Wie können Sie Online-Feedback und -Bewertungen inklusiver gestalten?

Here are 5 tips for more inclusive online feedback and assessment: 1. Allow multiple formats like text, audio, video to provide flexibility. 2. Offer clear guidance and rubrics so expectations are transparent. 3. Give regular, small-stakes assessments to reduce stress. 4. Provide actionable, supportive feedback focused on growth. 5. Make processes anonymous and confidential when possible.

In the age of AI, inclusivity and accessibility in learning is more important than every before. To make learning inclusive, the platform and content needs to play together here. The platform needs to follow latest WCAG standards and the content needs to be created with accessibility in mind. As a learning team, you can run surveys and interviews to deepen your understanding about your learners. This helps you design programs that are inclusive and equitable for everyone. AI needs to follow suit here too, and speaking to vendors about how they safeguard data and ensure it's equitable and inclusive is key.

To make online feedback and assessment more inclusive, provide multiple avenues for participation, including text, audio, and video responses, to accommodate diverse communication preferences and abilities. Use clear and concise language, avoiding jargon and complex terminology, to ensure accessibility for all learners. Offer opportunities for self-assessment and peer feedback to promote collaborative learning and diverse perspectives. Implement flexible assessment formats, such as open-ended questions and project-based assessments, to accommodate different learning styles and abilities.

I love the concept of a product mindset, which dictates that you design products based on testing/feedback from end users. Would you design the same program for corporate bankers and retail frontline staff? Absolutely not. You need to choose the appropriate method/medium and this needs to come from research and careful consideration of your audience. Sales enablement training can be more experiential and practice-led, whereas compliance training can be more testing/quiz-led. What matters most here is that you 1) understand your audience and 2) subject area and 3) choose the method that most aligns with their needs of learning.

Feedback is critical to learning teams to understand the effectiveness of your training. The training’s goals and objectives should be determined before training occurs, allowing these to be clearly and accurately measured. The Kirkpatrick Model allows you to streamline the feedback process and understand the impact of training. Level 1: Reaction – Evaluate the learners’ reactions and responses to the training. Level 2: Learning – Measure the knowledge and skills learned during the training. Level 3: Behaviour – Assess the behavioural change (if any and to what extent) due to the training. Level 4: Impact – Measure the training’s impact on business goals and results. Using Kirkpatrick ensures accuracy and effectiveness of feedback.