How do you measure success in VR training?

1 Learning objectives

Before you start designing or delivering any VR training, you need to have clear and specific learning objectives. These are the statements that describe what the learners should be able to do, know, or feel after completing the training. Learning objectives help you align your VR content, interactions, and assessments with the desired outcomes, and also provide a basis for measuring success. You can use different frameworks, such as Bloom's taxonomy or SMART criteria, to write effective learning objectives for your VR training.

2 Learning outcomes

Learning outcomes are the observable and measurable results of the learning process. They indicate how well the learners have achieved the learning objectives, and how much they have improved their knowledge, skills, or attitudes. Learning outcomes can be measured using different methods, such as quizzes, surveys, interviews, or observations. You can use both formative and summative assessments to collect data on learning outcomes at different stages of the VR training. Formative assessments provide feedback and guidance during the learning process, while summative assessments evaluate the final performance and achievement.

3 Engagement and satisfaction

Engagement and satisfaction are two important indicators of how much the learners enjoyed and valued the VR training. Engagement refers to the degree of attention, interest, and involvement that the learners show during the training. Satisfaction refers to the degree of positive feelings and attitudes that the learners have after the training. Engagement and satisfaction can be measured using different methods, such as eye tracking, heart rate, facial expressions, or self-reports. You can use these data to understand how the learners reacted to the VR content, interactions, and environment, and how to improve their motivation and retention.

4 Behavior change and impact

Behavior change and impact are the ultimate goals of any VR training. They refer to the extent to which the learners apply what they have learned to their real-world situations, and how this affects their performance, productivity, or well-being. Behavior change and impact can be measured using different methods, such as performance indicators, feedback, or case studies. You can use these data to evaluate how the VR training has influenced the learners' actions, decisions, or outcomes, and how to demonstrate the return on investment (ROI) of your VR training.

5 Data analysis and reporting

Data analysis and reporting are the processes of organizing, interpreting, and communicating the data that you have collected from the VR training. Data analysis and reporting help you identify the strengths and weaknesses of your VR training, and provide insights and recommendations for improvement. You can use different tools, such as spreadsheets, dashboards, or visualizations, to analyze and report the data. You can also use different frameworks, such as Kirkpatrick's four levels or Phillips' five levels, to structure and present your data in a meaningful way.

6 Continuous improvement

Continuous improvement is the principle of using the data and feedback that you have gathered from the VR training to refine and enhance your design and delivery. Continuous improvement helps you ensure that your VR training is relevant, effective, and engaging for your learners, and that it meets your learning objectives and outcomes. You can use different methods, such as pilot testing, user testing, or A/B testing, to experiment and iterate your VR training. You can also use different strategies, such as agile, lean, or design thinking, to foster a culture of innovation and collaboration in your VR training.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?