To effectively judge your training program, the first step is to collect training feedback in the right way to figure out to what extent your training is received and how it actually benefits workers in skill development, productivity, and retention. Because collecting training feedback for training is hard, let’s take a closer look at how we do it and make the best out of it!
What are the Challenges Facing Feedback of Training Program?
Is it difficult for your company to acquire employee feedback? Simply asking for honest input is unlikely to yield anything. What is the reason for this? Fear and futility are the two main reasons why employees don’t submit feedback to their bosses.
- Negative feedbacks do more harm than good: Employees may be afraid that if they submit critical feedback, they will be treated unfairly. Employees are concerned that if they express their true feelings, the leader receiving the feedback will take it personally. Employees fear being fired or not being considered for a promotion as a result.
- Their voices don’t matter: Employees believe that if they submit their honest input, nothing will change. They believe their voice or suggestion will be ignored or ineffective.
- Poorly constructed post-training surveys turn off workers: If your survey is difficult to access or navigate, learners will not participate or fully engage in the post-training review.
- Complicated inquiries or topics can often be off-putting: There’s a good possibility your learners won’t bother to react if they’re badly phrased, difficult, or demand a lot of effort to complete.
- Just a waste of time: Gathering learner feedback is a time-consuming activity. Distributing, collecting, and monitoring all the responses takes time if you’re manually handling your training feedback. Meanwhile, employees are working under pressure to survive through assigned deadlines. Therefore, asking them to give thoughtful and detailed feedback is evil.
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Importance of Employees’ Training Feedback
Your company’s training strategies must be both efficacious and well-received by all personnel. 3 factors illustrate how feedback from training sessions might benefit you.
Ensure that the goals are being met
The primary purpose of training is to guarantee that all employees have the necessary abilities to complete the job. Organizations can monitor whether training is accomplishing key training objectives by collecting feedback. Productivity, time management, and employee retention are examples of measures that can be improved by training.
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Make a list of areas where you can improve
One advantage of training feedback is that it can quickly indicate areas where additional training is needed. You’ll know what improvements to carry out to improve the effectiveness of your program if you collect feedback.
Demonstrate the purpose of training
Use the feedback you’ve gotten to show how valuable your training program is. Employee feedback on corporate training gives solid facts and proof that clearly shows how the program benefited employees. Individual learning is improved through training, and your total business improves as a result. It’s critical to assess how effective the training you’re providing is. That can be difficult, but with a deliberate approach, you can collect evidence that confirms your program’s genuine worth.
Methods to Collect Feedback from Employees
1. Surveys
The most prevalent method of gathering training feedback is through online surveys. Throughout your work, you’ve most likely completed a few feedback surveys. Because of its efficiency, surveys are common in large firms with a high number of employees. Although surveys are the most objective technique of gathering employee feedback, they are frequently the only option for large teams.
2. Apps and bots
With the emergence of AI, improved machine learning, and language processing, it is now possible to collect employee input in an automated manner. Chatbots, in particular, are becoming increasingly popular and used by businesses to communicate with their staff. Chatbots are designed to let employees engage with one another casually and naturally. On the one side, chatbots are a low-cost, scalable technology that does not demand management interaction. Chatbots, on the other hand, can be viewed as a band-aid option for leaders searching for a quick fix.
3. One-on-one
One-on-one interviews are the most personal method to communicate with employees, and they’ve always been that way. Employees and managers can connect in a quiet, concentrated environment. Employees can mention sensitive matters, challenges, or issues that they might not bring up in a group setting in this manner. Keep in mind that a one-on-one meeting may not be the greatest solution for quieter, more introverted staff.
Analyze Employees’ Training Feedback
1. Sort by emotion
Naturally, you will receive both favorable and bad feedback. The first step in assessing training feedback is to categorize it according to sentiment. This assists you in determining two things: what training content you should keep to do and what has to be addressed right away.
2. Sort the comments into groups and subgroups
After you’ve gathered employee input, you have to classify the muck and categorize the responses. Sort comments by concerns like culture, productivity, or process, for example. Sorting comments into subcategories is merely a method of organizing your thoughts and determining how to address each problem.
3. Make a summary of the findings and make a plan on how to improve them
You can start summarizing the results now that you’ve organized all of the employee comments. Summarize them in the most digestible way for your team, whether it’s a slick PowerPoint or a casual gathering. After the team has been briefed, it’s time to devise a strategy for dealing with employee feedback.
Conclusion
To summarize, together with training KPIs, training feedback is a must-have to measure online training effectiveness more quantitatively. The process of collecting employee feedback for training boils down to 2 basic stages: choose the method that is most appropriate for your company’s culture take all of the input and organize it in an easy-to-understand format then decide how you’ll respond to the input and put it to use in a way that benefits your company and everyone who works there. Given these valuable employee reviews, you must be able to accurately assess such feedback, generate precise and actionable insights from it, and do it promptly.
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