How does feedback change the game of training?

Viren Kapadia August 22, 2022
How does feedback change the game of training?

Feedback is a way to make employees self-aware. Feedback is a robust and surprisingly low-cost approach to assessing and growing individuals, teams, and entire companies. Individuals are left in the dark about the influence of their decisions and actions on their companies and relationships if they do not receive feedback.

Feedback can originate from various traditional and unstructured sources, such as financial, business process, or HR data (staff turnover, for example) and subjective sources like comments or ratings from supervisors, colleagues, or consumers. Feedback can be both good and negative. It is essential to ensure specific measures for your employee training feedback to produce people who will boost the strength of your service-profit chain. In this blog, we shall go over some specific topics that need to be understood to get the full benefit of the feedback structure in your training process.

  • The competitive value of change
  • Critical to measure
  • Understand how regular feedback at work can assist promote ongoing learning

It's the responsibility of the company to identify employees who will benefit from training and professional development, whether they are new hires with no experience or seasoned executives. It's also the trainer’s role to ensure the company benefits from its investment in employee training. This is when Gyrus acts like a catalyst for your company’s benefits and provides an LMS that helps trainers from the very beginning. From identifying employees who require training to suggesting courses to providing personalized reports, Gyrus makes the entire process up to feedback smooth and highly beneficial.

We understand that sufficient training decreases workplace stress and anxiety, and well-trained employees are more likely to stay pleased and engaged with their work. Employee mobilization begins with training, which prepares your employees to understand their role in the business and their ability to make a difference.

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The competitive value of change

When employees understand what's happening, why it's occurring, and their role in it, they embrace change. Your employees are already looking for ways to reach their full potential in a positive work environment. All you are required to do now is explain the training's benefits and give them time to make the change.

Employee training, like evolution, should be an iterative process. Training, evaluating, and adapting should continue.

Make your evaluation criteria minimal and short to keep the feedback loop as quick as possible. Employees in the training program are one of the first locations to look for evaluation data. Employee training contributes to the service-profit chain, resulting in increased performance, productivity, client loyalty, and profitability. There is a mountain of evidence to show that this effect of training and feedback occurs in all industries.

Critical to measure

A complete, integrated, and real-time strategy for assessing and developing high levels of employee performance, dedication, and passion is what you need. A set of measures that allow you to track the real-world success of your staff training programs, not merely a training completion rate or pass rate.

Observe and monitor four critical reaction indicators to determine the effectiveness of your staff training: trainee feedback, learning performance evaluation, behavioural changes, and ultimate business consequences.

You must know, for example, if your training does not adequately prepare staff for real-world experience. You can find out from your team, and you can tweak the training to provide more realism or hands-on experience. When you get the feedback, what will you do with it?

If employee training isn't producing the desired results, it's time to rethink the learning objectives, the training program itself, or the procedure through which employees are enrolled in the training.

You'll notice a lack of behavioral change if employees learn well but fail to put what they've learned into practice when the training is completed. Then you'll know how to engage trainees by describing the training's benefits and following up to ensure that it sticks.

If your business goals haven't progressed despite a slew of training, consider how your employee training programs match with the organization's overall strategic goals. These metrics don't just inform you whether or not your employee training was a success. They also tell you where to find the trainees and how to contact them.

Here's how regular feedback at work can assist promote ongoing learning.

  1. Easier To Ask For Help
  2. While traditional training can be time-consuming and costly, feedback-driven continuous learning allows employees to choose courses based on discussions with management and finish them at their leisure online. Continuous feedback also makes it easy for employees to seek assistance when needed.

  3. The Workforce Keeps Up With Changing Industry Trends
  4. It's critical to discover flaws in work processes and stay current in the face of ever-changing technology and market trends. A feedback-driven continuous learning system allows you to pinpoint areas where you may improve and encourages you to learn from readily available resources.

  5. It is easier to spot flaws and fill in the gaps
  6. Employees can better grasp management expectations and improve themselves by having frequent discussions about performance with supervisors. In addition, employees can upgrade their abilities based on feedback from their bosses using a workplace continuous learning system.

  7. Employee Participation
  8. Employee engagement is boosted through a feedback-driven learning culture that encourages employees to experiment with and implement new approaches in the workplace. Regular feedback allows you to monitor your employees' performance quickly. In addition, you can assist them with their performance and abilities through a continuous learning culture, which helps them stay interested at work.

  9. Contributes to the advancement of one's career
  10. It is critical to keep existing employees in your company. Using constant feedback to plan and discuss their career goals allows people to see how continual learning at work may help them develop in their careers while also contributing to the company's success.

    Gyrus seeks to create outstanding client value for businesses worldwide through creative learning technology solutions. We also aim to create a positive team environment that fosters innovation and a growth mindset. We understand the value of employee training and strive to ensure that all employees continually enhance their abilities so that the company functions smoothly both inside and outside the workplace.

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  1. What is feedback?
  2. Feedback is the process of evaluation and discussion of an employee’s performance. Feedback is used to provide constructive information to team members. The process of giving feedback creates an open working relationship between the team leader and the employees, allowing each to understand their progress toward the company's goals.

  3. How can feedback improve performance?
  4. Feedback is a crucial part of improving a team’s performance. It acts as a vital tool to provide direction to the employees and understand their progress towards a common goal. Feedback also motivates employees and encourages team members to complete goals and objectives. Effective feedback is two-sided and engages team members, leading to overall better performance.

  5. What are the types of team feedback?
  6. There are four major types of team feedback:

    • 360-degree feedback: 360-degree feedback allows team members and managers to be involved collectively in the feedback process. This form of feedback is confidential and comes from a collective opinion, not just management or team leaders.
    • Constructive criticism: Constructive criticism is positive feedback with negative statements for the benefit of the team member.
    • Coaching is a common feedback method in which you first encourage your team members to provide feedback to themselves. From there, the team member considers the self-rated feedback and provides their input along with a coach.
    • Evaluation: This type of feedback requests both the leader and the team members to use a scoring tool to rate performance. The scores are then discussed together with different opinions.