How do you evaluate learner behavior change?

1 Why evaluate behavior change?

Evaluating behavior change is not only a way to demonstrate the value and return on investment of your training, but also a way to identify gaps and opportunities for improvement. By assessing how the learners have changed their behavior after the training, you can determine whether the training objectives have been met, whether the learners have retained and transferred the learning, and whether the training has aligned with the organizational goals and needs. Evaluating behavior change can also help you to provide feedback and support to the learners, reinforce positive behaviors, and address any barriers or challenges that may hinder their performance.

3 How to design behavior change evaluation?

To design an effective and meaningful behavior change evaluation, you need to start with defining the expected behavior change and the indicators that will measure it. This means that you need to have clear and specific learning objectives and outcomes that describe what the learners should be able to do after the training and how that will contribute to the organizational goals. You also need to identify the criteria and standards that will indicate whether the learners have achieved the desired behavior change and the sources and methods that will provide the data. For example, you can use performance reviews, observation, surveys, interviews, tests, or self-reports to collect data on behavior change.

4 How to conduct behavior change evaluation?

To conduct a reliable and valid behavior change evaluation, you need to follow some best practices and principles. First, you need to plan and communicate the evaluation process and purpose to the learners and other stakeholders, such as managers, supervisors, or peers, who may be involved or affected by the evaluation. Second, you need to collect baseline data before the training to establish a reference point for comparison and to identify the current level of performance and behavior. Third, you need to collect follow-up data after the training at appropriate intervals to measure the changes and improvements over time and to account for any external factors that may influence the results. Fourth, you need to analyze and interpret the data using appropriate methods and tools, such as statistics, graphs, or charts, to identify patterns, trends, and gaps. Fifth, you need to report and share the findings and recommendations with the learners and other stakeholders, using clear and concise language and visuals, to highlight the strengths and areas for improvement.