using feedback to boost employee recognition

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You already know that employee recognition leads to great work, but do you know how that applies to training? There are actually many opportunities to boost positive employee recognition while training your employees. Many companies only think about it after the fact, but the key is to give and receive feedback throughout. Basically, it comes down to this: the more you utilize feedback throughout training, the more you boost positive employee recognition.


By giving and receiving feedback before training even begins, you’re setting the tone for the entire process. More importantly, you’re setting the tone for the company as a whole–one where positive employee recognition is emphasized.

The feedback strategies that you’ll use here will most likely be informal. You can just have a simple conversation where you refer to your employees’ successful performances in the past and explain that the training will only make them better.

And if you’re wondering how to address new employees, explain how they wouldn’t be there if they weren’t qualified. Be sure to thank all of them for working for the company and their willingness to complete the training. You then can ask what they want to learn and why, which you can take into consideration as you continue. Your employees will feel recognized that you took the time to ask for their feedback.

Have you ever attended an employee onboarding session where you had no chance to ask questions or make comments until the end? Not only are you left feeling confused, but you’re also left feeling unrecognized. Plus, you might forget about your questions or comments by the time it’s all over. Therefore, timeliness is crucial, so it only makes sense to utilize feedback during training.

There are many strategies you can use at this point that will ultimately contribute to positive employee recognition. Training Today has some great examples, like encouraging your employees to be involved and interactive with you and with each other so that feedback is given more often. Remember to set aside plenty of time so they can ask questions and make comments. You can also frequently test your employees in order to get concrete feedback on how they’re performing so far.

One last example is to analyze the training and make changes as you go. In other words, pay attention to what’s clicking and what’s not, and adjust things from there.


You can reinforce the positive recognition that you’ve been building up by giving feedback to your employees on their overall performance in the training. Also, consider giving them a reward–it can be as simple as an announcement on the company bulletin board or a certificate of completion.

Feedback after the training is finished is particularly important for the company because you can use it to make improvements in future trainings. It can help you know how to approach specific employees moving forward, as well. You might use a more formalized strategy here, such as conducting an official survey. Whatever the case, ask what they enjoyed most, what they found to be the most difficult, and so on–not just regarding the content, but also the style of the training itself. Since it has been utilized throughout, your employees will feel much more comfortable being truthful with their feedback.

Now, go ahead and congratulate yourself! You’ve successfully utilized feedback before, during, and after training to contribute to positive employee recognition!

By michael roche
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Comments (1)
Cindy Harbridge

Hi my name is Cindy Harbridge I have now worked for the gaint tiger company for 20 years .I was to pick an anniverary gift from my book .I chose a ring which I love very much thank you Gaint tiger it made me feel proud of my 20 years of service with the company.

May 14, 2017   |   Reply
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