Measuring Success: Key Metrics to Track on a Learning Experience Platform

Introduction

Learning Experience Platforms (LXPs) have a big influence on company training and education growth. As more companies use LXPs, it’s crucial to know which numbers show if they’re doing well. This blog looks at the key numbers to watch giving useful tips to make learning better and help companies get more for their money.

1. Learner Engagement

Learner involvement plays a key role in successful education. Even the best-planned lessons won’t work if students aren’t into it. So, keeping an eye on how much learners are into their studies is essential to grasp their investment in learning. Here are some things to look at:

• Login Frequency: How often users sign in shows how involved they are. This measure helps spot how learners use the platform. For example, someone who logs in every day is more engaged than someone who logs in here and there. Keeping an eye on login frequency over time can also show patterns, like more logins at certain times of the year or after specific events or updates happen.
• Content Interaction: This gauges views, likes, and shares of learning materials. Engaging with content, like clicking links, watching videos, and joining discussions, shows how students connect with the material. More interaction suggests the content clicks with learners. Take a video lesson that gets tons of views and likes – this might mean students find it helpful.
• Session Duration: Longer sessions point to deeper content engagement. Looking at session duration can help us understand how much time learners spend on the platform each visit. Sessions that last longer often mean users are exploring and interacting with content more . For example, if learners stick around for about 30 minutes per session, it might show that the content grabs their attention and needs careful thought to engage with.

Looking at these numbers helps us spot popular content and places where people might lose interest. For instance, if people log in less often as time goes by or don’t stay long when they do, it could mean the content needs to be more interesting or that students are running into problems.

Ways to Increase Involvement:

To get learners more involved, think about using these approaches:

• Gamification: Add game-like features such as points, badges, and leaderboards to make learning more fun and hands-on. This approach has an impact on learners’ motivation by tapping into their competitive drive and giving them a feeling of achievement.
• Personalization: Tailor learning paths to fit each learner’s likes and performance. Suggesting courses, articles, and videos that match a learner’s interests can help them find content they care about, which boosts their involvement.
• Community Building: Create a sense of belonging by getting learners to talk and work together. Chat rooms, team projects, and peer feedback can lead to a more lively and supportive place to learn.
• Regular Updates: Make sure the content stays fresh and current. Adding new stuff and bringing existing material up to date on a regular basis can get learners to come back to check out what’s new.

2. Course Completion Rates

High completion rates show that courses work well and keep people interested. But keeping track of how many people finish a course isn’t just about looking at the end result. You need to take a close look at many smaller parts:

• Overall Completion Rates: The percentage of students finishing courses. This number gives a broad picture of how many students complete the courses they begin. High overall completion rates show that the courses keep students interested and that students find them useful. For example, a 90% completion rate for a specific course suggests that most students think it’s worth their time.
• Module Completion: Completion rates of individual modules offer detailed insights. By looking at completion rates for each module, you can spot which parts of the course grab attention or pose challenges. For instance, if completion rates drop a lot after the third module, it might mean that the content gets too hard or less interesting at that point.
• Time to Completion: Average time students need to finish courses showing how fast and hard they are. Keeping track of how long it takes people to complete courses can give us a good idea about how tough the course is and how it’s paced. If students take much longer than we thought they would, it might mean they’re having trouble with the material or there’s too much stuff packed into the course.

Enhancing course structure based on these findings can boost overall completion rates. For example, if students quit at a specific module, you might think about updating the content offering extra support materials, or splitting the module into smaller easier-to-handle parts.

Case Study: Boosting Completion Rates

Think about a company that provides a full digital marketing course through its LXP. At first, the course had a completion rate of just 50%. By examining the module completion rates, the company finds out that many students leave after the SEO module. Feedback shows that the module is too complex and doesn’t have enough practical examples.

To fix this problem, the company updates the SEO module. They add more real-life examples, hands-on exercises, and detailed guides. They also give extra help, like videos that explain things and chances to ask SEO experts questions. Because of these changes, 75% of people now finish the course. This shows how much targeted improvements can help.

