“So… how do we actually know if this training worked?”
For years – and still today in many organizations – the go-to KPI has been completion rates or satisfaction scores. They’re quick to collect, they look neat in a deck, and they feel safe. But do they really show if learning made a difference? Not really.
Think of those big global trainings where employees are flown in from different countries. The learning itself might not be groundbreaking, but ask people if they liked it and the scores shoot up. Was it the course content? Or the location, the hotel, and the chance to meet colleagues face-to-face? In many cases, those high ratings say more about the trip than the training.
The good news: that’s changing. With better data and smarter tools, we can finally connect learning to what really matters: skills, performance, and business outcomes. Analytics isn’t just a nice extra anymore. It’s the backbone of strategic L&D.
The limitations of traditional metrics
Most L&D teams don’t ignore data, far from it. The problem is that the metrics we’ve relied on are easy to count but don’t really prove impact. They tell us who showed up, whether people smiled, and how they did on a quiz right after the session. Useful in the moment, sure, but too shallow to show lasting change.
Traditional L&D measurement leans on:
Because of this, L&D struggles to show how learning contributes to productivity, profitability, retention, or other outcomes. In research by ATD and the ROI Institute, 94% of organizations track inputs and indicators, yet only 8% measure business impact and just 4% measure ROI. Yet, 96% of business stakeholders believe impact should be measured, and 74% expect ROI analysis.
Source: Forbes
That gap shows why it’s time to look beyond the basics. To make it real, let’s flip a few common myths on their head:
Quick myths to flip
Hover over the cards (or tap if you’re on mobile) to see the full answer.
What modern learning analytics can track
To show real value, it’s not enough to count who turned up for a course. The real test is whether something shifted afterwards. Did people actually learn new skills? Did their performance improve? Did the business feel the difference? That’s where modern learning analytics comes in, giving you the tools to track what truly matters.
1. Skills development over time
- Pre- and post-assessments: map results to competencies and show skill growth.
- Skills frameworks: highlight what people know, what they don’t, and where the gaps sit.
- Evidence of transfer: track real-world application through on-the-job projects and manager feedback.
2. Links to productivity and retention
- Performance metrics: compare sales, customer scores, or error rates before and after training.
- Retention and promotion: examine how learning paths impact career growth or turnover.
- Team outcomes: check if teams that engage more in learning show lower turnover or higher output. (Always design analysis with baselines and controls.)
3. Predictive analytics for skill gaps
- Forecasting future needs: use current and historical data to anticipate which skills will be in demand.
- Risk spotting: identify early signals like likely turnover or compliance lapses, so you can act before they hit. Deloitte’s research on skills-based organizations highlights this shift toward skills-driven strategy.
4. Other valuable metrics
- Transfer of learning: how much learning shows up in work.
- Business outcomes: movement in KPIs tied to strategy, like sales, quality, cost, or customer satisfaction.
- Long-term effects: retention, engagement, promotion, innovation.
- L&D efficiency: cost per learner, speed to launch, content utilization.
How to implement analytics that drive ROI
Start small with clear KPIs
Pick two or three metrics that matter now, for example error reduction, time to competency, or customer satisfaction.
Create a baseline and connect data
Measure before you train. Pull LMS or LXP data together with HRIS, performance, and where relevant CRM or ops. Siloed data hides the story.
Use dashboards and visualizations
Make it easy for leaders and managers to explore the data. Filters by role, region, or team help people see what matters to them.
Design for measurement from the start
Bake in assessments, practice tasks, manager check-ins, and follow-ups. Add qualitative feedback to explain the numbers.
Link outcomes to goals
If sales is the priority, tie learning to sales behaviours and results. For retention, link learning engagement to turnover.
Iterate
Drop metrics that don’t help. Add ones that do. As data grows, use predictive questions, not just descriptive ones.
How Octily helps you act on the data
Good analytics needs a good experience. If people can’t find learning or content feels stale, the data won’t help. That’s where you can team up with us and tackle your challanges together.
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Customization and Creative
Design learner homes, navigation, and layouts that are clear and on brand. Better experience drives engagement. Better engagement improves your data quality. -
Octily Content Editor (OCE):
Keep key pages and content fresh without heavy lift. Make changes fast, manage translations, and align pages with current goals. Your dashboards then reflect what people really use. -
Dashboards and reporting setups:
Show leaders the signals that matter: engagement, skills growth, and links to outcomes. Build views that answer real questions, not vanity metrics.
From nice to have to business driver
When you measure what matters, L&D stops being a nice to have. It becomes a lever for performance and growth. Completion and smiles are surface level. The real story is skills, behaviour, and outcomes. With clear analytics and a better learning experience, L&D earns its seat at the table and keeps it.
Let’s Measure What Matters Together
Learning isn’t just about ticking boxes or filling out smile sheets. When it’s tracked in the right way, you can see the real shifts: stronger skills, better performance, and results that matter for the business.
If you’re thinking about how to take your learning analytics further, we’d love to hear from you. Got a challenge in mind?
Get in touch, send an email, or book a meeting. We would love to explore what we can create together.
