Conducting Post-Training Evaluations

Most L&D professionals learned the Kirkpatrick Model early on. Fewer have seen it applied beyond Level 1. Here's what each level can actually look like when you put it into practice, not just the textbook definition. ✨ Level 1: Reaction 🔹 Textbook version: Did learners find the training engaging and worth their time? ✅ In practice: Instead of "Did you enjoy this session?", ask "Was this relevant to the work you do?" and "Could you apply this right away?" ✅ Metric to track: Relevance and applicability ratings, not just satisfaction scores. ✨ Level 2: Learning 🔹 Textbook version: Did learners gain the intended knowledge or skills? ✅ In practice: Replace recall-based quizzes with scenario-based checks. Can the learner apply the concept to a situation they'd actually face? ✅ Metric to track: Pre/post assessment scores on scenario-based questions, not just "did you pass the quiz." ✨ Level 3: Behavior 🔹 Textbook version: Are learners applying what they learned on the job? ✅ In practice: 30/60/90-day check-ins, manager observations, or peer feedback on whether the new behavior is showing up in real work. ✅ Metric to track: % of participants demonstrating the target behavior, based on manager or peer input, not self-reported confidence. ✨ Level 4: Results 🔹 Textbook version: Did the training impact business outcomes? ✅ In practice: Pick one business metric the program was meant to influence, before you build it, not after, and track the change. ✅ Metric to track: Movement in that specific KPI (error rates, time-to-productivity, conversion rates, retention) compared to a baseline. Most programs are measured thoroughly at Level 1 and barely at all beyond it. But Levels 3 and 4 are where the "did this actually matter" conversation happens, and they are also where L&D earns a seat at the table. Which level does your organisation measure consistently, and which one do you wish you could measure better? #LearningAndDevelopment #LnD #KirkpatrickModel #TrainingEvaluation #InstructionalDesign #LearningMeasurement #TrainingAndDevelopment #LnDStrategy

Are the outcomes of change falling short of our expectations ? Let's not linger in disappointment ; let's take action ! 💫In Theory : A simple yet powerful approach involves establishing monthly feedback and continuous improvement sessions. Create a platform where every team member, from physicians to support staff, feels free to transparently share their challenges and ideas. 🔁 In Practice : - Host a dedicated monthly feedback session where everyone can share observations, challenges, and suggest improvements. Foster an open dialogue, ensuring every voice is heard. - Create an online idea board where team members can anonymously or openly submit improvement suggestions. This encourages the emergence of innovative ideas without fear of judgment. - Identify the most pressing challenges and form dedicated task forces to explore quick solutions. These small teams can consist of members from different departments to encourage diverse perspectives. - Recognize contributions by highlighting implemented ideas and achieved improvements. This enhances a sense of accomplishment within the team and encourages ongoing participation. - Establish a continuous iterative process, periodically evaluating the results of implemented changes. Adjust based on feedback and new ideas to maintain a constant improvement cycle. What will be your first action ? Share your ideas ! #ChangeInAction #CollaborativeInnovation #ContinuousImprovement #TeamEmpowerment #BeezConsultingCH

I've helped teams build stronger communication cultures. (sharing my proven framework today) Building open communication isn't complex. But it requires dedication. Daily actions. Consistent follow-through. Here's my exact process for fostering feedback culture: 1. Start with weekly 30-min team check-ins → No agenda, just open dialogue → Everyone speaks, no exceptions → Celebrate small wins first 2. Implement "feedback Fridays" → 15-min 1:1 sessions → Both positive and constructive feedback → Action items for next week 3. Create anonymous feedback channels → Digital suggestion box → Monthly pulse surveys → Clear response timeline 4. Lead by example (non-negotiable) → Share your own mistakes → Ask for feedback publicly → Show how you implement changes 5. Set clear expectations → Document feedback guidelines → Train on giving/receiving feedback → Regular reminders and updates 6. Follow up consistently → Track feedback implementation → Share progress updates → Celebrate improvements 7. Make it safe (absolutely crucial) → Zero tolerance for retaliation → Protect confidentiality → Reward honest feedback Remember: Culture change takes time. Start small. Build trust. Stay consistent. I've seen teams transform in weeks using these steps. But you must commit fully. Hope this helps you build stronger team communication. (Share if you found value) P.S. Which step resonates most with you? Drop a number below. #team #communication #workplace #employees