3. Assessment Scores

Tests play a vital role in measuring how well people remember and grasp information. By looking at test results, companies can figure out how effectively students are learning the material and spot areas where they might need extra help. Important measurements include:

• Pre and Post-Assessment Scores: These scores have an impact on measuring knowledge improvement. Comparing scores from tests taken before and after a course can show how much students have learned. Big jumps in post-assessment scores point to effective teaching methods and well-crafted content.
• Average Assessment Scores: These scores help to track overall student performance. This metric gives a snapshot of how well students are doing across all areas. For example, if the average test score stays high, it suggests that students find the course material clear and easy to understand.
• Assessment Participation Rates: Make sure students take assessments as planned. When many students complete assessments, it shows they’re involved with the content and value their learning. On the flip side, if few students take part, it might mean they find the tests too hard or not worth their time.

These metrics help improve course content and spot gaps in knowledge. For instance, if students score on pre-tests and slightly better on post-tests, this might show that the course isn’t teaching the main points well enough.

Strategies to Make Assessments Work Better:

To make assessments more effective, think about these strategies:

• Different Ways to Test: Mix up your tests. Use multiple choice open questions, real-life examples, and hands-on tasks. This variety fits how different people learn and gives a fuller picture of what they know.
• Quick Comments: Give helpful feedback on tests soon after. Detailed comments help students see where they went wrong and do better next time.
• Smart Tests: Use tests that change based on how well the student does. This keeps tests tough but not too hard, which helps students stay interested and motivated.
• Gamified Assessments: Add game-like elements such as timed quizzes and challenges, to make tests more fun and interesting. These game-style assessments can boost how many people take part and push learners to do better.

4. Learner Feedback

Learners’ direct feedback gives crucial insights into how they experience and view the LXP. Gathering and examining this feedback helps to spot strengths and areas to improve. Key feedback metrics include:

• Surveys and Polls: Frequent feedback through surveys on course content and delivery. Surveys can cover different parts of the learning experience, like the quality of content, how easy it is to navigate, and how happy people are overall. For instance, a survey after a course might ask students to score how clear the material was, how well the teachers did, and how useful the content is for their jobs.
• Net Promoter Score (NPS): Shows how likely learners are to suggest the platform to others. NPS is a common way to measure how satisfied and loyal people are. A high NPS means that students will tell others about the platform, which can lead to more people joining through word-of-mouth and grow the number of users on the platform.
• Comments and Reviews: Feedback that points out strengths and areas to improve. Open-ended comments and reviews give deep insights into what learners experience. For instance, a student might say that one module was too hard or that the platform’s interface is hard to use.

Using learner feedback to design courses has a big impact on how well people learn. For example, if many students ask for more real-world examples in a course adding these can make the material more useful and interesting.

Case Study: Using Student Input

A tech company trains its staff on new software using an LXP. After rolling out several courses, the company gathers feedback through surveys and NPS scores. The responses show that while the content teaches well many learners think the navigation is hard to use and the interface isn’t user-friendly.

As a result, the company gives the LXP interface a makeover making it easier to navigate and use. They also create a bunch of starter guides to help people learn how to use the platform. Once they put these changes in place, people are much happier with the system. The NPS score jumps from 50 to 75, which means more users are likely to tell others about it.

5. Skill Acquisition and Application

The main aim of an LXP is to develop and apply skills. By keeping track of how people gain skills and use them in their work, we can see a clear connection between learning and job performance. Here are some metrics to think about:

• Skill Assessments: Tests and quizzes to measure how well people learn skills. These checks can show how much students understand and how good they are at specific skills. For example, a coding class might have coding challenges to test how well students can use programming ideas.
• Real-World Application: Keeping track of how often students use new skills in their jobs. You can find this out through follow-up surveys, what people say about themselves, and job performance reviews. For instance, someone who finishes a project management course might say they use project management methods in their daily work.
• Certification Rates: The number of students who get certifications after finishing a course. Certifications show that someone has learned a skill and can boost their career options. Take data analytics as an example. A certification in this field can give a student an edge when looking for jobs.

These metrics link learning to job performance. By keeping track of how people use new skills, companies can show the real impact their training programs have.

