How do you share employee training evaluation results?

1 Know your audience

Before you share your employee training evaluation results, you need to know who your audience is and what they care about. Different stakeholders may have different expectations, questions, and interests regarding your training outcomes. For example, senior managers may want to see how your training aligns with the organizational goals and strategy, while learners may want to see how your training helps them develop their skills and performance. Therefore, you need to tailor your message and format to suit your audience's needs and preferences.

2 Choose your method

There are various methods you can use to share your employee training evaluation results, such as reports, presentations, dashboards, infographics, or newsletters. Each method has its own advantages and disadvantages, depending on your purpose, audience, and resources. For example, reports can provide detailed and comprehensive information, but they may also be lengthy and complex. Presentations can be engaging and interactive, but they may also require more preparation and delivery skills. Dashboards can be visual and dynamic, but they may also require more technical and analytical skills. Infographics can be simple and attractive, but they may also lose some nuances and details. Newsletters can be regular and consistent, but they may also be overlooked or ignored. Therefore, you need to choose the method that best suits your objectives, audience, and capabilities.

3 Highlight the key points

Regardless of the method you choose, you need to highlight the key points of your employee training evaluation results. These are the main takeaways that you want your audience to remember and act upon. To highlight the key points, you need to use clear and concise language, avoid jargon and technical terms, and use examples and stories to illustrate your points. You also need to use visual aids, such as charts, graphs, tables, or images, to support your points and make them more appealing and understandable. Additionally, you need to use headings, subheadings, bullet points, or numbers to organize your points and make them easier to follow and scan.

4 Provide recommendations

Another essential part of sharing your employee training evaluation results is providing recommendations for improvement. These are the actions that you suggest your audience to take based on your findings and analysis. To provide effective recommendations, you need to be specific, realistic, and actionable. You need to explain what you recommend, why you recommend it, and how it can be implemented. You also need to prioritize your recommendations according to their urgency, importance, and feasibility. Furthermore, you need to invite feedback and input from your audience to ensure their buy-in and collaboration.

5 Follow up

Finally, you need to follow up on your employee training evaluation results after you share them. This is the step that ensures that your results are not forgotten or ignored, but rather used for continuous improvement and learning. To follow up, you need to set clear and measurable goals and indicators for your recommendations, assign roles and responsibilities for their execution, and monitor and track their progress and impact. You also need to communicate regularly with your audience to update them on the results, celebrate the successes, and address the challenges. Moreover, you need to review and revise your recommendations as needed, based on the feedback and data you collect.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?