Before getting started
Delayed feedback makes it possible to measure the impact of a training course on employee skills development.
Poplee Training does not yet automatically request delayed feedback. This help sheet aims to offer a solution so you can request delayed feedback via Poplee Performance.
This solution involves launching a dedicated delayed feedback campaign to collect feedback from employees about all the training courses they attended over a given period.
Don't have Poplee Performance yet? Discover the solution here.
Create the campaign in Poplee Performance
When should the campaign be launched?
The campaign frequency can be fully configured in Poplee Performance. As administrator, you will have to choose when to launch your delayed feedback campaign.
To make your choice, here are some questions you could ask yourself:
- How is my "HR calendar" structured? For example, when do the annual assessments take place? When can employees submit their training requests?
- When do most of the training courses take place in the year? How many training courses do employees attend per year on average?
- Are there any legal obligations? For example, when will my ISO 9001 audit take place?
The answers to these questions will help you to choose between a annual, half-yearly or quarterly campaign.
We recommend carrying out two campaigns a year for all employees.
Which questions should be included in the form?
You should always add a question about "Completed training courses" and choose how far back in the training history you want to go.
The date you choose to go back to in the training history will depend on the frequency of your campaigns.
Then, we recommend structuring your questions around these three themes:
- Achieving goals
- Putting new skills into practice
- Developing new skills
If you already use the skills management feature in Poplee Performance, you can add a "Skills" question to the form to reassess the employees' skills levels after these training courses.
You haven't yet installed the free Skills module? See this help sheet to find outhow to put your skills framework together.
Template example
If you don't yet have a template for delayed feedback, you can start with the template provided in this sheet.
To find out how to import a template, refer to this help sheet.
Advantages of this solution
- A single form, instead of one for each training course taken, so you can better observe the overall impact on the employee's skills
Saves time for employees who have taken several training courses, as they won't have to fill in a form for each training course. Additionally, it's even more practical when the training courses taken are complementary or part of the same "pathway".
- Skills assessment
By including a "skills" question, you can reassess the employees' skills levels after they finish their training courses. You will have an up-to-date map of their skills, so you can adapt your action plans more quickly.
- Customization
With Poplee Performance, you have free rein to come up with your own questions and change your form or the frequency of delayed feedback requests.
Limitations
- Overall assessment
This solution does not provide specific feedback for each training course. The questions apply to all completed training courses over the period in question. You will get an "overall" assessment of your employee's development.
- Targeting employees
Employees who haven't attend training courses over the period assessed will not be automatically excluded from the campaign. You will have to manually deselect them if you don't want them to receive the assessment form. In all cases, you can remove an employee from the campaign once it has been launched or make the questions optional.