Evaluating performance means taking your training beyond the classroom. You’ve already taken a training class and confirmed you learned what you were supposed to. Now ask yourself, have you taken your new knowledge or skill back to the workplace?
Performance looks at how we transfer and use the learning that we do in a formal learning setting. Here, we are looking at the practical effects of training.
Why Performance Doesn’t Always Change after Training
In writing, we often provide additional information that is not needed in the sentence for its meaning to be clear to the reader. That additional information is call a non-essential clause.
In this example, if you remove the non-essential clause in italics, your reader knows which person is easy to work with.
Dave, who was hired as creative director, is easy to work with.
When setting off non-essential information in the middle of a sentence, you can use commas, parentheses or dashes. Which punctuation you use is a style choice.
Often at the end of a workshop, you’ll be asked to complete an evaluation sheet. These sheets tend to only focus on whether you found the training favorable or engaging. However, if you’re attending a workshop with the intention of learning something, shouldn’t you be focusing on what you’ve learned, as opposed to how much you liked it?
How Can We Measure Learning?
Most organizations have various policies and procedures in place to address possible concerns and to provide direction to employees. Sometimes you will need to update these documents or create new ones. The first step you should take before creating new policy and procedure documents is to decide if you even need them.
In today’s business world, workers often spend much of their time writing business documents such as emails, newsletters and reports. It’s important to get these documents right, because poor documents waste time and money, and they can hurt your organization’s credibility.
Do you know how much each document costs your organization to write?