Did you know that 65% of employees say they want more feedback, but only 30% receive it regularly? No wonder so many teams feel stuck and unaligned. A few weeks ago, during a coaching conversation with my coachee, she said something that really made me pause: "I’ve never received feedback or even acknowledgment, so I don’t know if I’m doing great or falling short." She wasn’t upset—just confused. And it hit me: This isn’t just her experience. It happens to so many leaders and teams. This conversation reminded me of a deeper issue: feedback in many organizations feels like a formality—something you do during reviews or “feedback season.” But here’s the thing: when feedback becomes a box to check, it reflects the culture. In a culture like that, feedback feels like judgment, not growth. Why Feedback Feels Hard Let’s be honest: feedback is uncomfortable. People avoid it, not because they don’t care, but because: ⇢ They’re not sure how to say it. ⇢ They worry it’ll hurt feelings. ⇢ They assume no news is good news. But feedback doesn’t have to be a big, stressful moment. It can—and should—be part of everyday conversations. When feedback isn’t natural, it leads to: ⇢ Confusion about expectations. ⇢ Missed chances to grow. ⇢ Teams and leaders feeling stuck. But in a culture where feedback flows freely, it feels different. Feedback becomes: ⇢ A way to stay aligned. ⇢ A tool for building trust. ⇢ A shared responsibility to grow together. That’s the kind of culture where people thrive. If you’re a leader, here’s how you can shift the mindset: ⇢ Make It a Conversation, Not an Event Don’t save feedback for reviews. A quick “You did great on X” or “Let’s tweak Y” is enough to keep things moving. ⇢ Ask for Feedback First Start with your team: “What’s one thing I can do better?” It shows you’re open and creates a safe space for them to do the same. ⇢ Set Expectations Early When everyone knows what success looks like, feedback feels clear—not like guesswork. ⇢ Build Trust People need to feel safe to give and receive feedback. Without trust, it just doesn’t work. Last year, when I was at a crossroads in my career, I had a conversation with Nathan SV that changed the way I look at things. He helped me realize that career growth isn’t just about me—it’s about the impact I can have on the organization I work for. That’s the power of honest, meaningful feedback. Thank you, Thalaiva! Over to You ⇢ When was the last time you gave someone honest feedback? ⇢ When was the last time you asked for it? Feedback isn’t about pointing out what’s wrong. It’s about aligning for what’s next. Let’s make feedback a natural part of work—not something we fear, but something we embrace. #Leadership #FeedbackCulture #GrowthMindset #OrganizationalCulture #CareerGrowth #WorkplaceCulture

➝ Is your feedback culture suffocating talent? Time to break free from toxic reviews. All of us have experienced increasing stress levels when appraisals are announced. While performance reviews are important to check for alignment with current and future goals, and to develop employee growth strategies, an annual or 'calendar' event hardly serves the purpose. A feedback review is not a forum for passing judgement just because you as a leader are seemingly in a position to do it. This brings us to the question - how do we fix it? why is regular feedback important? Simple - it drives growth and improves performance. Yet many companies still rely on outdated annual reviews that cause stress and fail to make a real impact. How can we fix this? By making feedback a normal, regular occurrence. This means: 1. Training managers to give specific, actionable feedback regularly 2. Encouraging employees to seek feedback proactively 3. Creating a safe space for open, honest conversations What's expected from both sides? Reviewers should: - Focus on behaviors, not personality - Offer constructive suggestions - Listen actively Reviewees should: - Be open to criticism - Ask clarifying questions - Commit to actionable steps Real-world example: At Pixar, they use "plussing" - a technique where team members build on each other's ideas without using negative language. This has created a culture of continuous improvement and innovation. Remember, feedback isn't about judgment. It's about helping each other grow. Start small - perhaps with weekly check-ins. Over time, you'll see a shift from dreading feedback to acting upon it. Are you ready to transform your feedback culture? ♻️ Find this valuable? Repost to share with others. ➝ Follow Amer Nizamuddin for more insights #leadership #feedbackculture #wisdomquant

📈 Unlocking the True Impact of L&D: Beyond Engagement Metrics 🚀 I am honored to once again be asked by the LinkedIn Talent Blog to weigh in on this important question. To truly measure the impact of learning and development (L&D), we need to go beyond traditional engagement metrics and look at tangible business outcomes. 🌟 Internal Mobility: Track how many employees advance to new roles or get promoted after participating in L&D programs. This shows that our initiatives are effectively preparing talent for future leadership. 📚 Upskilling in Action: Evaluate performance reviews, project outcomes, and the speed at which employees integrate their new knowledge into their work. Practical application is a strong indicator of training’s effectiveness. 🔄 Retention Rates: Compare retention between employees who engage in L&D and those who don’t. A higher retention rate among L&D participants suggests our programs are enhancing job satisfaction and loyalty. 💼 Business Performance: Link L&D to specific business performance indicators like sales growth, customer satisfaction, and innovation rates. Demonstrating a connection between employee development and these outcomes shows the direct value L&D brings to the organization. By focusing on these metrics, we can provide a comprehensive view of how L&D drives business success beyond just engagement. 🌟 🔗 Link to the blog along with insights from other incredible L&D thought leaders (list of thought leaders below): https://lnkd.in/efne_USa What other innovative ways have you found effective in measuring the impact of L&D in your organization? Share your thoughts below! 👇 Laura Hilgers Naphtali Bryant, M.A. Lori Niles-Hofmann Terri Horton, EdD, MBA, MA, SHRM-CP, PHR Christopher Lind

Everytime I talk to a team looking to get better at feedback - the first place everyone wants training is the mechanics of giving feedback. It’s like we imagine if we can be perfect at giving it, then we’ll magically create a culture of it. It is my experience that you have to create the emotional bandwidth, imagination, and motivation for feedback before you create the skills for doing it right. I generally start by helping people see the contradictions in their desire and relationship to feedback. Their own personal reactions to it. Then you train how to recieve feedback. An appetite to recieve will always go way further than the ability to give. An appetite to receive across your team will relieve the pressure of having to give feedback exactly right. So the next time you or your team want to develop a feedback culture. Find people to train you who get that. I watch so many places waste money on trainings that focus on mechanics and do nothing to change the dynamics of a team.

