How do you include feedback in your training resources?

Including feedback in training resources is essential for reinforcing learning and guiding improvement. Embed formative feedback mechanisms throughout the training material, such as interactive quizzes or simulations that provide instant responses to learners' actions. Use clear, constructive language that focuses on specific actions learners can take to improve. In digital resources, incorporate feedback loops that allow learners to reflect on their progress, identify areas for improvement, and set personal goals. Offer opportunities for peer feedback through forums or group projects, facilitating a collaborative learning environment. Schedule regular check-ins or virtual office hours where learners can seek personalized feedback.

In choosing the right feedback tool, I've also found that I need to consider the feedback culture that already exists in an organization. I once worked for a company that was big into surveys and people were used to seeing results from the surveys. I then went to a new company where the culture was more discussion based. When thinking about how people like to consume the feedback, it's important to resonate with the consumers of the data as they are used to consuming it.

The lesson gets a quiz with closed/multiple choice questions, or I create a separate test for larger content, depending on the situation and needs. The last two questions are open-ended, so the trainee can ask further questions about the revised content and give me feedback on what I can do 10% better in the future. This way, I can assess how well the material was understood, identify areas that require additional attention, and determine what can be improved for next time.

Sélectionnez les outils adaptés à votre programme de formation, tels que les sondages, les évaluations par les pairs ou les entretiens. Le choix dépend de l’objectif, du contenu et du moment. Par exemple, utilisez des quiz pour évaluer les compétences ou des groupes de discussion pour recueillir des perceptions qualitatives. L’adéquation de l’outil est essentielle pour obtenir des retours pertinents et exploitables.

When it comes to choosing the right feedback tools, you can't underestimate the importance of being sure to "measure what you treasure." In other words, if you want / need numerical data, then don't set up interviews or ask open-ended questions.

Including feedback is a crucial aspect which determines how eager are you to improve your training programs - Use mid-program feedback tools like Quizziz, Mentimeter - Use End-program feedback tools like Survey Monkey, google forms. - Design the correct set of questions, try avoiding open-ended questions - Ensure you collect all the feedback before everyone leaves the session. - Analyze the data, identify the trends, set up interview calls with respective stakeholders to identify improvement areas. - Assign a date to your improvement areas & work on them. - Keep looking for constructive feedback

Formulez des questions spécifiques et mesurables, alignées sur vos objectifs de formation. Des questions claires et bien ciblées, telles que "Quelles compétences avez-vous acquises ?", donnent des réponses plus utiles que des questions vagues. Une conception réfléchie permet d’obtenir des informations précises qui guideront vos améliorations.

In addition to the guidelines provided here, another cardinal "rule" in question design is to avoid double-barreled items (in other words, questions that are actually asking about two different topics). For example, the question shared in the description for this step. "How satisfied are you with the content, delivery, and format of the training?" is actually asking about three different aspects of the training. This could be confusing and / or overwhelming for the respondents.

Recueillez les commentaires de manière éthique et respectueuse, en tenant compte des préférences des apprenants (en ligne ou hors ligne). Informez-les des objectifs et de la confidentialité des données pour garantir leur coopération. Assurez-vous de collecter des données suffisantes pour une analyse fiable et des conclusions pertinentes.

When it comes to collecting feedback data, my approach is: "Better too much than not enough." As such, I collect multiple types of data (observations, surveys, etc.) before, during, and after each session / program. I might not end up what I collect, but I should have plenty of useful information.

Utilisez des outils d’analyse appropriés pour identifier des tendances ou des lacunes dans les retours. Méthodes quantitatives (statistiques, graphiques) ou qualitatives (codage, analyse thématique) permettent d’extraire des informations significatives. Comparez ces résultats avec les objectifs initiaux de la formation pour évaluer son efficacité.

Communiquez les résultats de manière concise et claire à toutes les parties prenantes via des rapports ou des présentations. Mettez en avant les conclusions clés et proposez des recommandations concrètes. Utilisez des outils comme des analyses SWOT pour contextualiser vos résultats et planifier des actions d’amélioration.

Les retours doivent conduire à des actions concrètes. Identifiez les domaines nécessitant des améliorations et adaptez vos méthodes de formation, outils ou contenus. Créez un cycle d’apprentissage continu pour affiner vos programmes et optimiser l’expérience des apprenants.

To me important is, that the feedback is used and taken seriously for future improvements. If a trainer is not willing to improve the own performance, the training concept or even methods, feedback is useless. As a manager I’m asking my team after each training: what are your personal learnings? What would you like to adapt and how?

Il est toujours utile de partager des expériences concrètes ou des idées pratiques issues des retours d’expérience pour enrichir les discussions et améliorer continuellement le processus de formation.