learner numbers and scores on assessments. While these metrics are valuable for telling us whether people engaged with the learning and got to the end of the course, they don’t really tell us what matters.
Did behaviour change? Did confidence in a subject grow? Did learners go on to apply what they’ve learned in their role?
These questions are important because learning isn’t the goal, performance is.
As organisations continue to invest in learning and development, the conversation is steadily shifting from completion to capability and this is where the real impact of eLearning starts to show.
Why completion isn’t the whole story
Completion rates are easy to measure because they’re visible, reportable and often readily available through a learning management systems (LMS) – but they only tell us one part of the story.
Learners can complete courses, pass an assessment and continue to struggle to apply the knowledge covered in a real-world situation in their role. In the same way, someone may not achieve the pass rate first time, or at all, but feel more confident about how to approach a specific challenge or topic.
This is why organisations are starting to look beyond traditional activity metrics and ask the bigger question: What difference is this learning making? It’s a more challenging question to answer, but it’s a valuable one to ask.
Capability is where learning creates value
Capability is the ability to put knowledge into practice; the confidence to have a difficult conversation; the judgement to make informed decisions and the awareness to identify risks before they become problems.
Well-designed eLearning plays a key role in building capability and achieving these outcomes because the format gives learners the opportunity to do more than absorb information.
eLearning helps learners:
- Explore realistic workplace scenarios
- Practice decision-making in a safe environment without negative consequences
- Reflect on the consequences of different actions
- Build confidence before applying skills in real situations
When learners can recognise themselves in training and see connections with the challenges that they face daily, learning becomes more meaningful.
Looking for the signs of impact
Capability doesn’t necessarily appear in reports, it can show up in conversations, a reduction in mistakes or an increase in productivity.
So what signs can organisations look for that demonstrate the impact of eLearning?
While every organisation has their own definition of success, there are some general indicators that they can look out for, including:
- Greater confidence in responsibilities
- Improved decision-making
- Better feedback from a manager or employee
- Increased retention of knowledge over time
- More consistent ways of working appearing across teams
- Observable changes in behaviours
The most effective evaluation of impact combines both quantitative data (e.g. the completion rates) and human insight (e.g. conversations).
Designing for application, not just completion
To build capability, it needs to be embedded in the design of learning from the get-go.
This looks like moving away from information-heavy written content towards creating an engaging experience that encourages participation, reflection and practice.
Features of effective eLearning to prioritise include:
- The inclusion of realistic workplace scenarios
- Opportunities to make decisions and explore different outcomes e.g. through knowledge checks and assessments
- The inclusion of practical examples that are specifically relevant to the learner/their role/the wider organisational context
- Reflection points that encourage learners to consider how the knowledge can be applied
Making learning part of a bigger picture
eLearning is most impactful when it’s incorporated into a wider development strategy.
A training course can introduce a new concept or skill which can then be reinforced by managers through conversations, strengthened through team discussions and sharing of examples and ultimately, organisations can create opportunities for learners to act on that concept or skill.
In this way, learning is transformed into capability and becomes more than a one-off event and something that enables learners to grow, adapt and succeed.
From activity to impact
Completion rates will always have their place to help organisations understand engagement and track progress, but let’s make them the starting point. The real measure of success is what happens after the training is completed: when people feel more confident; when they make better decisions; when new knowledge becomes daily practice.
eLearning delivers its greatest value to an organisation when capability is built.
How Ciphr can help
Building capability starts with learning that people can meaningfully engage with, apply in their role and remember.
Ciphr eLearning offers a comprehensive library of off-the-shelf eLearning covering everything from compliance and wellbeing to leadership and personal development. Each course is designed to support meaningful learning that goes one step beyond completion and helps build confidence.
If you’re looking for something more specific, our bespoke eLearning solutions can help you create tailored learning experiences that reflect the challenges, goals and the people of your organisation.
Explore Ciphr eLearning and discover how learning can drive capability, performance and growth for your organisation.
Author: Meg Shona Halpin-Webster, Lead Instructional Designer, Ciphr eLearning