89% of L&D teams are tracking their programs.
Sounds impressive, right? But scratch the surface and you’ll find most teams are chasing fool’s gold.
That’s because 73% of teams are measuring meaningless metrics—completion rates, number of learners, total hours, engagement scores, etc. Metrics like these reduce learning into a numbers game where success looks like full calendars and green checkmarks.
The (uncomfortable) truth is, only 15% of L&D teams measure behavior change or business impact.
Think about that for a second. The majority of L&D teams are measuring everything—except for what matters.
We’re obsessing over activity while ignoring outcomes. It’s like judging a gym by how shiny the equipment is instead of whether members are achieving their fitness goals.
Your stakeholders don’t care if 500 people completed compliance training. They care if those 500 people are actually following compliance protocols. They don’t care about course engagement metrics. They care if your sales enablement program is moving revenue.
The brutal reality? Most L&D departments are running sophisticated tracking systems that measure motion, not progress. (Why? Well that’s another story—for another drop.)
Your learners deserve training that creates real change. Your organization deserves L&D that drives real results. And you deserve metrics that prove your programs matter.
Wondering what this looks like in action? Check out how CSI redesigned their learning strategy to drive real business outcomes.
If you’re looking for a sign, this is it: It’s time to stop measuring busy work and start measuring business impact. Your stakeholders are waiting for L&D that actually moves the needle—not just fills seats.
Ready to design programs that leadership can’t ignore? Start by aligning your training strategy with real business outcomes. Because when your L&D drives measurable results, you’ll never have to justify your budget again.
