Your organization is taking training seriously. You’ve invested time and money into a training program in an effort to improve culture and compliance and ultimately affect overall business health and the bottom line. But how does your company plan to measure the training’s success? Will you really know how effective it was? 

Training? Check. Results? Questionable.

Measuring the effectiveness of training programs is tricky. Some organizations look to employee surveys after a training session to gauge results. Satisfaction surveys are an immediate snapshot after training when everything is fresh, and there hasn’t been a chance to put learnings into action. These surveys are great for measuring engagement, but they don’t track ongoing success or failure. 

Many organizations try to measure the success of their training programs by tracking communication incidents that cause harm. That means reports of a toxic culture, complaints on social platforms, exit interviews, legal matters, and regulatory findings will need to occur in order to inform the organization of its training’s effectiveness. 

Track Training Success Without Making Casualties the Norm

Waiting to tally up harmful incidents isn’t a proactive way to instill a culture of compliance; it’s reactive. And using reactive methods can cause irreversible damage to both people and the organization.

At Fairwords, our goal is to stop harmful communication before it happens. We want to spare victims, keep the business within its ethical and legal requirements, and build a positive culture that reflects the mission and values of the organization. And we want to do this while giving business leaders a clear view of the effectiveness of the training and point out where more training is needed.

Analytical Dashboards for a Continuous Measurement of Progress

We measure success with anonymous reporting. Business leaders get insights into the number of analyzed messages, flagged messages, and the percentage of change. The dashboard identifies top flagged terms and communications channels. You’ll know which lexicon the language came from (HR or discrimination etc.) 

Leaders can leverage their communications analytics to understand better where their organization is facing challenges related to discrimination, sexual harassment, and non-inclusive language. This data indicates the training’s impact, if harmful communication is trending up or down, what that toxic language is, and where it is happening. When there’s a drop in repeat violations, business leaders know that behavior is changing, the training is working, and there is proof that the workforce is growing and creating a better culture. 

Anonymity to Support Employee Growth

It’s important to note that all of this data is anonymous. We want to ensure that employees feel supported and not singled out. Healthy trust between an employer and employee is critical to the psychological safety necessary for teams to thrive. Fairwords reporting dashboards intend to understand the benefits of communication policies and training while coaching employees to be their best selves at work.

The Future of Work is Inclusive, Fair, and Compliant

Workplace training needs to do more than check a box to truly be effective. It needs to change the communication and instill a culture of compliance. And to do so, leaders and HR professionals need to be able to test the effectiveness of the training, monitor where harmful communication is occurring, and what topics and language need additional attention.

It’s no secret that workplaces that support positive culture are more likely to have less turnover, more productive employees, and higher levels of innovation. If you’d like to learn more about Fairwords and how we can support your organizations’ efforts to create a better workplace, request a demo.