As a learning and development (L&D) professional, you’re probably aware of how important it is to share feedback with employees regarding their performance. But it’s also important that you receive feedback from them, too, regarding their learning experiences and preferences. Otherwise, you could wind up implementing L&D and training initiatives that yield consistently low returns on investment.
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Here are seven sources of employee feedback you should explore when developing, managing, and implementing your L&D and training initiatives and programs.
1. Test Scores
If you want to see how well an employee is doing in one of his or her online courses, check his or her test scores or quiz results, as these can help you identify where and when he or she needs help and how you can provide that help. Test scores or results can also tell you when there’s something wrong with your tests or testing methods; if 80% of employees get a question on a quiz wrong, that question probably should be deleted or rewritten, for instance.
2. Self-Assessment Scores
Managers and L&D professionals can gain insight into how employees view their jobs, training, roles, workloads, career trajectories, and everyday tasks by asking employees to complete self-assessments regarding their own work performance and L&D goals and progress, which could also help managers determine future work conditions, responsibilities, and learning initiatives for individual employees.
3. Learner Analytics
Use learner analytics to discover how learners prefer to learn, when they learn, where they learn, and how often they access learning content. Such information will help you identify which L&D platforms to invest in, enhance, and implement, as well as shed light on how you can motivate your learners to stay engaged with their courses.
4. Questionnaires and Polls
If you want to know what your learners and employees like about your programs, as well as where and how those programs can be improved, allow them to fill out and submit anonymous questionnaires and polls after they complete L&D and training programs.
5. Social Learning Experiences
Monitor social learning platforms to discover common questions and concerns your employee learners share, and use these data to influence your L&D training materials and programs.
6. Employee-Created Content
When employees write reports and blog posts or share content on social media, you can gain insight into what they care about and what they want to learn.
7. Roundtable Discussions
You can host roundtable discussion groups to discover what employees want to learn about and what L&D and training materials and programs are important to them.
To ensure your L&D and training programs remain effective and successful, consider exploring the seven sources of employee feedback outlined above.