Agile feedback management in further education: 9 tips for team development and motivation

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Well-trained employees work happier and more motivated because the training reduces frustration in the workplace. It is important to invest here. 9 tips for the right one Further Training. Agile feedback management in further education: 9 tips for team development and motivation

Here writes for you:


Ulrich Beckmann UliBeckmannUlrich Beckmann is an expert for software-based employee feedback, customer feedback and market research.


Why is employee training so important?

Whether they are newbies without any experience or leaders who have been in the business for years Company are - you have to identify those of your employees who will benefit from training and professional development. And you need to make sure that your company benefits from investing in employee training. The following quote has come down to us from Henry Ford:

"The only thing worse than training and letting people go is not training and keeping them."

1. Implement a feedback culture

The fact is: employee training has a positive effect on the service profit chain, it leads to better performance, greater productivity, more loyal customers and higher profits. Training also mobilizes employees because they are empowered to understand their role and importance within the company. Because the right training also reduces worries about the workplace and thus satisfies employees' need for security.

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So there are many good reasons why you should proactively use the skills and feedback of your employees. There is a mountain of data that proves all of these effects across all industries. At the same time, feedback on the training courses enables you to optimize it and strengthen every single element of the service profit chain.

2. Use opportunities: Change brings competitive advantages

Another fact is: the world is changing rapidly. And the basic intent of any employee training is to create change from within so that the company can keep up with the competition.

You are worried that the failure of the above basic idea is predetermined, because it is in human nature to resist the change? That's not true. If you need proof of the opposite, then offer every coworker a rich salary increase and wait, how many are against it!

3. Explain instead of ordering

People accept change when they understand how it happens, why it has to happen, and what role they have been thinking about. Within a favorable working culture, your employees are always looking for ways to develop their full potential. They no longer have to explain to them the benefits of a training and to give the time to make the change to their cause.

But the development is an iterative process, and it should also be the training of employees: training, evaluating, adapting, training, evaluating, adapting. The shorter the feedback loop, the better. So keep your criteria short and simple. And get the feedback during the training process.

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4. Start instead of waiting

Do not give your employees feedback until the end of the training. An orchestra does not agree with its instruments until after the performance. And do not wait until the end of the training to find out what your employees think of the whole thing.

The expectations of modern employees are shaped by the speed and immediacy of ordering and receiving goods and services today or voicing opinions on social media. For Generation Y, feedback must be fast, constant and smooth. And it has to flow in both directions.

5. Just don't be too confrontational

For older generations, however, feedback is linked to confrontation. Employees of older age also want to know how they are doing, and they want their views to be heard. But they need a way to handle feedback without fear and fear.

For companies with multiple employee generations, it is recommended to give and collect feedback, but in smaller quantities and through less formal interactions. Instead of making feedback on a particular event at a particular time, you should treat it as a continuous process.

6. Use the main indicators of good employee training

They need a holistic, integrated approach in real-time to measure and enhance the performance, dedication and passion of employees. It is not just about how much per cent of the employees have taken part in a training course. You need a whole bundle of metrics to help you recognize and evaluate the effects of your training programs.

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To find out about the effectiveness of your employee training, you need to observe and measure four main indicators:

  1. Feedback from the trained,
  2. Learning performance,
  3. Changes in behavior and behavior
  4. Impact on business.

7. Measuring is decisive

For example, if your training does not prepare the employees for the reality, then you need to know. Your employees can provide you with appropriate feedback, so you have the opportunity to customize the training so that it is nearer to life.

If the training does not provide the learning results that you were hoping for, then it is time to examine individual learning objectives, the training program or the whole process.

If employees do well in the course, but do not use what they have learned later, this means that you have to motivate the employees better by explaining the benefits of the training and how to keep track of what has happened.

8. Review the strategy

If your business goals are not approaching after so many trainings, check how your employee programs are aligned with the company's strategic objectives. Training is useless if it does not produce the desired results.

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All these measurements and measures not only tell you whether your training is successful or not. You will also find out where and how you can continue with the employees.

9. Plan your actions properly

New skills and behaviors require strengthening, otherwise you will fade within weeks of training. If you want to achieve lasting effects, you need to regularly measure, evaluate, and derive action from basic indicators that will give your employees the attention and resources they need to make the most of their training.

Obtaining one's opinion and then ignoring it can be worse than not asking. So, if you ask employees to share their thoughts on the training program, then please always have a plan of action in mind:

  1. What do you do with the feedback you receive?
  2. How do you analyze the information? Link the data from the training with surveys to customer experience or sales figures to gain deeper insight?
  3. Whom do you report and what do you share? Do not forget to include trained employees.
  4. How do you decide what to do with your insights? Plan your answers right now to make later actions faster and easier.

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  1. Lisa Wolf

    Great contribution for leaders, thank you very much!

  2. Marilou

    Great contribution for those interested in eLearning

  3. Competencepartner

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  4. Thomas Eggert

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