Why Corporate Learning Services Need a Performance-First Approach
                     Why Corporate 
Learning Services 
Need a 
Performance-
First Approach
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Introduction
According to 360Learning and industry research data, nearly 75% of CEOs say lacking skills are 
their biggest hurdle to growth, yet only 42% of companies see increased profits from learning 
investment. 
Imagine Sarah is the founder of a corporate company, and for the first time she invested in 
professional corporate learning services for her team. Now, her ultimate goal is to improve 
performance where the untrained team was failing to perform. If, after 3 months, she analyses 
the data on the LMS and finds no business metric but only outcomes. 
In this case, Sarah will not be able to detect ROI, which was her primary goal. To avoid such a 
scenario in your workplace, you need a performance-first corporate learning solution. 
These services provide organisations with corporate learning solutions to train their workforce. 
The entire program includes a hosting platform and expertise to develop employee skills, 
knowledge, and performance at scale. The team of experts covers what is delivered, such as 
content, and how it is delivered, such as instructional design, digital facilitation, measurement, 
and engaging infrastructure. 
The need for a different 
approach in programs
1.Activity is the primary metric
Certain metrics that dominate the measurement aspect of 
corporate learning solutions are completion rates, hours of 
training, learner satisfaction scores, and assessment pass 
rates. They confirm training happened. And that is why a 
training program needs a performance-first approach that 
detects what learners have achieved and where they can 
perform after training.
 
2.It’s a business decision, not training
The development of a performance-first program begins 
differently than a standard one. First, the expert or 
learning provider identifies what business problem is 
costing the organisation, such as low sales conversions or 
a new manager underperforming. Corporate learning 
services are then designed specifically to address this 
issue, to eliminate resource wastage and improve 
performance. 
1.Learner satisfaction is a design input
Many leaders see the learner satisfaction rate as 4.3 out of 5 and believe the program is 
working for skill development, even though these scores are based on favorability rather 
than helpfulness. It does not prove anything about what employees can do differently after 
training. The corporate learning solutions with performance priority use satisfaction scores 
as design input to improve quality and focus on the business case for outcome metrics. 
2.Need for a different system build
When an organisation hires a capable training provider, their corporate learning services are 
designed differently with a performance priority. They build a measurement system before 
the development of content even begins. So, by the time leadership asks for evidence of 
ROI, the team would have baseline data from before training and the newest data to 
compare and create a report that gives a clear picture of improved areas and ROI. 
3.L&D functions that speak business
Every organisation has its own learning and development functions, but not every one of 
them knows how to leverage them for business enhancement. L&D that delivers business 
results rather than just running courses is more sought to be included in meetings before the 
leaders even decide what training they want to improve performance. This repositioning 
determines whether L&D will be funded, expanded, treated as an afterthought, or cut when 
the budget is tight. 
Conclusion
When a company invests in corporate 
learning services to develop its 
workforce, leaders often do not see 
visible results because the program was 
initially designed for content delivery 
rather than to improve performance. But 
if the corporate learning solutions are 
developed with a performance-first 
approach, the employees can easily focus 
on the primary goal. 
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