How do you use the 70-20-10 rule to evaluate employee training?

1 What is the 70-20-10 rule?

The 70-20-10 rule is a learning model that proposes that employees acquire 70% of their knowledge and skills from on-the-job experiences, 20% from social interactions and feedback, and 10% from formal training and education. The idea is that learning is not a one-time event, but a continuous process that involves various modes of exposure and practice. The 70-20-10 rule is not a rigid formula, but a guideline to help you balance the different elements of your training strategy.

2 How to use the 70-20-10 rule for training design?

The 70-20-10 rule for training design requires you to consider learning objectives, target audience, and available resources. To create a blended learning program that incorporates this rule, you should provide opportunities for employees to apply what they learn in real work situations (70%), encourage them to learn from each other and experts (20%), and offer formal training and education that aligns with the learning objectives and needs of the employees (10%). This could include assignments, projects, simulations, coaching, mentoring, or shadowing; peer feedback, discussions, communities of practice, webinars, podcasts, or blogs; courses, workshops, e-learning, videos, or books.

3 How to use the 70-20-10 rule for training evaluation?

To use the 70-20-10 rule for training evaluation, you need to collect and analyze data from different sources and levels. To measure the impact of your training program based on the 70-20-10 rule, track the performance and behavior changes of the employees after the training for the 70% component. This could include metrics such as productivity, quality, customer satisfaction, sales, or retention. For the 20% component, assess the social and collaborative learning of the employees during and after the training through surveys, interviews, focus groups, or observations. As for the 10% component, evaluate the formal training and education of the employees before and after the training with tests, quizzes, feedback forms, or certificates. The 70-20-10 rule is a useful tool to help you design and evaluate your employee training programs. Combining different sources and modes of learning can enhance your training interventions’ effectiveness and efficiency. What tips do you have for using the 70-20-10 rule in your organization? We’d love to hear them!

4 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?