we're about to start training external clients and debating whether to just use LMS that we already have internally or set up something separate
We ran a small informal research with a handful of L&D specialists and the honest answer was pretty consistent: most companies don't actually calculate training ROI. They track completion rates, maybe satisfaction scores, and call it a day.
Which is interesting given that the Kirkpatrick Model has been around since the 1950s. Four levels — reaction, learning, behaviour, results. Solid framework. But level 3 and 4 (did behaviour actually change, did it impact business results?) require time, manager involvement, and data infrastructure that most L&D teams just don't have.
So my questions for this thread:
Do the companies you work with actually measure training effectiveness beyond completion and happy-sheet scores?
And if Kirkpatrick feels too heavy for your setup — what does your actual evaluation process look like?
curious whether anyone's found a leaner approach that gets close to the same signal without a six-month follow-up cycle.
I with my friends have an idea of SaaS product and are trying to figure out our SEO strategy. Our biggest competitors have been around for 20+ years and have massive link profiles we simply can’t match.
is it even worth investing in link building at this point, or are we better off focusing elsewhere? feels like we’re trying to fill an ocean with a bucket.
We’re a ~250-person company and starting to feel the growing pains around training.
we’ve implemented the EducateMe corporate LMS to support onboarding, upskilling, and compliance. it’s helped centralize things, but we’re still seeing inconsistencies across teams and a lot of learning happening in an ad hoc way. it feels like we might be missing dedicated ownership to really make it work end-to-end.
we’re debating whether it’s time to bring in a dedicated L&D specialist, but not sure if we’re “there yet” or overthinking it.
for those who’ve been in similar-sized companies:
• At what headcount did L&D become necessary (if at all)?
• What problems made you realize you needed it?
• What were the first use cases you focused on (onboarding, upskilling, compliance, leadership dev, etc.)?
• Did you start with one person or external support?
would love to hear what actually triggered the shift for you
Not looking for hot takes on whether AI will replace us. More interested in the practical reality of people who've actually integrated it into their day-to-day.
Specifically curious about: which part of the ID process it's genuinely useful for (research? stakeholder communication? storyboarding?), which tools you're using beyond Claude, and where you've tried it and quietly gone back to doing it yourself.
Would love to hear from people doing real workplace training work, not just content creation.