REALTOR® Magazine Online: Evaluating Training Results

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Retaining Top Personnel
TRAINING

The Cost of Turnover

Orientation

Motivation

Coaching and Mentoring

Training

Goal Setting

Performance Assessment

Resignation and Termination

More Resources: Retaining Top Personnel

Code of Ethics: Retaining Top Personnel

Evaluating Training Results

Although offering training is itself a retention tool, the training is of limited value if it doesn’t improve sales performance. To see if training has long-term benefits:

Check performance statistics against course objectives. For example, if you hold a session on improving listing presentations, do listings increase?

TIP: To track long-term learning retention, be sure to check performance one month, three months, and six months after a session. If performance improves, but then drops off, consider holding a follow-up session to reinforce concepts.

Debrief individual students one month and three months after the session. Ask them to give examples of how they are using skills learned in a course.
Give students a self-test. Don’t grade it, but let students check their answers to help them assess what they’ve learned.

TIP: Extend the value of the training session by asking students to share their knowledge. Ask each to suggest an article, training tape, or resource that they have found useful in improving their knowledge of the topic.

Ask students to complete an evaluation form as a way to determine whether the coverage of the topics met their needs.

How to Develop a Training Program >

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