This survey-based study addressed a perceived gap between training performance evaluation practice and decision-making criteria required in business. Training professionals and non-training managers in North Carolina were surveyed. The study found that the groups differ in the performance measures that motivate them to act on training issues. Non-training managers preferred measurements of productivity, organizational climate, product quality, cost, and customer service reports. Training professionals preferred measures of opinions of the trainee's supervisor, end-of-training exam scores, progress/work performance reports, and opinions of the trainee. The study concluded that (1) training professionals and non-training managers react to different training performance measures; (2) training professionals are more likely to react to job/individual-level performance measures; (3) non-training managers are more likely to rely on organizational-level measures; (4) non-training managers are not primarily concerned with converting training benefits to dollar figures; (5) on-the-job tests and customer service reports are valued by both the training profession and business and industry; and (6) the low response suggests a potential lack of interest for the strategic position of the training function. (Contains 6 tables and 1 figure.)