When we think of employee feedback and evaluation, we typically think of them in a top-down setting: The manager will provide regular performance reviews to an employee. But employees’ performance impacts far more people than just their managers. Will a 360-degree approach yield better feedback?
Category: Feedback / Evaluation
While feedback and evaluation might be more of a human resources task, how that feedback is gathered, and the best way to conduct evaluations can often be improved with training.
In the old days, employees and their immediate supervisors would have a formal meeting once a year to talk about their past performance and set goals for the future. In today’s fast-paced, rapidly changing environment, spurred by technology advancements, global competition, and changing consumer demands, that annual process seems woefully inadequate to ensure high performance.
How do you know whether your training made a difference or had an impact? It’s a foundational question for anyone involved in training and development, and there is no single answer. Much depends on exactly what it was you hoped your training outcomes would be. As Stephen Covey said, “Start with the end in mind.”
Surveys are regularly used as a means of attaining feedback from employees on training that they’ve attended or participated in. While surveys generally represent what is referred to as an “applause meter”—an indication of whether employees liked the training, as opposed to whether the training had an impact—they are a useful means of learning about […]
All who have attended a training course will want to understand how well they did within the session. Have they learned the right information? Did they fully understand it and are they able to take this information going forward and use it within the workplace?