If you’re in charge of training, enablement, or just sick of seeing the same mistakes on your team, you already know that not all training works. Sometimes people just click through slides. Other times, the problem isn’t the content—it’s that folks aren’t even using it. This guide is for anyone who wants to cut through the noise and use Allego’s analytics to actually find (and fix) the real gaps in how your team learns.
No fluff. No dashboards for the sake of dashboards. Just honest tactics that help you figure out what’s broken, what’s working, and where to focus your energy.
1. Get Clear on What You’re Trying to Fix
Before you fire up Allego, figure out what “training gap” actually means for your team. Are you seeing:
- Reps missing key product info?
- New hires taking too long to ramp up?
- Compliance modules getting skipped?
- Managers saying “they just don’t get it”?
Write down the specific skill, knowledge, or behavior you think is missing. If you start with “everyone needs to get better at everything,” you’ll drown in data and fix nothing.
Pro tip: Talk to a few frontline folks. Ask, “What’s one thing you wish you understood better?” You’ll get better direction than any report.
2. Get Familiar With Allego Analytics (But Don’t Get Lost in the Shiny Stuff)
Allego comes with a bunch of dashboards: usage, engagement, completions, assessments, even AI-driven insights. Here’s what’s actually useful when you’re hunting for training gaps:
- Content engagement: Who’s watching or reading what? Are certain modules getting ignored?
- Assessment scores: Where are people bombing quizzes or knowledge checks? (Ignore the ones everyone aces—those aren’t your problem.)
- Completion rates: Are people dropping off halfway? Is it always the same group?
- Time to completion: Are people rushing through or taking forever?
- Peer feedback: When available, see where peers flag confusion or ask repeat questions.
What to ignore: Vanity stats like “total hours spent learning” or “number of logins.” They don’t tell you if anyone actually learned anything.
3. Pull the Data: Start Narrow, Not Wide
Don’t try to analyze everything at once. Pick one training or team to focus on. For example:
- Just look at the new product rollout module.
- Or drill into onboarding for new sales hires.
- Or see how support reps are handling a tricky compliance topic.
How to do it:
- Go to the Analytics dashboard.
- Filter by group, course, or date range that matches your focus area.
- Export the data if you want to play with it in Excel or Google Sheets. Sometimes you need to see trends that the built-in dashboards don’t show.
What to look for:
- Drop-offs: Where do people stop engaging?
- Low scores: Which questions or topics trip people up?
- Patterns: Is it always the same people, or does everyone struggle with the same thing?
If you can’t see these patterns easily, don’t be afraid to ask your Allego admin for access to raw data. Sometimes the most useful stuff is buried.
4. Find the Real Gaps (Not Just the Obvious Ones)
It’s tempting to assume “low engagement = bad content” or “failed quiz = bad learner,” but the real world is messier.
Ask yourself:
- Are certain teams or roles always struggling? Maybe the material isn’t relevant to them.
- Do people start but never finish? It could be too long, boring, or poorly structured.
- Are the hardest questions actually the most important to the job? Or are they trick questions nobody cares about?
- Are people failing after a content update? You may have introduced confusion.
Look for:
- Repeated questions: If people keep asking the same thing, your training isn’t landing.
- Skipped sections: Maybe everyone ignores the “bonus” module because they don’t need it.
- Performance vs. training: If someone aces the training but still struggles on the job, analytics alone won’t solve it. Get feedback from managers or customers.
Pro tip: Don’t ignore outliers. One person bombing a quiz isn’t a training gap. Ten people? Now you have a pattern.
5. Talk to Real Humans (Yes, This is Part of Analytics)
Analytics can’t tell you everything. Once you spot a possible gap, go talk to a few people who struggled (or breezed through).
- Ask: “What tripped you up in this training?”
- Ask: “Did anything feel unclear or irrelevant?”
- Ask: “Did you actually use this info on the job?”
You’ll get more actionable feedback in five minutes of conversation than from another hour clicking through reports.
Warning: People sometimes say they understand when they don’t. If you can, watch them do the task or role-play a scenario. You’ll spot gaps they don’t even know they have.
6. Take Action: Adjust, Rinse, Repeat
Once you know where the gaps are, pick one to fix first. Don’t try to overhaul everything. Options include:
- Shorten or break up content if people are dropping off.
- Add real-world examples where folks get confused.
- Clarify tricky quiz questions or remove ones that don’t matter.
- Create quick reference guides for topics people forget.
- Add reminders or nudges for important but ignored modules.
After you make changes, go back to step 3. Pull the data again in a few weeks and see if things actually improved.
What to skip: Don’t make changes just to boost “completion rates.” Focus on what actually helps people do their jobs better.
7. Don’t Count on Analytics Alone
Allego’s analytics are powerful, but they’re not magic. They’ll show you patterns, but they won’t tell you why something isn’t working. You still need to:
- Listen to your team.
- See what actually happens on the job.
- Accept that sometimes the problem isn’t training—it’s a broken process, bad incentives, or something else entirely.
If you treat analytics as a tool, not an answer, you’ll actually help people get better at their jobs.
Keep It Simple and Iterate
Spotting training gaps with Allego isn’t about chasing every metric or building complicated dashboards. Pick one thing to improve, use the data to see what’s really happening, talk to your people, and make small, real changes. Then do it again.
You don’t need to be a data scientist. You just need to care about what actually helps your team. Start simple, stay skeptical, and don’t let the dashboards distract you from what matters.