Practice Example: How to use Feedback for further trainings

Practice Example
How to use FEEDBACK
for further training

03/31/2020 / Employee Insights / #EmployeeInsights / #EmployeeExperience / #EmployeeFeedback / #Innovation / Nicole Schnetzer

A short example of how feedback helps to measure and develop further training efficiently.

Training and further education are offered to employees in all larger companies. How can an organization measure which training courses empower employees and advance the company? We show you how you can optimize company-wide learning with employee feedback.

At the beginning of his career: Ben wants to learn!

Ben has been with SECURE as a Junior Pricing Manager for six months. So far, he has been delighted with his job and employer. To optimize the exchange with the Business Intelligence (BI) team, he would like to receive further training in BI. He discovers a suitable online training on the intranet. He talks to his manager, who recognizes the need. Ben signs up for the BI course, which includes three modules. He is very much looking forward to the class, after which he can participate more actively in the BI sessions.

After completing modules 1, 2, and 3…

…he will receive an email with a feedback link to answer the following questions:

  1. How well did the module meet your expectations?
  2. How understandable was the instructor able to convey the module content?
  3. How well has the instructor managed to clarify the practical relevance?

Ben thinks that the first two modules are great. He finds the third somewhat dull and irrelevant. He shares his experience with the company via employee feedback.

Ben has developed competencies

Ben was able to put some of the course into practice. He has a good overview of the BI area now and can participate in discussions with the BI team actively.

After three months,…

…Ben receives a final survey on his BI training with four questions that he would be happy to answer:

  1. Have your expectations for the course been met overall?
  2. How well can you put your learnings from the course into your day-to-day work?
  3. How do you assess your personal growth in learning?
  4. How likely is it that you will recommend this course to colleagues?

Insights become optimizations

The training managers

have access to real-time feedback from all course participants. They check how well the learning content has been conveyed and whether it meets the expectations of the course participants.

Findings: The training managers realize that there is optimization potential in module 3. They discuss it in their team and re-create the module.

Ben’s manager and the HR

get insights into the results of the final feedback. They are interested in how well the course enables employees to achieve their corporate and their own career goals. Also, they know if this particular training shall be taken place in the future.

Findings: HR now knows that the BI course supports the participants in their day-to-day work and creates enthusiasm.

The superior of Ben confirms that Ben can achieve the team goals even better with his newly acquired BI skills. He also knows that Ben is satisfied with his career development in the company.

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By Nicole Schnetzer

I am Head of Marketing with a recently discovered passion for the Pokémon card game:-).