Rethinking Success: Moving Beyond Numbers in L&D Performance Measurement

Are We Overthinking Performance Measurement in L&D?

Let’s cut to the chase: the whole obsession with nailing exact performance figures is getting a bit ridiculous. In the world of Learning and Development, we’re bombarded with expectations to deliver precise numbers—like that magical 8.3% performance improvement. Isn’t it time we took a step back and asked ourselves if this fixation on numerical accuracy is actually helping us?

Recently, I had a fascinating chat with a group from City Skills, and let me tell you, their perspective was a breath of fresh air. Michelle Ockers, who’s brilliant in this area, proposed an enlightening shift in mindset. Instead of obsessing over numbers, why not consider if our outcomes are “roughly reasonable”? This simple change can open up a world of possibilities.

Why Shift the Focus Away from Precision?

Over the years, we’ve developed a habit of getting tangled up in the world of numbers, often overlooking the bigger picture. Let’s face it—being “directionally correct” may just pave the way for more significant progress than chasing perfect precision.

Think about it. When we fixate on exact figures, we can miss out on the valuable insights that come from looking at learning outcomes holistically. By adopting a more flexible approach, we empower ourselves to do three essential things:

1. Partner Effectively with the Business: When we focus on outcomes rather than numbers, we align more closely with the business’s needs. This partnership creates a common language of success that everyone can understand.
2. Collaborate on Impact Tracking: Emphasising the quality of our work allows teams to engage collaboratively. This teamwork fosters a culture of shared accountability rather than isolating data measurement to one department.
3. Use Data as a Tool for Growth: Instead of merely justifying our existence through numbers, we can leverage data to fuel our learning initiatives. This opens doors to innovation and creativity.

What Does “Roughly Reasonable” Look Like?

So, what does this all mean in practice? Well, adopting a “roughly reasonable” mindset can lead us to focus on qualitative benefits. It encourages dialogues about how learning experiences have truly impacted employees’ performance, teamwork, and even job satisfaction.

For example, rather than insisting on a precise percentage of improvement after a training session, ask yourself if the learners feel more confident in their roles. Are they collaborating better? Are they showing signs of increased creativity? These questions focus on genuine outcomes rather than obsessing over pixel-perfect scores.

In my experience, this change fosters a positive environment. I recall a project I worked on where we embraced this flexible mindset, and guess what? The feedback was overwhelmingly positive. Employees didn’t just acquire new skills; they felt valued and motivated to contribute more. Isn’t that what truly matters?

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