Jenna D.

Yep! Every group program I do comes with documentation and continued support for the sales managers to reinforce, coach and build accountability following the training for exactly this reason.

Manas J. I haven't done the focus groups around anything roleplay related at this point. I am a really big fan of roleplay, and even better competitive roleplay. I actually run mock sales contests that are both training tools, confidence builders and contribute to the organizational development side.

Manas J. you could do a blended combo of both manager and rep. However if the goal is truly measure the effectiveness of onboarding it doesn't matter if it's rated too high. For example, I changed a specific training from in person to micro learnings paired with a facilitated virtual discussion. Focus group for the in person versus focus group for the micro learning showed that consistently the veavioral change was ranked much higher when the micro learning over time was done. I also ask the reps for their confidence on a scale of 1-100 to their oringinal answer and then use that to get a ranged outcome of how much was actually absorbed and acted upon.

Manas J. there are different ways to do it. I'll often do small focus groups 4-6 weeks post training, remind the employees what we covered and ask for their feedback on what changes they think they implemented. There are a few different structures you can use for the behavioral impact.

Have you heard of Kirkpatrick’s methodology for training evaluation? Time to first deal is great but there are so many different factors that go into it including the rep’s prior experience. Using level 3 of behavioral measurement is my go to- is what they're learning actually effecting their behavior back on the job.