Today law firms are challenged by remote work, difficulty acquiring new clients, and recruiting the best talent. That is why training your associates quickly and effectively is more crucial than ever. Not to be stuck in the past with an outdated approach, you need to re-evaluate your training program frequently.
In this blog post, we share the top five methods with which you can evaluate your current training program for transactional associates.
Transactional associate satisfaction.
Surveying your transactional associates is one of the most fruitful ways to evaluate your training program. It will determine your learners’ opinions on the educational material, program delivery, feedback, and more. Creating an effective survey, however, can be tricky. First, you need to establish the goals of your evaluation. What do you want to evaluate for, and why? Naturally, the goals of your evaluation should tie to your training objectives. For example, if the focus of your training program was increased engagement, you may want to determine your Net Promoter Score (NPS) or evaluate how organized your instructors were.
Second, you should improve the user-friendliness of your survey to maintain a high quality of survey responses and completion rate. You can achieve this by defining the best number of questions, formulating them in a clear and unbiased way, organizing them in a logical order, and even running a pilot test with a small sample group for further optimization.
This method of evaluation works for task-oriented training programs that have scheduled deadlines and elements of self-learning. If your current training program doesn't allow you to track its completion along the way, it is time for you to start. Ideally, your training program should be broken into different topics with the appropriate learning materials and various forms of assessments. By tracking whether your associates are reading their materials on time, completing assessments on time and/or within the allotted time, you can gauge various aspects such as learner engagement, material relevancy, program structure, and more. Missed assessments in one unit can signify that the specific learning material wasn't exciting enough or that the assessment itself does not accurately reflect the topic taught.
A training program is useless if your associates don’t know how to apply what they’ve learned to real assignments. The best training programs simulate real work experience and allow associates to employ their new knowledge in a more safe, controlled environment. You can achieve this by using mock transactions from actual deals to gauge how well your associates apply legal principles and concepts to real-world scenarios. Furthermore, you can incorporate questions focused on specific learning applications into your follow-up surveys. For example, try to reassess the usefulness of the training module after they complete a real assignment on the same subject. The survey for your associates’ supervisors can also be helpful to gain another perspective on the effectiveness of the training.
It goes without saying that if your associates can't remember and apply what they've learned from their training, your program probably needs a few changes. You can evaluate your employee's learning retention by regularly assessing them on the key takeaways or learning concepts from their training. These assessments can take the form of short multiple choice quizzes, and ideally should be bite-sized so they have minimal disruption to your associates' workflows. If you discover that your training retention is low, even on topics where the assessments were completed with good scores, the issue may lie with the relevance of your content or the structure of your training.
Common metrics to evaluate job performance can include hours billed, client satisfaction, quality of work, associate retention, percentage of promotions, and NPS. The most crucial aspect of measuring job performance is that the metrics you choose on can be consistently measured, over and over again. By using data-driven analytics, you can tangibly link your training program to your business results. Once you have a clear insight into the overall and individual performance of associates, you can determine what aspects of your training program need improvement.
How can we help with your training program?
Firms such as K&L Gates, Orrick, Herrington & Sutcliffe, Barnes & Thornburg, and Haynes & Boone turn to AltaClaro for the most effective training programs on the market.
Our online boot camps help lawyers leverage technology and learn practical legal skills in a hybrid format through mock transactions and live feedback sessions with seasoned practitioners. From Fundamentals of M&A Transactions and Corporate Transactions to Capital Markets, our course catalog spans beginner to intermediate level classes. Our state-of-the-art learning technology platform also helps you measure and track training engagement and performance so you can see exactly how your training is driving better results for your employees as well as your ROI.
Schedule a free 30-minute consultation with one of our experts and learn how you can optimize the return on your training initiatives.