Three Critical Ways to Use Evaluation Results

February 17, 2016

In this final update, Rob Berry, winner of the 2014 ATD VOS Don Kirkpatrick Scholarship, describes why his participation in our bronze certification program came at the perfect time for his organization, and how what he learned enabled him to establish effective processes and evaluation methods.

Read on to find out the three critical ways that his team used their results.

The past year has been an exciting time for me, my team, and my organization. Our Operations, Marketing, and Product Development teams have all launched major brand-focused and revenue-generating initiatives, and the Learning and Development team partnered with them on every project to ensure our franchised locations had the training resources necessary to be successful.


It was the perfect time for me to participate in the Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level.

These initiatives called for my team to design and develop learning programs to help Massage Envy employees achieve success in several key business metrics. Through the Kirkpatrick program, I learned how to have discussions with business partners that identified the true need for training, as well as all the milestones and indicators that would tell us how effective our training was. I helped my team set up processes and evaluation methods to measure the four levels and our successes and challenges at each level. We used these results in three critical ways:

1. First, we showed the links between adoption of our training programs in the field and the success of our learners, in the business metrics that our partners had identified. We communicated this to our business partners to show the value of our work, and to demonstrate how a well-engineered training program can help achieve tangible business results. By working with our business partners to identify clearly articulated goals for the training program, and using those goals as a guide throughout the design and development process, we increased our ability to provide a learning solution that was perfect for the job.

2. Second, we shared the results with our franchisees and regional developers. So much of our success as a franchise organization depends on the leadership of our franchisees, who own and operate their locations and are responsible for the majority of decisions when it comes to how they train their employees. Being able to link training to business results sent a powerful message to our franchise network, and we saw significant increases in training program completion as a result of this.

3. Third, and most importantly, we collected the feedback we received from our training audiences, and used it to improve our instructional design and development processes. We carefully measured the reaction to our training materials, and adjusted our methods based on their feedback and behavior. In some cases, this meant developing a series of job aids to support on-the-job performance instead of developing an elearning course. In others, we developed instructor-led training to be delivered by our regional training teams instead of creating a lengthy training manual. This shift towards a more learner-centric model, combined with support from our business partners and franchisees, led to a year of L&D successes and valuable lessons learned that we will continue to improve upon going forward.

Thanks to Jim, Wendy, and all the amazing people who champion the Kirkpatrick Model – it’s been an incredible year, and I’m excited for everything 2016 has to offer!

Rob Berry
Learning Design Manager
Massage Envy Franchising LLC

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Additional Resources

Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level

Training on Trial

Avoid Miscommunication and Scope Creep in Your Training Programs

5 Tips for Achieving Unprecedented Training Success

Using Infographics to Show the Value of Your Training

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