Ways to Boost Skill Use:

To get the most out of skills in the real world, think about these ideas:

• Hands-on Tasks: Include real-life projects that push students to use their skills in everyday situations. Getting their hands dirty can cement learning and make them feel more sure about using new abilities.
• Learning on the Job: Mix learning activities with actual work duties. For instance, a course on selling might use mock sales talks and genuine pitch meetings to help students practice and sharpen their skills.
• Buddy Systems: Team up learners with guides who can offer direction, input, and backing. Having a buddy can help learners put new skills to better use and tackle hurdles they might face in their jobs.
• Continuous Learning: Foster a learning-focused environment by offering ongoing training and growth chances. Keeping the LXP fresh with new courses and materials can help students keep up with industry shifts and progress.

6. Learner Progression and Career Development

Keeping tabs on how students advance in their jobs after finishing training plays a crucial role in showing the lasting effects of the LXP. Important measurements include:

• Promotion Rates: How often trained staff move up. High promotion rates among trained workers show that the training helps prepare people for bigger jobs with more duties. For example, if many workers who finish a leadership course get bumped up to manager jobs, it means the training boosts career growth.
• Career Path Tracking: Keeping an eye on job growth and progress. Looking at learners’ career paths over time can give us a clue about how training affects their job growth. Take an employee who starts as a junior analyst and climbs to a senior analyst spot after taking a bunch of relevant classes. This shows the training has an impact on career development.
• Long Term Retention: This measures how many employees stay with the company after they’ve completed training. When a lot of trained staff stick around, it shows that the training helps them feel satisfied with their jobs and loyal to the company. On the flip side, if many trained employees leave, it might mean the training program needs some tweaks or extra support.

These insights show the real advantages of the LXP to the company. By connecting training to career growth and employee retention, companies can make a compelling argument to keep investing in learning and development.

Case Study: Career Growth Through Training

A financial services firm provides a thorough training program for its staff focusing on skills like financial analysis, risk management, and client relationship management. By monitoring promotion rates and career paths, the firm finds that staff who finish the training program have a 50% higher chance of promotion within two years compared to those who don’t take part in the training.

Also, the company discovers that employees who’ve been trained are more likely to stick around. About 80% of workers who go through training stay with the company for at least three years. In contrast 60% of untrained employees stay that long. These results show how the training program has a positive effect on career growth and keeping employees. This proves just how valuable the LXP is.

7. Platform Utilization

Knowing how people use the platform is key to making learning better. Important usage stats to track include:

• Active Users: The number of active users over time. Tracking active users gives insight into how many learners engage with the platform. A steady rise in active users shows growing adoption and engagement, while a drop may point to the need to improve or promote more.
• Feature Utilization: Which features users use most and least. Looking at feature use helps spot which parts of the platform learners value most and which might need upgrades. For instance, if users often turn to the discussion forum but use the live chat, it could mean the live chat needs better integration or more promotion.
• Mobile vs. Desktop Usage: Device choices can help improve platform design. Knowing how students use the platform lets us tailor it to what they need. For example, if many students use phones, making the platform work well on mobile can boost its ease of use and keep students more involved.

Making better use of features that aren’t used much can make the whole experience better for users. Let’s say students aren’t using the tools on the platform that help them work together. If we show them how to use these tools and tell them why they’re good, more people might start using them.

Ways to Get More People Using the Platform:

To get as many people as possible using the platform, think about these ideas:

• User Training: Give training and resources to help students get the most out of the platform. Kick-off meetings, video guides, and user manuals can show learners how to use the platform’s tools and functions.
• Regular Updates: Keep making the platform better by adding new tools and improvements based on what users say. Updating often can keep the platform fresh and useful, which makes people want to keep using it.
• User-Centered Design: Build the platform with the user’s needs in mind. Make sure the layout is easy to understand, moving around is smooth, and features are easy to find. Doing user tests and getting feedback can show where things need to get better.
• Showcase Important Features: Use email campaigns, platform alerts, and user guides to spotlight key features and their advantages. Teaching users about what the platform can do helps boost awareness and usage.

