We recently mentioned in our blog that investing in employee training is a move that definitely pays off. But in order for it to pay off, you need to give your trained employees opportunities to continuously put into practice the knowledge and new techniques they have acquired.
This time we will share tips on how to measure the effects of the training and workshops attended and how to effectively check the competences and skills of teams and give constructive feedback.
What are the objectives of the 360’ model assessment?
360’ Feedback targets’ serve both superiors and the employees themselves. Thanks to this method, managers have the chance to obtain objective information about what the skills of individual team members are and evaluate their work. On this basis, they can also develop a long-term strategy for the further development of employees. For employees, such feedback is an opportunity to obtain valuable information on how they perform their work, the methods they use, as well as a motivating and engaging boost, which translates positively into their performance.
However, so that 360’ feedback can deliver the expected and desired results, must be thoroughly and accurately prepared in advance. Before we undertake coaching calls, we must in the first instance:
Set objectives for the entire process - The assumption of what we want to achieve by giving feedback forms the basis for developing the message, as well as for identifying the areas to be assessed.
Select and develop a concept - The indisputable advantage of 360’ feedback is its individual approach to each person being evaluated. Therefore, we cannot establish a one-size-fits-all method of communicating the message.
Create an evaluation questionnaire - In order for the feedback and the assessment on which it is based to be objective, we need to gather equally objective information about the area being assessed. An evaluation questionnaire will help with this. However, it should presuppose a substantive and unquestionable evaluation.
The next steps are the selection of evaluators, training of the team being evaluated, development of the evaluation report, provision of feedback, re-evaluation to verify the effects.
Negotiating E-360 - a case study on the example of a negotiation workshop
However, let us narrow down the area in which we apply 360’ feedback to the area of negotiation workshops and their effectiveness.
The many years of experience of Eveneum's experts in conducting training, coaching and workshops have proven to E-360 Negotiation Effectiveness only has a chance to materialise if certain conditions are met.
- Self-assessment before the workshop
Participants always have a more or less precise assessment of their own skills and competences. In order for objective verification to take place and for them to have a different perspective on their work, the trainer first has to find out how they see themselves and how they assess their level of knowledge and skills. For this purpose, a self-assessment questionnaire is filled in and completed before the workshop. This is also an opportunity for the trainer himself to verify the areas that the majority of the group need to work on and those that the majority of the group have identified as their strengths. - Feedback from participants
The ability to give feedback should not only be trained in managers and trainers. Drawing conclusions accurately and presenting them effectively to the other party is also very important in discussions with potential contractors. In turn, the person being evaluated receives a series of more or less accurate pieces of information, from which he or she can also draw conclusions. - Analysis of recordings and feedback from the trainer
At the end, the participants of the negotiation workshop conducted by Eveneum receive material consisting of an analysis of the recordings of the workshop and the feedback given by the trainer himself. Once the workshop participant is on neutral ground, he or she has the chance to coolly assimilate all the information received. The recordings are objective and irrefutable material, showing the negotiator's attitude as it actually was. The substantive feedback from the trainer, on the other hand, makes it possible to correct mistakes, work on weaknesses and develop one's own strengths.
Feedback Negotiation E-360 received by participants after negotiation workshops led by Eveneum experts, can be the basis for developing a strategy to further develop negotiators at a level that suits their capabilities and needs. These are valuable insights that can increase the effectiveness of employees and provide a quicker return on investment in training.
If you would like to find out more about the negotiation workshop at Eveneum and Negotiation E-360, welcome to contact. We are happy to answer questions and present a sample training course with feedback.
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