How do you adjust feedback for different types of employee training?

1 Technical training

Technical training involves teaching employees specific skills or knowledge related to their job, such as software, tools, systems, or processes. Technical training requires feedback that is accurate, timely, and specific. You should provide feedback as soon as possible after the training session, focusing on the key points and steps that the learner needs to master. You should also use clear and concrete examples, data, or evidence to support your feedback. Avoid vague or general comments that may confuse or frustrate the learner. For example, instead of saying "You need to work on your Excel skills", say "You did well on creating formulas, but you need to improve on formatting and sorting data".

2 Soft skills training

Soft skills training involves teaching employees interpersonal, communication, or emotional skills that are essential for working with others, such as teamwork, customer service, or conflict resolution. Soft skills training requires feedback that is constructive, empathetic, and balanced. You should provide feedback in a respectful and supportive manner, acknowledging the learner's strengths and areas of improvement. You should also use positive and negative feedback in a balanced way, highlighting what the learner did well and what they can do better. Avoid harsh or negative feedback that may damage the learner's self-esteem or motivation. For example, instead of saying "You were rude and unprofessional with the customer", say "You handled the customer's complaint well, but you could have used a more polite and friendly tone".

3 Compliance training

Compliance training involves teaching employees the rules, regulations, or policies that they need to follow in their job, such as safety, ethics, or privacy. Compliance training requires feedback that is consistent, objective, and actionable. You should provide feedback that aligns with the standards and expectations that the learner needs to meet, using clear and measurable criteria. You should also use feedback that is based on facts and observations, not opinions or assumptions. Avoid subjective or biased feedback that may mislead or discourage the learner. For example, instead of saying "You are careless and irresponsible with the data", say "You did not follow the data protection policy, which puts the company at risk of fines and lawsuits".

4 Leadership training

Leadership training involves teaching employees the skills or behaviors that they need to lead, manage, or influence others, such as vision, strategy, or delegation. Leadership training requires feedback that is developmental, motivational, and forward-looking. You should provide feedback that helps the learner grow and develop their potential, focusing on their goals and aspirations. You should also use feedback that inspires and encourages the learner, recognizing their achievements and efforts. Avoid demotivating or backward-looking feedback that may limit or undermine the learner. For example, instead of saying "You failed to meet the deadline and budget", say "You delivered a high-quality project, but you can improve on your time and resource management".

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?