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Blog - How to get a return on your investment in training

How to get a return on your investment in training

Posted by Tracy Powley 15/03/16

ILM ArticleThe effectiveness of training and development is notoriously difficult to measure.

Studies estimate that only 15% of learners actually use their new found skills or knowledge from training...which means a huge amount of money and time is wasted on training – as it simply doesn’t make a difference.

But the good news is that by implementing a few simple steps this can be turned around. 

Our article in this edition of the Institute of Leadership and Management (ILM) The Edge magazine takes you through some simple steps and we have reproduced the Top Tips here - the 10 steps to ensure a return on investment in training:

  1. Identify what needs to change in the organisation/team/individual.
  2. Identify the right development solution.
  3. Identify what you want the training/development session to achieve – have clear, specific objectives. 
  4. Ensure there is visible buy in from the top - senior managers should be promoting and role modelling the desired changes if everyone is to take it seriously.
  5. Work to engage your people in the learning process – involve them from the word go.
  6. Put effort into follow up to ensure the training gets used back in the workplace – create opportunities for people to use their skills.  
  7. Ensure your line managers understand their role in reinforcing the learning, through on the job coaching and ongoing evaluation and feedback. 
  8. Celebrate the successes – talk about what is working and the difference it has made. This will help people to go on and achieve more.
  9. Evaluate the training – not just immediately, but several months down the line.
  10. Refresh skills on an ongoing basis – use refresher workshops, internal training sessions, project teams or discussion groups to ensure skills development and service improvement are a continual process.

For more guidance on how to ensure your training works, take a look at our other blogs on making Learning stick and The top 5 questions you should ask a learning provider.




Tracy Powley
Tracy Powley

Stella Chandler and I founded Focal Point on a shared belief that a training course run in isolation doesn't work. We passionately believe there must be support both before and after the training or coaching session itself for it to make a difference. When I am not facilitating sessions with clients or looking at ways to grow the Focal Point business, you will find me in a calming yoga class...

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