How can we measure the success of an on boarding exercise? Since it is largely an information based course, I can think of Completion and Adoption Rates as the key metrics. Are there any other metrics which we can include?
The other thing you could do is include a short survey that asks the learner about their experience. You could either link to it from the course (to something like https://www.surveymonkey.com/) or you could send a follow up email to each person.
I'd recommend keeping it short and to the point. That way you'll get far more responses.
Thanks for the inputs. Surveys/feedback forms are a "must-have" tool that we always implement in our courses. Though these are subjective in nature, I was thinking if there were objective metrics in place that could determine the success.
Hi, Daks: These are more long term metrics, but you might start tracking attrition and time-to-competency metrics. Seems to me, if might help if you gave the purpose of the onboarding a good think: for instance, you might offer the training so people get up to speed quickly (time to competency metric) and don't split before they do (attrition).
Thanks for the insights. These metrics are very helpful when we on-board new sales hires. Time to productivity and attrition are the key metrics that any decision maker looks at.
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Hi Daks,
The other thing you could do is include a short survey that asks the learner about their experience. You could either link to it from the course (to something like https://www.surveymonkey.com/) or you could send a follow up email to each person.
I'd recommend keeping it short and to the point. That way you'll get far more responses.
Hi Jason,
Thanks for the inputs. Surveys/feedback forms are a "must-have" tool that we always implement in our courses. Though these are subjective in nature, I was thinking if there were objective metrics in place that could determine the success.
Hi, Daks: These are more long term metrics, but you might start tracking attrition and time-to-competency metrics. Seems to me, if might help if you gave the purpose of the onboarding a good think: for instance, you might offer the training so people get up to speed quickly (time to competency metric) and don't split before they do (attrition).
Just a thought..
Hi Daniel,
Thanks for the insights. These metrics are very helpful when we on-board new sales hires. Time to productivity and attrition are the key metrics that any decision maker looks at.
You are most welcome. Thanks for the post.
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