7 September 2026
Training ROI Reality Check
You measure motion, not movement. You have numbers: hours, completions, launches. What's missing is the line from activity to capability. The next step is picking a handful of skills that matter and tracking whether they verifiably grow.
What your answers say
You can reconstruct the numbers with effort; they're not at hand when decisions get made.
What good looks likeCost per learner and seat usage are known, current and quoted.
Success is measured by completions and applause, if at all.
What good looks likePrograms are judged on verified skill and behavior change.
Some learning lands, mostly where timing happens to align with real work.
What good looks likeLearning is timed to real work and checked on the job.
Reporting happens but leans on activity metrics the business discounts.
What good looks likeA regular exec readout ties learning to outcomes.
Where to start
Three moves, ordered by impact, drawn from your three lowest-scoring dimensions.
Retire the smile sheet
Pick your top three programs and replace satisfaction scores with one before/after skill check each. Small, verifiable, repeatable.
Get a cost-per-learner number
Take one quarter's spend and divide by active learners (not licensed seats). Publish it internally. The number will be uncomfortable; that's the point.
Tie learning to this week's work
Shrink the format: 10-minute lessons matched to what's on someone's calendar beat 3-hour courses matched to nothing. Timing is the transfer hack.
Shaded zone: where typical mid-market organizations land on this assessment (illustrative, based on aggregate self-assessment patterns). The marker is you.
Your answers, question by question
One thing. Today. For you.
Omie closes gaps like these with one 10-minute lesson a day per person, picked by AI, tuned to role and goals, verified as skills grow.