What are effective methods to evaluate team building training?

Having implemented multiple events, I’ve learned that the key stakeholder groups often have different objectives, different expectations- and varying levels of commitment. For some, checking a box is fine. For others, they are reacting to a specific conversation, or the latest HBR journal article their peers shared - or even an excuse to go offsite to golf or fish. If you (the L&D / OD / HR leader) have forged a strong enough relationship with the executive team through proven professional development activities - you can determine the quantifiable outcomes… Hint: it’s always about return on investment- sales, speed to market, quality, customer retention, improved communication, stronger team member engagement, etc.

Mensure o ponto inicial, quais os indicadores iniciais, e defina pontos de medi??o a 30, 45 e 60 dias. E acompanhe os resultados.

To assess the effectiveness of team-building training, employ a combination of quantitative and qualitative methods. Utilize surveys and questionnaires to gather participant feedback on perceived improvements in teamwork, communication and collaboration. Measure specific metrics, such as project completion times or error rates, before & after training to gauge tangible results. Conduct follow-up interviews or focus groups to delve deeper into individual experiences & observe team dynamics. Additionally, track post-training performance data & compare it to pre-training benchmarks. A holistic approach, combining participant perspectives with objective performance metrics, provides a comprehensive evaluation of team-building training outcomes.

In my opinion, effective evaluation of team building training should involve a mix of methods such as the following: 1. Managerial observation: managers observe changes in team behaviour and dynamics before and after the training. 2. Assessments: comparing the team's state before and after the training over a specific period to identify improvements or changes in team dynamics and productivity. 3. Repeated activities: proposing similar activities in future team building sessions to see how the team has evolved. 4. Challenges and/or surveys: using challenges to test skills and behaviours emphasised in the training and surveys to gather feedback on team members' perceptions and attitudes.

Unfortunately, there are still some company managers who confuse team building with recreational activities or challenges that can put employees in physical or moral danger. Team building is the gateway to a journey that will enable a team to get to know each other, but above all to find the strength and cohesion to face future challenges.

Team building training often aims to equip individuals with the skills to navigate them successfully. Journals provide a space for individuals to reflect on their initial expectations, identify newfound skills or perspectives, and acknowledge personal achievements. Journals serve as a repository for participants to document and analyze the challenges they encounter during the training process. Journals provide a structured format for individuals to analyze their responses to challenges, conflicts, or collaborative activities. These insights contribute to a deeper understanding of one's strengths and areas for improvement, facilitating more intentional and informed participation in team dynamics.

Feedback, If you do not provide feedback they will know that is was done to check a box. They need to know what the people around them think. Management need to know how to improve. In the end you have better proactivity.

This only works if HR, Quality, Safety -Plus management is a team. Does your company have all three? With out this triangle, you will fail at a part of your business. You need all three to be one. One Team -One goal!

Employee engagement, Higher management commitment. Walk the floor to make sure you understand employee issues. Always come back with a positive or negative response to employee issues. We all work together and it doesn't matter if you are the CEO or a lower worker on the field. Everyone needs to be herd!.

Suggestion Boxes: They have to mean something. If you are not providing feedback to all employees from entries to the suggestion box, it will not be used. Employees need to know that they are being heard. Put up a safety board/TV This provides a avenue to safety. Include employee recognition, safety goals, changes in safety protocol. Make changes every week. Take a few gift cards with you when you walk the floor to find out "who is reading the board!" Safety Training Hold training with all levels of employees. Make sure that participation is rewarded. Throw in some food and snacks to ease the stress of having to take the training.

IF the person at the top doesn't believe, than the person below them will not believe, so on and so on. Most companies will say they believe in safety, quality, and their employees but it is the opposite sometimes. I am a manager that has a project due in 4 days. We have had some issues with quality and safety. I need this done or my head is going to role. Ask yourself, do you skip safety or quality? Just remember, the truth will set you free!