Companies that still perceive L&D as a purely supportive function – important but not business-critical – are missing out on real sales opportunities. The competitiveness and success of a company depend crucially on the competence, motivation and commitment of its employees.
Strategically implemented further training measures can therefore become a real monetary turnover booster. They not only increase the productivity of the workforce, but also make a measurable contribution to competitiveness.
In times of digital transformation, remote work, skills shortages and growing complexity, a new way of learning is required. One that delivers business impact.
Welcome to the era of Corporate Learning 2.0.
Interesting: A study by Bersin by Deloitte found that high-performing learning organizations are 92% more likely to develop innovative ideas, 46% more likely to be first to market, 58% better prepared for future demand and have 37% higher employee productivity.
Why further training is worth hard cash
Learning is no longer just icing on the cake, but part of the recipe for business success. Those who invest wisely in further training today are not acting out of kindness, but out of calculation: well-trained teams work more efficiently, make fewer mistakes and ensure more satisfied customers. And this can be proven in black and white.
5 levers with which L&D specifically drives sales:
- Scalable training for sales and service: better trained salespeople = more deals, less turnover in the sales team
- Accelerated onboarding: New employees become productive more quickly = cost savings
- Reduced error rate in customer contact: Fewer queries, better customer loyalty
- Targeted leadership programs: Stronger leadership = more clarity, less friction, higher performance
- Use of AI in L&D processes: Personalize learning opportunities, analyse content in real time, predict behaviour
The biggest weakness of many training courses: Success is not made measurable
If you only talk about learning content and satisfaction surveys, you forget the essentials: the monetary benefits for the company. The L&D department needs to move away from reporting on participation and towards real key figures.
The key question is: “What impact does the training have and what contribution does it make to the corporate strategy?”
How to measure the business impact of your learning measures
Whether HR, personnel managers, CEOs or corporate learning teams, the same applies to everyone: Anyone responsible for L&D today must think systematically and argue based on key figures.
1. Synchronize goals with business units
- Sales needs more turnover? Then that is also the goal of your training.
- Customer support struggles with errors? Then measure their reduction.
- Staff turnover is too high? Then check how well your personnel development is working.
2. Define clear KPIs
- Time-to-productivity in onboarding
- Conversion rate change
- Number of certificates according to learning path X
- Time until new team members are ready to provide expertise
Sales that sells. Right from the start.
With hiveQ, you can train your sales team digitally, efficiently and measurably – for more deals and shorter ramp-up times.
Making an impact instead of fizzling out: How learning projects achieve their goal
Even ambitious learning programs do not always achieve the impact that would be possible – often because key success factors do not yet interact optimally:
- Training is not consistently geared towards concrete business results
- Content remains theoretical and is difficult to apply in everyday life
- Managers are not actively involved in the learning process
- Budgets are not used effectively
- Tools are technically mature, but not intuitive to use
But this is precisely where the opportunity lies: well thought-out learning journeys, interactive formats and virtual, collaborative learning spaces create real learning experiences. Practical, effective and future-oriented.
This turns learning into a driver for sustainable change.
Certificates, bonus systems & co: How to visibly reward learning
Certificates and bonuses linked to learning objectives are a powerful way of increasing the relevance of L&D internally. These instruments increase motivation and show in job advertisements how corporate learning is practiced in your company. This creates a competitive advantage on the job market.
Best practice: How to get the most out of your L&D budget
Do you want to create added value and use your budget efficiently at the same time? Then concentrate on:
- Modular, scalable learning formats such as microlearning or e-learning
- Interactive tools with feedback mechanisms
- AI-supported analyses that identify weaknesses and potential
- Linking learning & development with team performance goals
Build a smart learning architecture that integrates seamlessly into everyday working life, e.g. as a “learning-in-the-flow-of-work” solution.
Ready for the next step?
Ready for the next step? We will be happy to show you how you can achieve your goals with IM|S solutions.
