Improving the value of assessments
“What’s the value of assessments” is a common question often sounded in corporate training discussions. We did a survey with 2,100 recent participants of a corporate training program, about their experiences with assessments in training programs. 95% of participants whose training included follow-ups agreed that assessments helped them develop career skills for a long-term. We identified two areas that can boost the value of assessments: follow-up and manager involvement.
The Follow-Up Advantage
Follow-up gives participants the opportunity to practice the right way of doing things, in a guided environment. Any skill can be improved with reinforcement. For some skills, they can be mastered in the course of a training session, and learners can apply the skills into their jobs effectively. But for complex skills, assessments are the best tool, learning becomes continuous.”
Follow-up gives the nudge, some of us need to keep practicing and developing the skill. L&D teams can incorporate follow-ups as a strategic learning intervention to reinforce skills learnt and increase mastery.
Keeping the Boss in Line
Keeping the managers in the loop is another way to boost the power of the assessment and the training experience. Employees whose managers have a good command of what was taught in the training are more likely to view the class as a good use their time. Being able to discuss with their managers about what they learned can give extra weight to the training, but it also gives the learner another check-in point to assess validity of training. The manager can give reinforcements and, if necessary, correction. In addition, when their boss is in the loop, learners have an additional level of accountability for the skills learned. When the boss isn’t knowledgeable or just isn’t involved enough to discuss the training, this can send the message that the training isn’t important.