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8 Tips for Increasing Training ROI

Posted by Paul Sitter on 4/28/14 4:00 AM
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Return-on-investment (ROI) is one of the most common buzz words in the training industry today. Given limited training budgets and minimal availability of employees for classroom training, how do you, as an organization, get the best performance improvement for the money spent on training?

Here are eight simple suggestions to increase the ROI for your instructor-led trainings.

 

1.  Success – ensure the content and activities brought into the classroom are relevant to the learners’ success back in the workplace. If you have done this, you have given the learners, and the organization, a real gift.

 

2.  Benefit – make a strong benefit statement for each task brought into the classroom. The intent of the “What’s In It For Me” (WIIFM) statement is to ensure the learners see the link between what is covered in the classroom and success in the workplace.

 

3.  Realism – structure activities in the classroom to be as realistic as possible so the participants can easily see the connection to the workplace and therefore, the relevance of the activity.

 

4.  Action Plan – give the participants some reflective time during the training to consider the content, and specifically how they can use the content back on the job. This “action plan” time may be just a few minutes in the morning and afternoon, but it is a proven transfer-of-training technique.

 

5.  Action Plan Prioritization – at the end of the training, invest a few moments and have the learners consider their action plans and identify which activities should be undertaken first when they get back to their jobs.

 

6.  Relapse Prevention Strategy – relapse means doing things the old way. Have your learners consider possible obstacles to the implementation of the newly learned procedures or action plan items. Learners can then identify possible strategies to overcome the obstacles.

 

7.  Support group – have the learners exchange contact information so that when obstacles arise in the workplace there is a way of gaining peer support for implementation of the strategies learned in training.

 

8.  Reminder – make a copy of the participants’ action plans. Have them fill out their address on an envelope. Two weeks after the training, mail the participants a copy of their action plan as a reminder of the actions they intended to take.

 

One of our jobs as trainers is to help the individuals and the organization realize that potential value.To learn how to build and communicate a compelling case for the effectiveness of your training programs, check out Langevin’s Evaluation of Training workshop!



Paul has been a course leader with Langevin since 2000. He graduated from the University of San Francisco with a Bachelor’s degree in History. Throughout Paul’s career he’s had the pleasure of training for a variety of industries including sports, military, technical, aviation, and academia. Paul firmly believes with the right training and support, people can be competent performers in most positions. The organizational trainer is the key to providing that performance boost. In his spare time, you might catch sight of Paul on the sidelines of a soccer field, biking through Napa Valley, or spending some quality time with his family.

Topics: evaluation, instructor-led training, tips-for-trainers

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Our very own world-class course leaders share their experiences, tips, best practices, and expertise on virtual training, instructional design, needs analysis, e-learning, delivery, evaluation, presentation skills, facilitation, and much more!

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