To collate and improve program outcomes of e-learning modules,feedback plays a pivotal role. Firstly, it’s important to understand from where to begin-understanding your learners already existing knowledge base helps build further applications in industry and usage. Secondly, what are the expectations of learners, how the learning experience is perceived by them matters. Leading a dynamic environment and ever evolving technologies-every cluster of learners will have heterogeneous perceptions and expectations.Thus, facilitating development of program outcomes.

The trick is to avoid looking for confirmatory signals - the pat on the back - that make you feel good, but rather the outlier sounds that, at first glance, you don't seem to make sense of. The big impacts are often hidden in a few shrill voices and you need to listen well to identify and leverage these ideas. Each participant brings his/her own style, strengths and idiosyncrasies. Did I help each one to move up one notch further? An important lever one has as an instructor is the mix of plenary/breakout time distribution. We tend not to be intentional in our breakouts and lose a great opportunity to enhance the learning quotient. Finally, take seriously the proportion of non-responders. Relook at the design if the response rate is low.

As adult learners increasingly turn to e-learning, it’s crucial that we adapt our instructional strategies to meet their unique needs. One recurring theme in adult learning feedback is the need for autonomy. Adult learners benefit from having the flexibility to move freely between course modules rather than following a strict, linear path. This autonomy respects their experience and allows them to tailor their learning to their needs, making the experience more relevant and engaging. By allowing learners to revisit modules, skip around, or dive deeper into specific areas, we empower them to take ownership of their learning journey.

From the learner feedback, analyze both what’s working well and what’s not working well. Build on what’s working well, leverage that as best practices in other programs as well as subsequent versions of the training program for which the feedback has been received. For what’s not working well, address the pain areas and incorporate the feedback to improve the program.

To truly and honestly measure the effectiveness of your e-learning, or any training for that matter, is to quiz participants 3 days after the learning happened. By setting an LMS trigger to send the course assessment 3 days after the course is completed, you will have a better gauge on how much information was retained. If the results are low, then take action on the course content and engagement.