8. Content Effectiveness

Checking how well the content works is crucial to make sure learners get something out of their experiences. Ways to measure content effectiveness include:

• Content Ratings: Students score individual pieces of content. These scores give quick input on how good and relevant the content is. High scores show that students find the content useful, while low scores might mean it needs changes or updates.
• Content Completion Rates: How many students finish specific pieces of content shown as a percentage. When lots of students complete certain content pieces, it suggests they’re interesting and well-organized. On the flip side when few students finish, it might mean the content is too hard, too long, or not interesting enough.
• Content Relevance: How often companies update and revise content based on feedback and changes in the industry. Updating content ensures it stays current and meets learners’ needs. Take a course on digital marketing as an example. It should undergo frequent updates to reflect the newest trends and top practices in the field.

Keeping content up-to-date and fine-tuning it makes sure it stays useful and captivating. For instance, adding the newest industry shifts real-world examples, and hands-on tips can make content more attractive and worthwhile to students.

Case Study: Boosting Content Impact

An online store provides a set of lessons about customer service skills on its learning platform. At first few people finish the courses, and student feedback shows that the lessons are too abstract and don’t have enough real-life examples.

To address this, the company changes the courses. They add more real-life situations, hands-on activities, and video lessons. They also bring in regular updates to include new customer service methods and top tips. This leads to a 30% rise in how many people finish the content. Learner ratings also get much better showing people like the updated content more.

9. Return on Investment (ROI)

In the end, showing how the LXP pays off is key for companies to buy in. The main numbers to track for payoff include:

• Cost per Learner: You calculate this by dividing the total training cost by the number of people who learn. This gives you a simple way to check how cost-effective your training program is. Let’s say it costs $10,000 to run a course and 100 people finish it. In this case, each learner costs $100.
• Productivity Metrics: These show how much work improves after training. By keeping track of things like output, how well people work, and the quality of their work, you can see how training affects job performance. Take a time management course as an example. If employees who finish it work 20% better, it shows the course has value.
• Performance Metrics: Direct boosts in job performance metrics. Looking at changes in key performance indicators (KPIs) before and after training can show how well the LXP works. For instance, if sales reps who finish a sales training program see a 15% jump in sales, it shows that the training has a positive impact on performance.

Showing a clear return on investment helps make the case for ongoing funding of the LXP. By showing how the training program benefits the bottom line, companies can get key decision-makers on board and use resources .

Ways to Show ROI:

To show the ROI of an LXP , think about these approaches:

• Initial Measurements: Get baseline readings for important indicators before you start the training program. Looking at numbers before and after training can show you how much difference the training has made.
• Long-term Research: Do studies over time to see how training affects job performance and career growth in the long run. Checking in with learners can give you useful insights into the lasting benefits of the training program.
• Real-life Examples and Success Stories: Write down and share real-life examples and success stories that show how the LXP has helped individual learners and the whole organization. Examples from the real world can offer strong proof of the training’s worth.
• Cost-Benefit Analysis: Do a cost-benefit analysis to weigh the expenses of the training program against its financial gains, like better productivity, less employee turnover, and enhanced performance. Showing a full analysis can help make a compelling case for the LXP.

Conclusion:

To wrap up putting AI training into action across departments is a smart move that can boost organizational abilities and productivity. By keeping tabs on key measures like how engaged learners are, how many finished courses, test scores, what learners say, skills gained, career growth, how much the platform gets used, how well the content works, and return on investment, companies can make sure their AI training programs work well and have a real impact.

These measures give useful insights to help fine-tune and improve AI training programs making sure they meet the different needs of various departments. This well-rounded approach not only makes individual workers perform better but also drives the whole company’s success by creating a culture where people keep learning and getting better.

At Auzmor, we get how tricky it can be to fit AI training into your company’s learning setup. Our full-range LMS and LXP tools aim to create a smooth and interesting learning space that meets all your training needs. We mix must-do training with personal and hands-on learning to help your staff do better in their jobs and boost your company’s growth.

Improve your training plans with Auzmor’s made-to-fit learning answers and see what a well-trained fired-up, and creative team can do. Get in touch with Auzmor now, to find out how we can back your AI training plans and push your company to succeed.