Everyone says learning should “tie to outcomes.”
But when you try to measure it? The wheels fall off.
You chase completion rates.
You run surveys.
You pray for positive feedback.
But the exec team still asks:
“What did we get from this?”
It’s not a data problem. It’s a design problem.
Most L&D efforts are built around content, not capability.
So even if learners are engaged, you’re still left guessing:
Did it change behaviour?
Did it boost performance?
Did it reduce attrition or risk?
Without linking learning to a defined set of skills, there’s nothing measurable to track.
This disconnect is why L&D gets deprioritised in budget reviews.
It’s also why your team is stuck explaining outcomes retroactively—after the moment has passed.
Your people know what’s coming:
“What’s the ROI of this learning programme?”
“Can we see how it’s impacting the business?”
“Can you prove this training was worth the cost?”
Cue the late nights pulling stats that don’t tell the full story.
Cue the dashboards that show usage, but not progress.
Cue the creeping feeling that your work isn’t being recognised—even when learners love it.
This isn’t just frustrating.
It’s unsustainable.
Your team is tired of being accountable for results without the tools or structure to deliver them.
Here’s what it’s costing businesses:
$2.4 million lost per year, on average, due to poor skills visibility
→ Talbit Report
70% of business leaders say skills gaps directly impact performance
→ Springboard, 2024
59% of employees say their training isn’t relevant to their actual job
→ Degreed, 2023 State of Skills Report
If your learning isn’t measured by what people can now do—it’s just noise.
Imagine flipping the model.
You define the skill.
You tie it to a role.
Then you design learning to build that skill—and track it over time.
Now:
L&D is focused and relevant
Employees can see the why behind their development
Leaders can connect capability growth to business needs
Suddenly, “learning outcomes” become real outcomes.
Less reporting. More evidence.
You don’t need more dashboards—you need the right data.
Modern platforms can:
Map skills to roles across your organisation
Track individual growth across critical capabilities
Surface readiness gaps before they impact performance
Show the ROI of L&D at a team or business level
With the right taxonomy and systems, L&D becomes a strategic function—not just a cost centre.
Your white paper, your new hire onboarding, your leadership programme—none of it matters if it’s not moving the needle.
You don’t just need more content.
You need a clear way to show that what people learn actually builds the skills they need to perform.
We’ve created a step-by-step guide to help you:
✅ Build a performance-aligned skills taxonomy
✅ Map development to business impact
✅ Track progress over time with the right tech
✅ Prove L&D ROI without burning your team out