How do I measure the ROI of learning?

Convincing upper management about the value of investing in learning can be a tricky task, especially when budgets are under scrutiny. We understand the challenge. Senior executives often seek tangible evidence of how L&D initiatives contribute to revenue generation or cost savings. But don’t worry, we've got you covered with our roadmap to prove the ROI of learning.

Facing this L&D challenge? We help you solve it!
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What is the added value of (online) learning?

  • Cultural value
  • Organisational value
  • Economic value

Cultural value

Introducing an (online) learning offer fosters a culture of continuous learning within your organisation. It signals to employees that you value their development and encourages them to acquire new skills. 78% of employees emphasize the importance of acquiring and improving skills related to stress management, communication and cognitive skills*.

*Source

Organisational value

Investing in the development of all individuals within your workforce will lead to the exponential growth of your entire organisation. Learning is not only attractive for potential hires, it also makes you more likely to retain talents. 94% of employees claim they would stay longer with an employer that offers opportunities for career development*.

*Source

Economic value

Online learning is not only cost- and time-effective, it also leads to better profit. For every €1 invested in online training, your company gains around €30 worth of productivity.*

*Source

Let the numbers
do the talking!

Curious about the social value of learning? Download our handy overview with more figures and arguments to back up your case for investing in L&D.

Download ROI infographic

Download the ROI infographic

Tips & tools to measure the ROI of learning

Measuring the return on learning is crucial for assessing the success and efficiency of your L&D programmes. Keep in mind that this process can be intricate, it requires specific evaluation methods aligned with the specific goals and objectives of each learning initiative. Moreover, a comprehensive assessment benefits from considering both quantitative and qualitative data. Below you can find some of our tips for measuring the ROI of learning. Hover over some of the tips to discover how our tools can assist you in practical implementation.

Engagement survey
Monitoring employee engagement or satisfaction both prior to and following the integration of your learning initiatives, such as through your regular engagement survey, enables you to measure the concrete impact of your L&D strategy.
Pre- & post-learning assessment
Assess your employees’ skill levels both before and after they engage in training to evaluate improvement. Remember, skill level isn't the sole Key Performance Indicator (KPI) to consider; increased work happiness can also be a positive (and measurable) outcome of learning initiatives.
GoodHabitz Assessments offer insights into employees' vitality, capacity, identity, and skills. Repeated assessments over time aid in ROI measurement. The Quick Scan within a training course assesses levels before starting, and can be compared to the test offered at the end of the training.
Learning analytics
Use your learning management system or an analytics tool to collect data on progress, engagement, and completion rates.
Access the GoodHabitz dashboard for detailed information on the most started and completed courses, completion rates, and course ratings.
Learning transfer
Assess the application of learned skills in real-life situations through workplace observations or practical assessments.
Implement post-training exercises, such as WorkOuts from GoodHabitz, to ensure practical application. Link feedback surveys to these exercises for a comprehensive measurement of return.
Cost-benefit analysis
Conduct a cost-benefit analysis by comparing the expenses of implementing the learning program with tangible benefits such as increased productivity and improved employee retention.
Performance metrics
Monitor key performance indicators relevant to learning objectives. For instance, in a sales training program, track changes in sales revenue, conversion rates, or customer satisfaction scores.

GoodHabitz & De Volksbank

What does this look like in practice? Get inspired by De Volksbank, who saved time and budget on their transition to online learning with GoodHabitz.

The challenge
Navigating the shift from traditional classroom training to online learning was a pivotal task for De Volksbank, a renowned Dutch bank boasting a workforce of over 3000 employees and serving 3 million customers. As ardent supporters of their staff's professional and personal growth, they've embarked on the journey of implementing a Learning Experience Platform (LXP). The challenge: how to seamlessly transition, ensuring a robust online training presence, all while optimising time and budget resources.
The solution
Choosing GoodHabitz as their partner meant providing every employee at De Volksbank with unrestricted access to our comprehensive online library. Bursting with high-quality educational content, developed in-house and continually refined and expanded, it's a ready-made solution that saves you from reinventing the wheel yourself. Plus, we've got the integration between your learning platform and our content seamlessly covered.
The feedback
“Creating one e-learning module internally would cost us around €44.000. With GoodHabitz, we gain access to a complete library, with relevant themes, all bundled in one package and ready for immediate use.” - Jeff Kortenbosch, Talent Development Advisor, De Volksbank

Want to know more
about GoodHabitz?

Take a guided tour through our online learning platform and witness firsthand what makes GoodHabitz the perfect solution for your employees' personal and professional development.

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