On one of our latest blogs, we provided guidelines on measuring training effectiveness.
Now let's look at measuring training's financial impact.
While measuring financial impact shouldn't be the only measure, it certainly is an important one. Here's a sample ROI calculator for training that you can use to understand the immediate return.
Let's say after surveying employees you found that they have an hour saved each week in productivity because of high-quality training. Here's how you would calculate that.
This scenario demonstrates a positive ROI after 1.5 years. It is also valuable to think about the 1 hour back in your employees' time as the ability to create deeper connections with residents and clients, therefore driving company culture through employee job satisfaction. The ROI of caring is infinite, and that's the power of caregiver training that works.
Measure The Impact of Training on Company Culture and Goals
When you combine the first two measures – the impact on residents or clients and the impact on the bottom line, you can begin to see that ensuring the delivery of an effective training program is key to sustaining the culture and success of a company.
For caregivers, It's easy to get lost in the day-to-day tasks and feel that your work doesn't contribute to the overall success of a company. It’s important for feedback and impact measurements to be shared with all employees
Reinforce the impact caregivers are making on the lives of others. Share the effect that the training has on resident well-being, satisfaction, and longevity. If residents or clients gave high marks on the quality of care, celebrate this accomplishment with caregivers. If falls were reduced after employees attended a fall prevention training session, celebrate with the team!
The impact of training on company culture and goals can also be measured in employee satisfaction surveys. Employees might feel uncomfortable sharing honest feedback, fearing it may impact their careers. If you want to openly measure the impact on company culture, consider enlisting a third-party quality assurance firm to gather feedback and data. Outside data collection doesn't substitute for an internal survey and feedback gathering system, but rather a compliment to your efforts. 
Now that we’ve covered how to measure the impact of your training and education program, my next blog will be about prolonging the life of your training program. You can download the E-book here for quick reference.
