Make E-Learning Feedback a Vital Component to Progression

All who have attended a training course will want to understand how well they did within the session. Have they learned the right information? Did they fully understand it and are they able to take this information going forward and use it within the workplace?


The problem that exists in many traditional-style training sessions is the perception of the individual. After all, we all perceive information in a different way, and although any training professional will be able to impart information in a clear and concise manner, we don’t always take into consideration the varying levels of knowledge of those attending and how they may interpret new information gleaned. So, this is an important factor to consider.
When it comes to e-learning, it is easier to communicate with everyone through both content and design, and as such, messages can be delivered in a way that makes for easier absorption, and it is also possible to cater to learning styles. A cleverly designed system will engage the learners, hold their attention, and deliver information in bite-sized chunks, which is far easier to comprehend than when training is delivered in a group setting where everyone will naturally learn at a different pace. Remember that information given must be unscrambled by the learner and processed, and this will naturally be done at different rates. This is often why e-learning provides a streamlined process and targets each person on an individual level, potentially making it more personalized.
It is easy to check that the employee has fully understood through using module assignments, quick test assessments, and even through collaborative sessions. In this way, feedback is not left to the end of training and can be utilized throughout and, as such, will provide a two-way communication between each employee and the trainer. Feedback should not be a “nice to have” but should be mandatory, and it can become even more relevant if the employee is aware that feedback also pertains to course credits. This also provides a motivational aspect so learners can absorb content before moving on.
Feedback should be a two-way communication, but often, feedback from an employee as to course content will aid structure. It is important that this communication means something. It can be useful for the instructor to respond to any feedback within a 3-day period at the latest or, equally, to personalize the experience (where possible) and to visit and discuss with the employee to show the emphasis on feedback gained. This is not essential but does personalize the whole process. It will also make the employee feel valued, and this is important. Of course, employee feedback as to the training resource may help to strengthen the whole e-learning process so it is invaluable.