Personalized feedback can engage employees around learning and help them improve.
Employees and organizations always want to get better—better at their jobs, better at their competitive advantage, better overall. The prioritization of professional improvement has probably never been more pronounced than it is now given the unprecedented changes taking place in the workforce today.
But, how do we improve? Malcolm Gladwell’s book “Outliers” cites 10,000 hours as the total amount of time it takes to become an expert at something. Mathew Syed, in “Bounce,” tells us that it’s 10,000 hours with targeted feedback that helps us to improve. Receiving personalized feedback on a regular basis helps us to get engaged in both the practice of improving and in the work itself. This leads to better results and more motivated employees.
How can organizations go about giving regular, personalized feedback at scale to help engage employees around learning and professional development?
Technology can help. By enabling peers to group together online, organizations can help employees help each other by facilitating a forum for structured feedback. Video assignments are another great technologically-enabled tool for feedback and can provide an opportunity for improvement through social assessment—encouraging iterative improvement by enabling regular feedback from peers, mentors, managers, and coaches on demonstrations of different competencies or skills.
Here’s how you can use video for social assessment in the workplace:
Rubrics, structured frameworks for assessment that lay out levels of accomplishment with the ability to comment on each level, can provide guardrails around expectations for both peers and managers when it comes to giving valuable feedback. These tools together can help organizations build a successful social assessment strategy that can be delivered effectively using a next-generation learning experience platform.
At Learning2017, I’m looking forward to exploring this topic more, delving into social assessment and how it can drive employee engagement—because we can all do better with a little help from our peers.
This post was originally published on LinkedIn Pulse