GETTING LEARNERS’ FEEDBACK

Unless organisations constantly seek feedback from their learners, they will never know when and where they need to make changes to keep their content relevant to the business’s needs. By streamlining your approach to evaluating your learning strategy, you will be able to deliver the meaningful data you need to improve your learner experience.

IMPROVE LOW RESPONSE RATES AND PROVE THAT YOU’LL MAKE A DIFFERENCE

Learners must be prepared to share their feedback with you – few responses will mean that you cannot make any informed judgement calls. Similarly, your evaluation data will struggle to spark interest amongst your stakeholders if you do not ask the right questions – and the value of the learning that you are delivering won’t be proven.

Choosing and implementing a new LMSYou need to be able to ask the right questions in a simple way to maximise the response rates.

Stakeholders are primarily interested in how the business has improved as a result of training, whilst learners are motivated by the desire to improve themselves professionally. Ultimately, both groups will reflect on the success of your learning long after the course has been completed.

The biggest barrier to achieving L&D learning evaluation objectives is the low response rate from learners. With 46% of survey respondents struggling to measure the benefits from their learning and a further 60% seeking to shift their focus to measuring the impact of behavioural change [1], better feedback from the end users is clearly required.

GET THE BEST LEARNER FEEDBACK

Learners will want to provide you with responses but are generally too busy for, and indifferent to, traditional or lengthy methods of feedback. Your L&D team should adopt a different approach that minimises the time that learners take to provide you with feedback, whilst ensuring that sufficient and relevant information is extracted from which you can make sound business decisions.

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Tip tips:

  • Keep your evaluation surveys short
  • Use star-ratings to gauge a gut-feel reaction
  • Don’t ask specific questions about the learning itself – shape it around what they have learnt
  • Ask how much of the learning will be of future use to the individual, and why
  • Allow some time before asking about a specific course
  • Ask the net promoter score question: ‘would you recommend…?’

Just 12.5% of survey respondents are truly satisfied with their current approach to evaluating learning [1]; it is evident that feedback needs to be considered for the future success of your L&D strategy.

WHAT DOES LEARNING ACHIEVE?

Learners are aware of the benefits of continuous development, both for their own personal development and to the organisation. As such, learners welcome a different approach to learning evaluation that focuses on the outcomes, rather than the inputs. This will help to engage learners in the evaluation process.

Look for an LMS that can support this methodology, as this will make it simple for learners to respond to a few well-chosen questions enabling them to reflect again in the future. Ultimately, they will provide you with relevant feedback that will enable you to make informed decisions.

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Watch out for next week's blog that explores how 360-evaluation software can be used to apply feedback to learning campaigns... Subscribe on the right to receive an email notification!

[1] Evaluation of learning survey report, Kallidus, 2017

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