Most leaders only give feedback when there’s a problem. That’s exactly why your team won’t grow. You spot an issue in January. You bring it up in September. By then? The moment’s gone. The damage is done. And your team doesn’t know how to improve. Feedback isn’t an annual event. It’s a daily opportunity to build trust and drive performance. Start recognizing wins in real time. Here’s how:  1. Positive coaching moments. Praise good work when you see it. Don’t wait for reviews to share wins.  2. Immediate course corrections. Don’t sit on mistakes for months. Address them quickly—and coach for improvement.  3. Build a culture of safety. Ask questions, invite feedback, and make it a two-way street. When people feel safe, they speak up—and improve faster. The result? A team that’s engaged, proactive, and always growing. Great teams aren’t built on annual reviews. They’re built through daily feedback that drives real progress. Are you giving your team what they need to grow?

In a healthy agency culture, feedback is always flowing and driving continuous improvement. It's vital to build a system that drives new feedback... Rather than one-off attempts to gather feedback, set up recurring and repeatable processes. Here are some feedback collection mechanisms that we've used across our Barrel Holdings agencies: 𝗖𝗹𝗶𝗲𝗻𝘁 𝗦𝗮𝘁𝗶𝘀𝗳𝗮𝗰𝘁𝗶𝗼𝗻 𝗦𝘂𝗿𝘃𝗲𝘆: after a project or periodically (e.g. monthly, quarterly), send a short survey asking for scores on communication, work quality, project management, value they feel they're getting, and whatever else. Leave an open-ended space for any additional comments. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗦𝘂𝗿𝘃𝗲𝘆: each quarter, send around a short questionnaire (Gallup's Q12 has some good questions) to get a sense of how the team is feeling about the work, their colleagues, the culture, and whether they are being supported 𝗪𝗶𝗻/𝗟𝗼𝘀𝘀 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄: whether you win or lose a prospect, follow up with a call to understand how they came to the decision, what counted for/against your firm, and how you stacked up against competitors. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝘅𝗶𝘁 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄: when an employee hands in their resignation notice, find time to have a convo and dig into what led to their decision, their thoughts on the culture, work, processes, etc. and what they thought could've been better. 𝗔𝗻𝗼𝗻𝘆𝗺𝗼𝘂𝘀 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: on some teams, feedback is more forthcoming if it's submitted anonymously. This also opens the door for more extreme types of feedback, but it's an opportunity to gather information that might only become available on Glassdoor later. 𝗢𝗻𝗲-𝗼𝗻-𝗼𝗻𝗲 𝗰𝗵𝗲𝗰𝗸-𝗶𝗻𝘀: these can be between manager and direct reports, HR and employees, skip level meetings where leadership meets with employees a few levels below, etc. These are periodic conversations to gain perspective on how a team member is experiencing the work and the culture. It's also an opportunity to surface any roadblocks or issues that are getting in the way. These are some core feedback collection practices – what would you add to this list? And an important note about feedback: it's like any other source of information – some of it may be useful and others not so much. Separate the emotions surrounding it as much as possible and reflect on what makes sense to take away from the feedback. In some cases, you'll want to adapt and evolve but in others you may want to stick to your guns and hold firm on your principles.

Employee feedback is broken. Here's your blueprint for conversations that count: Only 14% of companies conduct reviews more than once a year. It's time to shift towards more frequent performance feedback. Here's how to make it happen: 🔄 Implement Continuous Feedback: • Move away from annual reviews • Adopt monthly or quarterly check-ins • Use digital tools for real-time feedback 📊 Leverage Data-Driven Insights: • Track key performance metrics consistently • Use AI-powered analytics for personalized insights • Share data transparently with employees 🗣️ Encourage Two-Way Communication: • Train managers in active listening • Create safe spaces for honest dialogue • Act on employee suggestions visibly 🎯 Set Clear, Evolving Goals: • Align individual objectives with company vision • Adjust goals as priorities shift • Celebrate milestones and progress 🧠 Focus on Growth Mindset: • Frame feedback as opportunity for improvement • Provide resources for skill development • Recognize effort and learning, not just results 👥 Peer-to-Peer Recognition: • Implement a digital kudos system • Encourage cross-departmental feedback • Highlight collaborative successes 📈 Measure Feedback Effectiveness: • Survey employees on feedback quality • Track changes in performance post-feedback • Adjust your approach based on results These strategies aren't just about better feedback. They're about building a culture of continuous improvement. By making every conversation count, you're not only boosting performance. You're nurturing a more engaged, responsive, and dynamic team.