5 Quick Tips on Giving Learning Feedback

Learning Feedback

5 Quick Tips on Giving Effective Learning Feedback

Feedback is an integral part of any learning process, whether instructor-led or self-paced. With effective learning feedback, you can increase engagement, motivation and growth in your learners. With the plethora of digital tools available today for seamlessly giving feedback, there’s no excuse in doing so. Furthermore, feedback is not difficult to incorporate into eLearning courses either. Most of the content authoring software come with easy tools for feedback. Also, modern digital learning environments increasingly support creative ways of feedback, such as gamification. However, even with all these tools, it’s important to remember what constitutes good learning feedback. Here are 5 quick tips on it.

1. Feedback needs to be continuous, but not interfering

Ideally, every learning activity, whether a video, storyboard or a classroom session, should have feedback. Continuity in giving learning feedback helps to guide the learning process. However, you should give feedback at natural milestones, such as the end of an activity. If you start giving out feedback midway, you have a risk of interfering with the learning flow of the employee.

2. Learning feedback must be about the activity and performance

Naturally, when giving feedback, you should focus on the activity and performance, not the learner as an individual. This is more of a problem in instructor-led sessions, where instructor may fall subject to attribution bias. Understand that everyone can improve through effort, and performance improvement is the thing that matters.

3. Use Effort Praise in your learning feedback

Effort praise vs. intelligence praise is a Growth Mindset concept. By verbally structuring your feedback for effort (e.g. “You worked hard, but it wasn’t quite enough yet. Could you find another way to do this?”) instead of intelligence (e.g. “Perfect. You’re are the best in the group”), you are developing a mindset that embraces challenges and risk and is creative and innovative.

4. Provide reasoning and guidance, not only scoring

When designing learning feedback loops, it’s important to explain the reasoning for a particular type of feedback. Instead of just telling the learner whether they got it right or not, explain why. Why was the answer wrong? Why was the solution to the problem not appropriate? In fact, it’s often good to explain even why the answer was right! From the reasoning, you can also move forward to guiding the learners to try again with a different approach.

5. Embrace making mistakes

Another concept from the realms of developing a growth mindset and learning feedback, embracing mistakes, is important. Mistakes are a natural phenomena and we learn through them. Hence, you shouldn’t punish your learners for making mistakes. Learning activities should be the de facto risk-free platform where they can make those mistakes. Furthermore, you may consider that others in the organisation may learn from someone else’s mistakes too – so share them!

Are you supporting your learners through adequate feedback in classroom sessions as well as eLearning? If you need help getting started, just drop us a note

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Learning User Experience – Don’t Forget These 3 Things!

Learning user experience

Learning User Experience – Don’t Forget These 3 Things!

Today, as digital platforms have taken a major role in our everyday lives, user experiences have become more important than ever. The ease-of-use, efficiency and utility of the digital tools we use are the most important factors influencing our behaviour. If the user experience is not great and up-to-date, it is very hard to engage any audiences. Consequently, this trend has its bearing on digital learning professionals as well. Instead of being sole compilers and distributors of knowledge, L&D professionals need to become learning user experience designers. While there’s a lot of literature out there on user experience (UX), we decided to remind you of the 3 important things that L&D professionals tend to forget.

1. Design for ease-of-use and accessibility

Ease-of-use and accessibility are very important in 2018. You need to provide the learners with seamless cross platform opportunities. We interact with many different personal and corporate devices on a daily basis – it’s an opportunity lost if learning can’t be consumer on all of them. Hence, it’s important to use responsive designs in all materials and platforms, to ensure you’re providing mobile learning.

Furthermore, you need to understand the connectedness of the modern workforce. Everything happens on and through the internet. Hence, the learning needs to come out from an isolated intranet system for easy access. Also, it is important to understand that sometimes the learners are not operating fibre optic speed connections. Hence, all media should should be compressed and packed accordingly. The average user waits for 3 seconds for a website to load before exiting. If your media is too large, you’ll see a lot of quick exits.

2. The Learning User Experience needs to be visual and interactive

2018 is not the time for text when it comes to digital content. It’s all about interactive and engaging content: videos, infographics, pictures, animations etc. It’s time to get rid of the text based pdf-files uploaded to an archaic portal. Rather, you should be using interactive learning content and visuals to replace text based elements. Not only will the learners have a better experience, but you’ll also be able to get your message across much more efficiently.

3. Remember Feedback Collection and Iteration

A fundamental concept of learning user experience design (and design thinking overall) is the concept of feedback and continuous iteration. Unfortunately, feedback collection and iteration is often the most overlooked part when it comes to digital learning. It’s easy to upload a course and not keep updating it, while thinking that the number of times the course has been opened corresponds in any way to the quality of the learning experience.

Rather, it’s vital to constantly collect feedback from the end users. How did they like the learning? Was it relevant to their jobs? Did it provide value-add? How was the learning user experience? Whenever the experience is off, properly designed feedback loops will inform about it quite quickly. The L&D professionals receive the information and can intervene and iterate as required. This ensures that your content stays always up-to-date, conforming to the user preferences. Consequently, it’s likely it will also show in your learning results.

Are you providing great learning user experiences to your employees? If you feel a sting, drop us a message and we’ll be happily to give you some tips on how to succeed with learning experience. 

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