Evaluating the effectiveness of interpersonal skills training programs has become a pressing concern for organizations seeking to boost their overall performance. Employee training initiatives are widespread, but quantifying the return on investment and the real impact of these programs remains a challenge. To address these concerns, The TRACOM® Group conducted an extensive research study involving over 500 recent graduates of interpersonal skills training programs, with a focus on understanding their training experiences and the subsequent impact of this training in their workplaces.
The research study aimed to answer essential questions that organizations commonly grapple with, such as whether employees have been adequately equipped with the tools to address workplace productivity issues, if developmental activities align with business priorities, which interpersonal skills model is favored by both training professionals and participants, whether the impact of training investments has been assessed, and if there is room for greater success in training and development efforts.
The research began by examining participants’ perceptions of the interpersonal challenges faced in the workplace. The survey probed specific negative situations that could arise, such as workplace conflicts, communication breakdowns, diminished morale, and relationship difficulties attributed to differences in behavioral or personal styles. Notably, the majority of respondents had encountered these issues, with over 85% reporting conflicts and communication problems and nearly 60% affirming that performance was negatively impacted by personal style differences.
However, the most significant takeaway from this data is the strong belief among participants that understanding and applying SOCIAL STYLE® would significantly enhance the workplace. In fact, those who believed that performance would improve through applying SOCIAL STYLE® greatly outnumbered those who held a contrary view, emphasizing the perceived benefits of this interpersonal skills model in addressing workplace challenges.
The study also explored participants’ preferred training model. While the survey indicated that respondents had recently participated in a SOCIAL STYLE® training program, most had previous experience with personal development assessments like the Myers-Briggs Type Indicator and DiSC. Over 90% of those surveyed found SOCIAL STYLE® to be “easier to understand and use.” Moreover, an 80% majority felt that having a multi-rater profile with “self” and “other” scores made them “more aware of challenges and opportunities that would not have otherwise been considered,” a unique feature of SOCIAL STYLE® among leading assessment models.
Furthermore, the research corroborates previous findings, emphasizing the importance of interpersonal skills in a wide array of work-related tasks. Over 98% of participants recognized the significance of interpersonal skills in communicating effectively, building and maintaining co-worker relationships, managing conflicts, and retaining valued employees, affirming the enduring importance of these skills in the workplace.