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ASK is committed to the ongoing evaluation of all our training and development, to ensure that there is measurable increased productivity for both your people and your organisation. We support our clients in measuring the impact of learning, using an evaluation model that captures the effectiveness of the work carried out by participants in the workplace. 

We agree a success criteria in advance with you (not limited to ROI or ROE) at an early stage of the project which focusses on your learning, behavioural and business goals (such as productivity) so that we can measure achievement against these criteria, and provide regular progress reviews. We also produce quality plans that define precisely what impact you can expect, and the processes we put in place to ensure that it is delivered.

Our Approach

Start at the beginning - Set learning objectives

The best objectives are written with the end in mind: what we want the programme to achieve. We help clients define objectives that are relatable to the end goal, and can be measured to evidence success. We prefer ‘Performance-Based Learning Objectives’ – in other words, ‘what learners must be able to DO or PERFORM to demonstrate mastery’

Jump to the end - Define programme success

To obtain evaluation data, we start at the end then work backwards! We work with clients to define the overall aim and objectives for the programme. Typically, this process means working with clients to understand your key success criteria, such as; any identified gaps, how will your business know the intervention has been a success, an exploration of current metrics, etc.

Working backwards

Behavioural Change

Once success metrics are agreed we begin with looking at what needs to be measured to demonstrate change in behaviour and application of learning in the workplace.

We use a variety of tools that can vary depending on the programme and client requirements. Some examples:

  • 360 degree feedback (often pre and post learning)
  • questionnaires
  • workplace observation
  • manager feedback

Did the participants learn?

The Ebbinghaus Retention Curve (also know as Forgetting Curve) states that after just one day the retention of knowledge drops to only 80% and after three days drops to 60%. However, if there are interventions in place that encourage the learning to be revisited, then the retention of knowledge will increase.

We design solutions that encourage learners to revisit the key messages long after the training has finished. Even simple steps such as quizzes make a huge difference to learner engagement.

More than a ‘happy sheet’

We see evaluating reaction to learning as an important step, and we value the data from this simple process – most typically a short survey. We only ask the learners questions we can directly influence such as; did they learn, was it worth their time, was our facilitator/trainer good, etc.

We put all feedback to good use and this helps us, and our clients, continually improve and ensure our programmes meet expectations.

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With evidence showing that 80% of L&D spend fails to change behaviour and improve performance, teaming up with us and improving learning transfer will increase your ROI. Read more about the Engage, Learn, Transfer, Evaluate foundation that underpins all our development programmes and learning or consultancy interventions.

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