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Put up-Coaching: How To Make The Most Of Your LMS Stories

What your LMS reports really “tell” you

In a 2020 survey, L&D experts cited learning analytics as the most important topic in on-the-job learning. That’s right, all of the metrics gathered in your LMS reports rank # 1 in what to focus on.

Whether you’re using an LMS or running your own spreadsheets, you are surrounded by data. However, to get the most of it – and your workout – you need to understand what metrics you’re tracking and how you can use them to make your workout as strong as possible.

Align your strategy with training KPIs

An effective learning program takes more than just rolling out training and hoping for the best. You need to put data at the heart of your strategy to make sure it aligns with your business goals and you get results. You can do this in just a few steps:

  1. Start by identifying the business goals.
    What do you want to achieve? For example, higher income? Improved Productivity? Fewer missed deadlines?
  2. Next, determine what type of training will help you achieve these goals.
    Sales training? Safety Compliance Courses? Soft skills training for speaking and solving interpersonal problems?
  3. Finally, create training KPIs to track your success.
    Once your training strategy is in place, set Key Performance Indicators (KPIs) to let you know if the training is producing results.

The most obvious signs of success can be measured outside of training, such as sales quotas or productivity gains. However, you can also gather a lot of useful information from the metrics reported by your LMS. If you look at the right metrics, you can see how your training is performing and if it is supporting your goals. It can even give you directions on how to do it more effectively.

So what data should you be looking at?

Essential training metrics to pull from your LMS reports

A good LMS can generate automatic and custom reports to help you get the information you need. Here are some of the most important metrics you can track from your LMS and what they tell you about your workout.

  • Graduation rates
    Look at these numbers to see who is finishing their education. This metric is especially important when it comes to compliance. When certain parts of the training are compulsory, you need to know that all of these sections are going through.
  • Participation rates
    This metric tracks how often people log in and how long they spend in each session. When learning at your own pace, this metric can help you track whether people are prioritizing training. Are people getting involved regularly and spending enough time to complete an activity or lesson? If the sessions get further and further apart or less time is spent on the content, learners can point out that their training has no value.
  • Employee feedback
    Get an idea of ​​what learners think of their training by including surveys during or after a class. Ask if they found the content valuable. Was it boring? Did you get it or did you find it confusing? Are there elements that you loved? Would others change them? This type of feedback helps you know if there are parts of your workout that just don’t work or that people find offensive.
  • Pass / Fail statistics
    Performance metrics tell you whether people are learning. Do they pass tests and quizzes? Are there areas where you generally do worse? If so, do you see any patterns in these areas? Tests and quizzes show you how well learners understand the content. They can also reveal gaps in the training content.
  • Follow-up examinations
    Set up your LMS so that assessments are carried out at appropriate intervals after a course in order to track the knowledge gained. If people don’t remember what they learned, they are unlikely to use the skills again at work. And that means the workout won’t have the effects on your goals that you hoped for. You can also check the transfer of skills by asking superiors and colleagues about their behavior on the job.

How to Use LMS Reports for Better Training

Once you’ve had reports on the key metrics, it’s time to look into them. The numbers alone won’t tell the whole story. You need to understand how to interpret them and then act.

Use your data analysis to understand if your training is successful and how you can increase training effectiveness. LMS reports can give you insight into what’s working and what’s not, and showing you how and where you can make improvements. For example, consider the following three indicators.

1. Learner engagement

Use LMS reports to understand how learners are interacting with the content – after all, the training will have no effect if people don’t participate.

  • Check out the completion rates
    If you notice employees lagging behind or failing to complete courses, set up automatic reminders to get them back on track. Check the metrics to see where you’re losing people’s attention. Where do people break off? Where do they spend less time than the average? Do you see lower numbers because the course is too difficult? Not engaged? Not valuable or repulsive? Identify these areas for review.
  • Check feedback from employees
    Review your post-workout surveys. Are there places that learners find a waste of time? Please revisit these sections. If these are the skills learners need, look for ways to make them more engaging. If they’re not necessary, consider cutting them. Make the lessons more dynamic or interactive. Add role play exercises where learners practice the skills through real life scenarios. Change the media to include videos and educational graphics.

2. Learner achievement

Graduation rates alone are not enough to understand performance. If you have a high graduation rate, will the skills actually transfer to the job? Or is it just a simple box to tick?

Taking a closer look at numbers that stand out can help you see what is working and where you can improve things.

  • Use your pass / fail rate metrics
    Notice where learners are not doing well on tests and focus on those areas for improvement. Need to add more information on topics that are consistently rated poorly? Can you offer more information? Do people get worse results in areas they spend less time on? How can you help strengthen the content there to give them a broader understanding?
  • Analyze follow-up evaluations
    Use these values ​​to measure how well people remember new knowledge. Compare their results with the tests they took during exercise. If the score drops between training and follow-up, consider adding reinforcement sessions. Add review lessons that need to be completed after the workout. Or, let learners revisit the content with refresher courses.

3. Alignment with business objectives

Understanding if and how students are progressing through your courses is the first step in ensuring that your training efforts are aligned with your business goals. You have strategically chosen courses that supported the goals you set. So you need to make sure that the training is doing what it is supposed to be doing.

  • Take a look at the follow-up surveys of managers and employees
    Gather feedback on how and where learners apply their knowledge on the job. If you don’t see any changes in behavior that affect your goals, take the courses again. Which skills are not transferred? Can you add lessons to cover these in more detail? Can you offer more interactive practices that help people become comfortable using the skills?
  • Review pass / fail metrics around competency competency
    Take a close look at employee performance in learning activities that require them to apply the newly learned skills. These are things like branching scenarios and task simulations. If the results aren’t enough, they won’t adopt the skills and behaviors that drive your goals forward. Review the lessons for these skills and consider adding additional training to deepen your understanding.
  • Check attendance rates
    These numbers can tell you which courses or lessons are the most popular. They show you what content the learners are looking for and tell you what questions they would like answered or what skills they would like to improve. Once you know what the learners want, you can plan your training strategy to align with what will help them achieve their goals.


Training metrics are an invaluable resource for aligning your training with your business goals. Automated LMS reports make the process easier for L&D experts.

A platform with the right capabilities can assemble critical metrics so they’re ready to go right out of the box. This valuable step saves you time and allows you to focus on what really matters: analyzing the data to create better training programs.


Easy to learn, easy to use, and easy to like, TalentLMS is designed to get a “yes” from everyone including C-level executives, budget officers, and busy employees. Instead of checking out, your entire organization is now leaning towards training.

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