You Ran a Training Programme. But Did It Actually Work? Enter Kirkpatrick.

We’ve all been there.

The course is live, the feedback forms are glowing (“Great digital learning course!” “Loved the game!”), and the LMS says 97% of people completed it.

But did anyone actually change their behaviour? Did it solve the problem it was meant to fix? Did it move the needle?

That’s where Kirkpatrick’s Four Levels of Evaluation comes in.

It’s not just a model. It’s the microscope we use to zoom in on learning impact, whether your L&D strategy is aligned with business results.

What Is Kirkpatrick’s Four Levels of Evaluation?

First developed by Dr. Donald Kirkpatrick in the 1950s, this model has become the gold standard for evaluating training effectiveness. It’s built around four distinct levels of impact, from gut reaction to bottom-line results:

1. Reaction – How did learners feel about the training? (Did they like it?)

2. Learning – What did they actually learn? (Did their knowledge or skills improve?)

3. Behaviour – Are they applying what they learned on the job? (Did anything change?)

4. Results – What business impact did it have? (Did it deliver measurable outcomes?)

   
   

Each level builds on the last, like a chain of evidence that links learning interventions to real-world success.

Why This Matters: Because Engagement ≠ Effectiveness

It’s easy to get distracted by surface metrics: completion rates, happy sheets, clicks. But if we stop there, we’re only seeing the tip of the iceberg.

Kirkpatrick pushes us to go deeper. The real value of training isn’t in the content, it’s in the change.

Here’s what businesses gain when they use Kirkpatrick properly:

• Clarity – You know what worked and what didn’t.

• ROI Insight – You can connect training to measurable outcomes like sales, productivity or compliance rates.

• Credibility – You can talk to the C-suite in their language, using data, not just anecdotes.

• Continuous improvement – You get the insight needed to evolve, iterate, and improve.

  
  

In short, Kirkpatrick lets you prove that your digital learning solutions are making a difference.

How to Use Kirkpatrick’s Model

You don’t need a PhD in learning science to use this model effectively. Here’s how to break it down and apply it practically across your L&D ecosystem:

Level 1: Reaction

Did people like the training?

Ask:

• Was the content relevant?

• Was the delivery engaging?

• Would they recommend it?

Use: Surveys, polls, NPS scores, post-session feedback.

Tip: Make your questions about usefulness, not just enjoyment.

Level 2: Learning

Did they actually learn something new?

Ask:

• Can they explain new concepts?

• Can they perform new skills?

Use: Pre/post quizzes, case studies, practical assessments, simulations.

Tip: Align assessments with Bloom’s Taxonomy for measurable outcomes.

Level 3: Behaviour

Are they doing anything differently at work?

Ask:

• Are they applying what they learned?

• Have habits or processes changed?

Use: On-the-job observation, manager feedback, follow-up interviews, self-assessments.

Tip: Measure at least 30-60 days post-training to see real-world impact.

Level 4: Results

Did the training move the needle?

Ask:

• Are we seeing fewer safety incidents?

• Have sales or efficiency improved?

• Are compliance rates up?

Use: Business KPIs, performance dashboards, ROI analysis.

Tip: Partner with other departments to gather meaningful data.

How Popcorn Uses Kirkpatrick (So You Don’t Have To Do It Alone)

At Popcorn Learning Agency, we embed Kirkpatrick thinking into every project. It’s baked into our instructional design services, custom eLearning content, and learning impact evaluation from day one.

Here’s what that looks like in practice:

• We help define what “success” looks like at every level before development even begins.

• We build assessments, feedback loops and analytics tools aligned to your desired outcomes.

• We offer training needs analysis and ongoing evaluation services so you can see what’s working and what to improve.

  
  

The result? Digital learning solutions that don’t just look good. They deliver. They prove their worth. And they keep improving.

Final Thoughts: Don’t Just Train. Transform.

If your training ends when learners close their laptops, you’re missing the magic. Kirkpatrick’s Four Levels is your blueprint for L&D that transforms.

Because the only thing better than a learner who enjoyed your course… is one who changed the way they work because of it.

Want to measure the real impact of your training programmes? Let Popcorn show you how Kirkpatrick’s model can be applied to your next digital learning project. Follow us on LinkedIn for more from Popcorn’s Next Top (Learning) Model.