6 Ways to Create Measurable Feedback Culture Built On L&D
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A learning organization places a premium on employee development and recognizes the value of ongoing support. Therefore, they set their online training course in the context of a thriving company culture that celebrates the importance of making mistakes and taking risks for employee development.
Members of the team are encouraged to share their ideas and contribute to the improvement of their coworkers. But, without stretching your L&D budget too thin, what does it take to create a successful learning organization that improves workplace performance?
Understanding the company’s mission statement, culture, and learning and development goals are all part of this. In addition, goals must be set for their efforts to be guided and a framework to be established. Establishing a supportive L&D infrastructure has the following benefits:
- Employees should be encouraged to set goals. Goals are the driving force behind employee advancement
- Maintaining positive results. Managers and employees are more engaged in the process when goals are set, resulting in more energy spent on maintaining positive outcomes
- Assign responsibility for achieving goals and objectives. Roles and responsibilities are defined to keep managers and employees on the same page as they work toward personal and professional goals
- Provide managers and employees with consistent documentation. This is especially useful when assessing the effectiveness of a learning and development program
- Create a culture of high performance. A high-performing culture and a learning culture are similar in many ways

How To Develop A Supportive L&D Infrastructure
You can’t build a successful learning organization without a solid L&D infrastructure, just like you can’t build a house on shaky ground. Everyone must understand their responsibilities, and you’ll need the right training tools to accomplish this.
Above all, everyone should be on the same page and feel like they’re part of a bigger picture.
1. Identify In-House Experts
The importance of collaboration and open knowledge sharing is critical to success. First, determine which members of your team have the necessary abilities or knowledge. Then, to improve on-the-job performance, devise a plan to disperse their expertise among the group efficiently.
Launch a social media group or an online discussion, for example, where everyone can share their thoughts. Alternatively, create a learner-generated library where in-house experts can share their task-based knowledge. eLearning badges, certifications, and assessments are excellent tools for identifying experts and revealing innate abilities.
2. Transform Team Leaders Into Online Training Advocates
The role of management in your training is critical. Given their position within the company, they are the most persuasive online training advocates. Provide team leaders with all of the tools they’ll need to provide ongoing support and guidance to their subordinates.
They also require a haven where they can vent and share their experiences. Consider forming a closed group to share tips with other supervisors and discuss how to publicize the new compliance training course. Leaders should also be able to assist their team in navigating the LMS and finding relevant resources.
3. Develop Measurable Performance Criteria
To achieve success, “systems thinking” states that a system for measuring employee performance, as well as clearly defined goals and characteristics, must be in place. While some argue that these qualities must exist before assembling a team, others say that it is more of a gradual, organic process that is fine-tuned over time.
In any case, to cultivate a learning organization that aligns with your learning objectives and helps improve workplace performance, you must develop measurable performance criteria. For example, what metrics will you track, and how will employee performance be assessed?
4. Offer Ongoing Reinforcement And Knowledge Refreshers
A learning organization is built on continuous professional development above all else. Every team member must be given the tools they need to close knowledge gaps and improve their skills. As a result, each employee must be dedicated to the process and continuous improvement.
It is essential to provide your employees with self-access reinforcement tools and knowledge refreshers. Rather than forcing them to participate in mandatory training, which saps their motivation, they should be encouraged to do so. In addition, it is essential to conduct self and group assessments to help identify gaps and encourage them to develop an individualized training plan that includes microlearning resources to help them retain knowledge.
5. Encourage Self-Directed Education And Learning Through Mistakes.
Individual learners and the class as a whole must be respected. The goal of training isn’t just to meet the group’s learning objectives and maintain compliance. It would help if you also encouraged employees to engage in self-guided exploration to take calculated risks and make mistakes.
It’s all part of the maturation process. Simulations and other interactive resources, for example, can assist them in learning from their mistakes so that they do not repeat them in the workplace. You should, however, encourage them to share their ideas and opinions with supervisors if they believe it will benefit the company. It would be best to develop new ways to approach a task or a work-related challenge.
6. Solicit And Act-On eLearning Feedback
The eLearning feedback mechanism should never be turned off. Some employees might be afraid or hesitant to express their true feelings or opinions. On the other hand, successful learning organizations welcome all types of eLearning feedback, even if it isn’t a glowing endorsement of the most recent online training course or best practices in general.
Inviting your employees to contribute ideas is a great way to start. Accept it and then act on it so that you can keep improving. Your training strategy, objectives, and evaluation criteria for work performance aren’t set in stone. Adaptive organizations are those that maintain a competitive advantage and leave a lasting legacy.

Final Word
In the end, please note that this type of organizational development is a collaborative effort. Therefore, implementing training, providing support, and cultivating a collaborative culture must be actively involved.
This article provides you with the fundamental building blocks you’ll need to get started. However, to keep the momentum going and build a solid foundation, each team member must take an active role. If you still have some questions or suggestions, contact us today! We would love to work with your team to foster a high performance L&D environment.