Practical Example: Variables make measuring success difficult

Practical example: Variables make measuring success difficult

As a manager, you’re interested in obtaining the verifiable effects of salary training that have taken place. However, do you limit yourself to collecting feedback?

More far-reaching analyses, such as the collection of concrete changes in the work practice of the participants, are extremely rare in companies.

These seem difficult because many variables distort effects that are supposedly easy to recognize.

Want some examples?

– Different levels of performance

– 🔮 The individual motivation of employees

– External events (economy, politics, catastrophes).

We have experienced a concrete example of possible misinterpretations first hand 🙈 After implementing a training program for the sales force of a company in Portugal, the feedback from the client was initially poor.

Sales even declined in the months following the program! The instant conclusion was that the training program obviously had no positive effect (to put it mildly! 😮).

Another three months later, this mindset changes:

New market figures showed that the turnover of the entire industry was declining. Our client’s turnover was also down, but significantly less than the industry average. This may not have been entirely due to the training program, but we’re sure it deserves some credit.

A transparent measurement of success that includes a wide variety of aspects can only be achieved with the help of complex, intelligent tools. TEA, our Training Effectiveness Analysis, is able to do this (and more!) with ease.

Need more Information? 👉 https://www.upgradegroup.com

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