This section shows how to measure the impact of learning on performance.
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Send a post-program survey 1–3 weeks after the training.
Example:
The post-program survey can include questions about whether learners found the learning relevant, feel confident applying it, and have used it at work.
Rationale:
A post-program survey gives an early signal about whether the learning is likely to transfer to the job.
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Send a transfer-barriers survey 1–3 weeks after the training.
Example:
The transfer-barriers survey can include questions about issues affecting workplace application, such as limited time, unclear processes, or lack of supervisor support.
Rationale:
Learners often discover barriers only when they try to apply new behaviours on the job.
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Define and track lead indicators.
Example:
For a safety program, lead indicators can include the percentage of team members who complete a safety check before using equipment, as this behaviour is linked to fewer accidents.
Rationale:
Lead indicators can provide early feedback about whether people are applying the behaviours taught in the program.
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Define and track lag indicators.
Example:
For a safety program, lag indicators can include the number of workplace accidents.
Rationale:
Lag indicators move beyond whether behaviours changed and show whether those changes contributed to business outcomes.