It seems obvious that a company should have a clear idea of what they want to achieve and how they are going to measure results before undertaking any coaching programme, does it not? And yet in a recent Accenture study:

• 70 percent of executives said they never or rarely measure the impact of HR or training initiatives on innovation; and
• Nearly 60 percent never or rarely measure their effect on employee turnover or employee satisfaction.

Some training managers are clearly making expensive gambles on “nice ideas” and then not even trying to measure their impact on company results. Accurately measuring the effect of coaching investment on business success is not easy, however even the intention to determine the ROI and ROE of specific training programs can be enlightening for an organisation. When you consider that recent data indicated that every 1 percent improvement in employee engagement boosts customer satisfaction by 0.5 percent you can see how important this is.