Why Skipping Level 3 Evaluation is Costing Your Business Growth
Imagine investing thousands into training programs only to have employees return to their desks and forget everything they learned. Sound familiar? That’s what happens when organizations stop at Level 2 evaluation. The real game-changer is Level 3—measuring whether employees are actually applying what they’ve learned on the job. Without this critical step, organizations lack the insight needed to ensure training investments lead to meaningful performance improvements and business success.
The Problem: Learning Without Application
Too often, organizations measure training success solely by test scores and completion rates. But knowledge doesn’t always lead to behavior change. Without application in the workplace, training remains theoretical rather than practical. As one of our podcast speakers pointed out, many companies struggle with defining the specific, observable, and measurable behaviors that training should drive. It’s not enough for employees to “know” something; they need to be able to execute and apply their learning effectively.
Another major challenge organizations face is monitoring whether behavior change actually happens. Many companies wait 90 days before checking if employees have adopted new behaviors, which is often too late. Without structured follow-up, learners may revert to old habits, making the training investment ineffective.
The Solution: Making Level 3 Evaluation Work
Another major challenge organizations face is monitoring whether behavior change actually happens. Many companies wait 90 days before checking if employees have adopted new behaviors, which is often too late. Without structured follow-up, learners may revert to old habits, making the training investment ineffective.
Organizations need a proactive approach to ensure training translates into real-world impact. Here’s how to do it:
Clearly Define Critical Behaviors
Before training even begins, establish clear, specific, and observable behaviors employees should demonstrate post-training. A common mistake is confusing learning objectives with behaviors. For example, knowing what empathy is does not mean someone exhibits empathy. Instead, define how empathy looks in action—perhaps through active listening, asking clarifying questions, or using specific body language. The more concrete the behavior, the easier it is to observe and measure.
Monitor and Adjust in Real Time
Instead of waiting 90 days, implement a structured follow-up plan at 30, 60, and 90 days. Early monitoring helps identify gaps before they become ingrained issues. Organizations can use multiple evaluation methods, including:
- One-on-one manager check-ins
- Peer feedback sessions
- On-the-job observations
- Performance data reviews
These ongoing touchpoints provide opportunities to reinforce learning and correct course before behavior change stalls.
Leverage Required Drivers
Training doesn’t end when employees leave the classroom—it needs continuous reinforcement. Required drivers, such as coaching, job aids, and peer mentorship, help ensure learning sticks. For example:
- Coaching & Mentoring: Regular check-ins with managers or mentors reinforce learning and provide accountability.
- Job Aids & Drip Feeds: Quick-reference guides, video tutorials, and spaced learning emails help reinforce key concepts at the point of need.
- Recognition & Rewards: Simple acknowledgments, such as a shout-out in a team meeting or a “brag wall,” can encourage employees to continue applying new behaviors.
Organizations that successfully integrate required drivers create a culture of learning rather than a one-and-done training mentality.
Look Beyond Surveys—Use Qualitative Data
Traditional post-training surveys provide limited insight. Real evaluation comes from conversations, observations, and business results. One of our podcast guests highlighted the importance of qualitative data, emphasizing that the richest insights often come from informal discussions, networking groups, and real-time feedback sessions. These conversations provide deeper context into whether employees are struggling with applying their learning and what support they need to succeed.
The Business Impact: Driving Growth Through Level 3 Evaluation
Organizations that commit to Level 3 evaluation don’t just track learning—they drive measurable change. When employees apply training effectively, organizations see improvements in productivity, customer satisfaction, compliance, and overall performance. Instead of viewing training as a cost center, companies that embrace Level 3 evaluation transform it into a revenue driver.
By shifting from passive measurement to active support, organizations ensure that their training investments yield real business impact. The key takeaway? Don’t stop at Level 2—make Level 3 evaluation a priority, and you’ll see the difference in your employees’ performance and your company’s bottom line.
Want to learn more? Listen to our full podcast episode.
