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

Well-trained employees work happier and more motivated because the training takes away the frustration Workplace reduced. Here it applies invest. 9 tips for the right Further Training.

Why is employee training so important?

Whether they are newcomers with no experience or senior executives who have been with the company for years, you need to identify among your employees those who are in need of training and professional experience Further Training benefit. And you need to make sure your business is covered by the Investment in employee training. The following quote has been handed down from Henry Ford:

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

1. Implement a feedback culture

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The fact is: employee training act have a positive effect on the service profit chain, they lead to better Performance, greater productivity, more loyal customers and higher gewinnen. Training also mobilizes employees by empowering them to understand their role and Significance within the Company to understand. Because the right further training also reduces concerns about the workplace and thus satisfies the need for security among employees.

So there are many good reasons why you should have the skills and the Feedback its employees should use proactively. 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 them and strengthen every single element of the service profit chain.

2. Use opportunities: Change brings competitive advantages

Another fact is: The Welt is changing rapidly. And the fundamental intent of any employee training is to create change from within so the organization can compete.

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

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People accept change when they understand how it happens, why it needs to happen and what role they are meant to play in it. Within a supportive work culture, your employees are always looking for opportunities to reach their full potential. All you have to do is explain the benefits of training and give them the time to make the change their own.

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.

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 with which people today order and receive goods and services or express opinions on social media. Generation Y needs feedback fast, be constant and smooth. And it has to flow both ways.

5. Just don't be too confrontational

For older generations, on the other hand, feedback is linked to confrontation. Older employees also want to know how they are doing and they want their views to be heard. But they need a way without being overwhelming and Anxiety deal with feedback.

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

You need a real-time, holistic, integrated approach to deliver the performance that Commitment and to measure and measure the passion of employees increase. It's not just about what percentage of employees have attended or completed training. You need a whole set of metrics by which you can identify and evaluate the effects of your training programs.

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, after so many training courses, your company goals are not getting any closer, then check out how your employee programs respond to the strategic ones Set of the company are aligned. Training is useless if it doesn't produce the desired results.

All these measurements and Measures not only tell you whether your training courses successfully are or not. You will also learn where and how to continue with the employees.

9. Plan your actions properly

New skills and behaviors need reinforcement or they will fade within weeks of training. If you want to achieve lasting effects, then you have to measure and evaluate basic indicators regularly and derive actions from them that your employees use to awareness and get the resources they need to get the most out of the training.

someone Opinions catching up and then ignoring them can be worse than not asking at all. So when you ask employees to share their thoughts on the training program, please also have an action plan 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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