What are the most effective ways to give timely and relevant feedback for training?

The most effective ways to give timely and relevant feedback for training are: Provide immediate feedback after the training. Be specific, focusing on observable behaviors. Balance positive feedback with constructive criticism. Ensure clarity by aligning feedback with predefined goals. Encourage and support learners. Foster open communication channels. Schedule regular check-ins for ongoing feedback. These strategies help learners understand their progress and areas for improvement efficiently.

1. Be Specific: Clearly articulate what was done well and what can be improved. Avoid vague comments and provide concrete examples 2. Be Timely: Give feedback asap after the observed behavior to ensure it is fresh in the recipient's mind. 3. Focus on Behavior, Not the Person: Address the actions, not the individual, to avoid defensiveness and encourage a focus on improvement. 4. Use the "Sandwich" Approach: Start with something positive, follow with the constructive feedback, and end on a positive note to encourage motivation 5.Encourage a Two-Way Conversation: Feedback should be a dialogue, not a monologue. Invite the recipient to share their perspective. 6. Offer Solutions and Support: Don't just point out problems;

To remote team members, establish clear communication channels and regular check-ins. Schedule one-on-one meetings to provide personalized feedback and recognize their contributions. Utilize technology to create a virtual recognition board or send personalized messages acknowledging their efforts. For example, you could use a platform like Slack to publicly recognize team members during team meetings or in dedicated channels. Additionally, encourage peer recognition to foster a culture of appreciation within the team.

Timing bei Feedback ist definitiv entscheidend, um als Lernender klar abgrenzen zu k?nnen, worauf sich das Feedback bezieht. In der Praxis bietet unterschiedliche Lernformate, unterschiedliche M?glichkeiten. Ich selbst sehe ein Feedback für bestimmte Teilleistungen und ein abschlie?endes Feedback als sinnvoll an.

Está claro que el feedback, cuando más fresca esté la formación y la información recibida, mucho mejor. Pero siempre pensando en el mejor momento para emitir dicha retroalimentación, y el mejor método (si voy a ver presencialmente a la persona ma?ana, mejor hacerlo cara a cara que hoy por llamada o mail). No sabemos cómo va a recibir dicho feedback (tendríamos que hablar también de cómo preparar dicha corrección), con lo cual que sea rápido es importante, pero que sea efectivo lo es más.

The most effective ways to give timely and relevant feedback for training involve providing specific examples of both positive and areas for improvement during or immediately after training sessions. Tailoring feedback to the individual's performance and learning goals ensures its relevance and applicability. Utilizing real-time feedback mechanisms such as live demonstrations or simulations allows for immediate adjustments and reinforcement of learning points. Additionally, incorporating feedback loops into the training process encourages ongoing improvement and skill development.

When giving feedback, I apply the 5 P's to ensure that the feedback is relevant, insightful, and useful. The 5 P's are: 1. Purposeful - The feedback directly relates to the recipient and their future success. 2. Prompt - It is given within a short time of the event or talk. 3. Practical - The recipient can actually do something with it to improve their success. 4. Personalized - It is directly relevant to the recipient's situation and context. 5. Persistent - It is being offered consistently and reliably over time to guide behavioral change. The feedback process can support learning and develop trust by using the 5 P's as a litmus test.

Ensure it addresses specific actions and is delivered promptly after the task. Tailor feedback to individual needs, highlighting strengths and areas for improvement. Use clear language and examples to make it understandable and actionable. Encourage ongoing dialogue to enhance relevance and effectiveness.

Dans le domaine des soft skills, l'importance de feedbacks personnalisés et constructifs est centrale. Les compétences telles que la communication, le leadership ou encore la prise de parole en public, requièrent une approche de feedback nuancée. Il s'agit surtout de renforcer la confiance en soi de l'apprenant. Je veille à ce que mes retours soient toujours formulés de manière à encourager et à valoriser l'effort.

In my experience, highlighting something positive first helps the employee have an open mind about the remaining feedback. It can be discouraging to begin reading corrective feedback without something positive leading the list. Once the positive feedback is provided, list the constructive feedback by leading with the words “I suggest…” and then wrapping up with the reason for the suggestion. This could be a policy, a best practice, or another facts-based reason backed by research. Then, wrap up the list with something positive like, “I’m so happy that you’re on the team! Please reach out if you have any questions. I am here for you!” This provides a sense of peace after the constructive feedback list.

Un aspect clé à mon sens consiste à contextualiser chaque retour, en le liant directement aux situations réelles et aux défis spécifiques rencontrés par les apprenants dans leur quotidien professionnel. Cette approche assure que chaque élément de feedback est non seulement pertinent et opportun mais aussi directement applicable, ce qui optimise l'impact du processus d'apprentissage et accélère le développement des compétences.

Incorporate concrete examples or scenarios to illustrate points in feedback. This helps clarify expectations and demonstrates how to apply feedback constructively.

I like to start by asking, "Would you be open to feedback that could help you accomplish ___?" Asking if the person wants or is prepared to hear feedback gives them a sense of agency and can lower resistance. This strategy also announces the intention of your feedback and guides the recipient in how the feedback is intended to support their goals and success.

I personally view delivering feedback as holding myself accountable as a trainer & the trainee accountable for their performance. Feedback must be based on pre-defined goals & standards. It must be given due to a gap that has been identified between what the trainee knows to do and what they're actually doing. Always highlight the positive aspects & be specific. Don't have it followed with a "but" as you transition into areas for improvement. When transitioning, limit the usage of "Perhaps"/"I believe" & focus on using "The expectation is"/"We need to", as it sets the tone of the conversation. To ensure mutual accountability, the trainee must drive the conversation more than you, and you may assist by using thought-provoking questions.

I do this all the time and it works: Prompt learners to reflect on their own performance before providing feedback. This encourages self-awareness and empowers them to identify areas of improvement independently.

Los feedbacks en positivo, y con un objetivo de modificación o cambio son mucho más efectivos. Si solo decimos lo que está mail, sin empatía, y sin a?adir cómo podría mejorar la otra persona, será recibido como un ataque, perdiendo efectividad y pudiendo suponer un menosprecio del trabajo realizado. Busquemos un buen momento y expresemos con asertividad qué cambios mejorarían sus avances.

I agree, acknowledge the strengths and successes of the learner, and provide constructive feedback on areas that need improvement. This helps maintain motivation and encourages growth.

Pongamos una fecha para hablar de nuevo, para hacer seguimiento de las mejoras propuestas, de los fallos revisados, de lo comentado en la reunión de feedback. Si el alumno siente nuestro apoyo, y ve que nos interesa el seguimiento de su progreso, se abrirá, e incluso buscará el seguimiento, la retroalimentación, porque no lo verá como un ataque, no tendrá sentimientos de fracaso.

I recommend a graded approach to providing feedback. If the feedback is related to a low impact/risk situation, like spelling errors in an e-mail, providing feedback in an email is appropriate. If the feedback is related to a presentation to the senior leadership team, a face-to-face session is warranted. Don't oversell the small stuff, and don't minimize the important stuff.