Sanity Not Vanity

Bongo Learn’s Jennifer Bailey highlights the importance of tying learning initiatives to business outcomes.

For too long, Learning and Development (L&D) departments have relied on vanity metrics to showcase their impact - completion rates, smile sheets, learner engagement, and satisfaction scores, to name a few.

While these provide some insight into the learner experience, they fall short of answering the bigger, more critical question executives are now asking: How does training contribute to measurable business outcomes?

If your L&D metrics fail to prove their value in terms of improved productivity, increased revenue, or reduced employee turnover, engaging executives and securing funding can feel like an uphill battle. The training landscape is evolving rapidly, and passive learning won’t cut it anymore. To stay relevant and gain executive support, learning initiatives must be directly tied to organizational goals and drive real-world application.

Why Vanity Metrics Are No Longer Enough

It’s no secret that executives are growing weary of surface-level data. A high course completion rate doesn’t mean employees are applying their knowledge to improve on-the-job performance. Stellar engagement stats may not result in measurable improvements that align with core business priorities.

Organizations are under immense pressure to do more with less, and that includes proving that every dollar spent on L&D delivers tangible results. If your learning initiatives can’t demonstrate a clear impact on business outcomes - such as increasing sales, improving customer satisfaction, or reducing operational inefficiencies - you risk losing relevance, budget, and executive trust.

Measuring Up

To tie learning initiatives to business outcomes, organizations need a strategic, outcome-driven approach. Success is no longer determined by delivering content; it’s measured by the business value your training brings.

1. Align Learning Goals with Business Objectives

The starting point for any effective learning program is clarity on organizational goals. What are the pressing challenges your company faces? What business problems are you trying to solve?

If your goal is to reduce customer churn, your learning program should focus on equipping employees with the skills needed to improve customer service interactions and meet those expectations. Establishing this connection early ensures that the training has a clear purpose and alignment with the broader organizational mission.

2. Conduct a Skills and Needs Analysis

Once you’ve identified the overarching business goals, conduct a thorough skills gap analysis. This identifies the current skill levels in your workforce compared to where they need to be to achieve business outcomes.

Not every employee needs the same training. Determine who needs specific interventions and why. If your goal is to increase sales, focus on a program to further train sales reps rather than generalized professional development for all staff.

3. Define Specific, Measurable Objectives

To tie learning initiatives to business results, vague objectives won’t suffice. Instead of aiming for “improved customer service,” set clear targets, such as improving your Net Promoter Score (NPS) by 10% within six months. Objectives should follow the SMART framework - Specific, Measurable, Achievable, Relevant, and Time-bound.

4. Focus on Real-World Application

Passive learning methods, like watching videos or static presentations, fail to produce meaningful workplace behavior changes. Training must go beyond theory and provide opportunities for employees to practice and apply what they’ve learned.

Consider incorporating these methods to drive real-world application: Practical Assessments: Replicate real-life challenges to help employees apply their new knowledge in a safe environment.

Scenario-Based Learning: Use real-world examples to make training relatable and impactful.

Role-Playing: Allow employees to practice communication, negotiation, or leadership skills in interactive roles.

Microlearning and Spaced Repetition: Reinforce knowledge over time to ensure long-term retention.

5. Measure What Matters

Without clear measures of success, it’s impossible to assess whether your learning initiatives are making a tangible difference. Move beyond traditional L&D metrics and adopt performance-driven indicators that tie directly to business outcomes.

Here are a few examples:

• Productivity improvements, such as faster onboarding or fewer errors.

• Revenue growth through higher sales close rates or increased average deal size.

• Customer satisfaction metrics like improved NPS scores or reduced complaints.

• Operational efficiencies through reduced rework or adherence to process standards.

By tracking these metrics, you’ll have evidence to demonstrate the ROI of your training programs.

6. Gain Stakeholder Buy-In Early

For learning initiatives to create lasting impact, support from leadership is crucial. Engaging stakeholders early in the design phase ensures training aligns with the company’s priorities and has the support needed for effective implementation.

Beyond executives, managerial buy-in is key to reinforcing learning on the job. Managers can create a culture of accountability by encouraging employees to apply their training regularly.

Mirror, Mirror...

For L&D professionals, the future is clear - vanity metrics won’t suffice anymore. Executives and stakeholders expect more than engagement numbers; they want detailed answers on how training initiatives are moving the business forward.

By aligning learning programmes with business objectives, prioritizing real-world application, and focusing on measurable outcomes, you can position L&D as an indispensable driver of business success.

Are you ready to elevate your learning programmes to the next level? Don’t just deliver content - create training initiatives that align with your company’s goals and make a real difference. Stay ahead of the curve and ensure your learning teams are driving impact across the board.

Jennifer Bailey

Jennifer is Head of Marketing at Bongo Learn, a video and AI platform for practice and assessment that accelerates enterprise enablement teams’ ability to verify revenue-driving behavior at scale. Connect with Jennifer here: https://www.linkedin.com/in/jenniferebailey/ and learn more about Bongo at https://bongolearn.com