What you’re reading: This is a drop from the Docebo DRIP (Data, Research, and Insights Program). Every two weeks, we release fresh, data-packed insights. Expect hard stats, sharper truths, and takeaways you can use right now to elevate L&D.
This one’s gonna sting. So let’s just rip the bandaid off…
More than a third of L&D teams still can’t prove learning impact or measure behavior change. And another 26% openly admit their programs aren’t moving the needle.
That’s not just a reporting problem. That’s a credibility problem.
When execs ask, “Is this investment worth it?” and all you’ve got is participation numbers, you’re not telling the story they need to hear.
The pain runs deeper:
- 47% say they can’t effectively measure impact and behavior change.
- 50% struggle to prove learning actually improves operational performance.
- And 51% are calling for advanced reporting and analytics features—because dashboards that go surface deep aren’t enough.
Without the right data, you can’t make the right decisions about learning priorities or programs. And without evidence, teams are essentially flying blind—pouring time and resources into initiatives that may not be driving outcomes.
On the flip side, the ones who are getting this right aren’t just measuring. They’re connecting dots between skills, behavior, and business results. They’re proving that learning drives performance, retention, and growth. And when you can show that kind of impact, budgets don’t get cut. They get expanded.
The bottom line
Counting completions is table stakes. The L&D leaders of tomorrow are the ones who can prove learning fuels the business. And the tools to do it—advanced analytics, smarter reporting, behavior change tracking—aren’t nice-to-haves anymore. They’re survival.
