The Fact About ROI from L&D That No One Is Talking About 💡

Let’s talk about the elephant in the room: the real ROI from L&D.

It’s not just about numbers; it’s about growth, and here’s what years of experience have taught me:

1. Encourage Reflection: This strategy is simple yet effective.

Ask employees to do self-assessments before and after training.

These self-assessments should be around their core competencies addressed by the L&D initiative.

This exercise can also positively influence employee engagement as employees realize the value of L&D engagement.

2. Employee Engagement: Engaged employees are more productive and less likely to leave.

L&D contributes to engagement by showing commitment to personal development.

So, conducting an employee engagement survey can provide great hints into your L&D effectiveness.

3. Beyond the Spreadsheet:ROI isn’t always immediate or obvious in a spreadsheet.

The true value of L&D lies in long-term employee growth and retention.

4. Cultural Investment: Investing in L&D builds a culture of continuous improvement.

This can’t be measured in a quarter but is seen in years of innovation and market adaptability.

5. The Ripple Effect: Effective L&D programs create leaders who, in turn, nurture new talent.

This ripple effect multiplies ROI beyond initial calculations.

6. Adaptability as ROI: In a constantly changing world the ability to adapt is invaluable.

L&D enables adaptability, which is a critical, albeit intangible, ROI.

Remember, ROI from L&D isn’t a myth; it’s just playing the long game.

Patience and vision are key.