The pitfalls of participant feedback in training 🔊

In the sales industry, feedback sheets are still used as the preferred method to draw conclusions about the quality of the training conducted.

Unfortunately, it is a fallacy that the instruments ironically called “happiness sheets” 😀  provide a meaningful evaluation of the actual training success.

Although feedback from participants is important in terms of acceptance of the training measures, positive feedback does not necessarily mean that what has been learned will be put into practice. Especially since the feedback is usually obtained directly at the end of the training and the practical suitability has not yet been proven.

In addition, there are the following influencing factors:

◾ The initial euphoria and motivation increase the impressions.

◾ Not everyone can communicate their opinions openly.

◾ Because of the group dynamic, people do not want to disagree.

◾ Positive feedback avoids possible conflicts with the trainers.

◾ Experienced trainers might consciously influence the group’s mood.

Therefore, even positive feedback can actually be a distorted representation of actual perception. Valid statements about the training effects are needed in order to justify the expenditure of resources in relation to the benefits. ⚖

So what to do❓

Against the background of the pitfalls mentioned above, we have developed our methodological toolkit called >> Training Effectiveness Analysis << (TEA).

It provides you with a software-based analysis 🤖 of the before and after comparison of the training carried out. The dimensions to be considered can be determined individually, and the use and effort always follow our guiding principle of practicable feasibility.

We would be happy to develop an individually tailored learning and development process for you.

👉 Contact us!

⏩ www.upgradegroup.com/kontakt ⏪

#BusinessDevelopment #ChangeManagement #Feedback #TrainingEffectivenessAnalysis #UPGRADETraining #SalesTraining

How does your sales team perceive the analysis of sales training courses? Do your employees feel sufficiently picked up after the learning units?👈

We can give quite a clear answer: The pure evaluation of learning effects from the green table is unfortunately neither representative nor does it sufficiently reflect learning processes and efficiency increases!

In order to produce a truly meaningful analysis, you should take the following measures:

💬 Personal and direct surveys

🔎 Long-term observations in the workplace

👥 Regular feedback on learning development, and

📈 Making sales performance measurable by means of analysis tools via data and (turnover) figures.

All of this has medium and long-term objectives,

👌 To make the learning design of salary training effective – making your sales team even more efficient.

👌 To design tailor-made sales training that is aligned with the needs of your employees.

👌 Improve your employees’ attitude towards learning processes.

The design of learning and development processes as well as analysis using powerful tools should always be practice-oriented in order to achieve the greatest effect. This way you can maintain the satisfaction and motivation of your sales team and achieve – or exceed – sales targets💎.

✏️ You decide how theory comes across in practice to your sales team!

We are happy to support you: https://www.upgradegroup.com/kontakt, Information: https://www.upgradegroup.com

#motivation #sales #humanresources #personaldevelopment #sales success #sales success #learning processes #development processes #learning design

How to measure and individualize the learning process of your sales team.

Profitable training control of your sales team:

How do you measure the learning process success of your employees?

Measuring the effectiveness of training & workshops is an important process in your company’s quality management. An often practiced way is to follow up with surveys and feedback.

But is this really enough?

A better option would be to follow Kirkpatrick’s (1959) four-level model that has them systematically work through the following four levels:

1. Reaction: how did participants feel about the workshop, did it bore them or motivate them?

2. Learning: did they learn anything? What content was retained, and what exactly were the participants able to take away from the workshop?

3. Behavior: Can participants transfer what they have learned to their everyday work? Does it change or improve their work performance or motivation in the long term? What content was particularly effective?

4. result: Can direct conclusions be drawn from the workshops to the work results and turnover? Is even a monetary success visible?

The recording of behavioral changes should be collected on a long-term and regular basis by means of a precisely structured evaluation process. The assessment of changes and efficiency can be done by the direct managers and evaluated afterward.

A comparison group, which either has not undergone any training or has undergone other training, can or should be used for verification.

Conclusion: The evaluation of learning processes should be taken seriously, recorded in a structured way, and be part of quality management.

The advantage of training control is the increasing individualization and efficiency of (sales) workshops. It also pays off in the individual development processes of your employees if you can offer them customized, efficient workshops.

Need info on the topic of individual learning design? Contact us!

www.upgradegroup.com/kontakt

#sales #motivation #education #hr #education controlling #learning processes #learning design #learning process design

Better sales results through process visualization and simulations

Effective sales training should be more than the development of individual sales techniques. To achieve long-term success,📈it’s important to visualize relevant sub-processes of the sales stages in detail and to use adapted simulations and role exercises for the development in each case.

For example, the entire sales process can be visually represented through a sales funnel. This allows the sales team to better understand individual phases and the relevant activities within them -😀 starting with lead generation through to the closing meeting.

In the context of both onboarding and ongoing training,💪 short videos can simulate sales techniques and analyze various unique scenarios. With this, employees can become familiar with a range of actions that can be used in specific situations. Interaction-based knowledge bits via web or mobile apps also allow learners to shape their development in a lively way, independent of time and place, and supported by modern learning research.👀

Role-playing exercises can be used to act out potential conversation scenarios. This enables sales employees to experience (and improve) the sales process from both perspectives – the supplier and the customer.

Within the framework of an individually-designed development center, a large number of relevant sales competencies can be analyzed in a practical manner, and the insights gained from this can be used to promote various sales personalities in teams in an individually accurate way.

According to scientific research on information absorption, we retain 20% of what we hear, 50% of what we hear and see, but 90% of what we do ourselves😮. Therefore, it’s worthwhile to take time in the learning process design to develop accurate measures that enable successful learning in the long term.

We’d be happy to develop an individually tailored learning and development process for you.

👉Contact us!

Dear manager – your contribution, please!

Managers play a central role when it comes to assessing who needs and receives which sales training. Although you can prepare new members for sales activities as quickly as possible through effective onboarding, possible deviations from the targets often only become apparent during active sales. 

These may be technical issues that still have the potential for optimization, or perhaps it’s certain personality traits that are holding them from developing their full potential. While people in sales tend to be more extroverted, we all have individual traits and it often turns out in practice that anyone can be successful in sales.

Of course, a manager can easily identify possible deviations by comparing the KPIs with the current figures, but it takes a bit more to identify the true reasons for obstacles. These can be completely individual and require targeted feedback.

 Besides basic training that is valuable for all members of your sales team, it often turns out that training tailored to individual personal needs has the greatest positive impact. The training’s success needs to be evaluated and adjusted with further support.

You can also derive the required training content from the skills of the best members of your sales team, also known as modelling. What specific skills do they have❓ What do they do differently❓ What training have they undergone in the past❓?

 The wider the range between the results of the most successful members of your team and those with the greatest (yet to be realized) potential, the worse your cost-income ratio (CIR), and the greater your need for action.

We’d be happy to develop an individually tailored learning and development process for you.

👉 Contact us!

⏩ www.upgradegroup.com/kontakt/⏪

#BusinessDevelopment #ChangeManagement #Consulting #PersonalDevelopment #Sales #UPGRADETraining