This informal CPD article ‘How Internal Quality Assurers (IQAs) Can Give Feedback That Truly Motivates Assessors’ was provided by Natasha Abrams, Director at Quality Assured 3.0, an Education and Training organisation based in the United Kingdom.
Feedback is one of the most powerful tools an Internal Quality Assurer (IQA) can use to help Assessors grow. [1] Done well, it builds confidence, sparks reflection, and drives real improvement. Done poorly, it can leave Assessors feeling demotivated and stuck. [2]
So, how do we make sure our feedback really makes a difference? Here are practical strategies to help you give feedback that inspires, not intimidates.
1. Make Feedback a Conversation, not a Critique
Feedback should feel like a dialogue, not a lecture. Invite Assessors to share their thoughts on what worked well and what felt challenging. [3]
Try this:
“I noticed you used a mix of observation and questioning in this assessment. How did that approach work for you?”
This simple question encourages reflection and ownership.
2. Start with Strengths Before Development Areas
Everyone likes to know what they’re doing well - it sets a positive tone. Then, move on to areas for improvement with clear, actionable suggestions. [4]
Instead of:
“Evidence was insufficient.”
Say:
“Your observation notes were detailed and clear. To make the assessment more holistic, consider adding learner reflection - this will show how they understand and apply the skills.”
3. Link Feedback to Standards
Make feedback objective by tying it back to awarding body criteria or organisational policies. [5] This removes guesswork and shows Assessors exactly what compliance looks like.
Example:
“Awarding organisations require evidence of learner understanding. Adding a short Q&A transcript would meet this criterion and strengthen your portfolio.”
4. Be Timely and Consistent
Feedback loses impact if it arrives weeks later. Aim to provide it promptly while the assessment is fresh. [6] Build feedback into regular IQA cycles, so Assessors see it as supportive, not punitive.
5. Use Feedback to Drive Professional Development
Feedback isn’t just about fixing gaps—it’s a chance to grow. Highlight CPD opportunities and share best practices across the team.
Example:
“You’ve got a strong approach to questioning. There’s a CPD session next week on advanced observation techniques - I think you’d find it really useful.”
6. Make Technology Work for You
Digital tools like e-portfolios or shared dashboards make feedback easy to access and track. [5] Moreover, keeping clear records ensures transparency and helps with future reviews.
7. Create a Positive Feedback Culture
Frame feedback as a tool for growth - not judgment. Emphasise that the goal is better learner outcomes and stronger assessor confidence. [5]
And don’t forget to celebrate progress!
Example:
“Last time we talked about adding learner reflections—you’ve done that brilliantly here. It really strengthens the evidence. Great job!”
Call to Action
Take a moment to reflect on your own feedback style:
- Are you creating a dialogue or delivering a monologue?
- Do your comments feel supportive and actionable?
- Are you linking feedback to standards and celebrating progress?
Start with one small change - maybe adding a reflective question or highlighting a strength before a development point. These simple steps can transform feedback from a tick-box exercise into a powerful tool for growth.
Final Thoughts
Great feedback isn’t about pointing out what’s wrong - it’s about helping Assessors feel supported, capable, and motivated to keep improving. When we get it right, everyone wins: Assessors, learners, and the organisation.
We hope this article was helpful. For more information from Quality Assured 3.0, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.
References
[1] Ann Gravells (n.d.) Internal Quality Assurance Guidance. Available at: https://www.anngravells.com/
[2] Brooks and Kirk (n.d.) Why Feedback is Important in Assessing. Available at: https://brooksandkirk.co.uk/why-feedback-is-important/
[3] QP5-Internal-Quality-Assurer-Report-Form.pdf. Available at: https://arcengland.org.uk/wp-content/uploads/2021/05/QP5-Internal-Quality-Assurer-Report-Form.pdf
[4] (Brooks and Kirk, n.d.: https://brooksandkirk.co.uk/WHY-FEEDBACK-IS-IMPORTANT/
[5] _IQA_Handbook July 2024. Available at: https://d213hxn09aifwh.cloudfront.net/files/General-Regulations/Standardisation_and_IQA_Handbook_2024.pdf
[6] LO6-LEGAL-GOOD-PRACTICE-REQUIREMENTS-FOR-IQA-min.pdf. Available at: https://www.cityandguilds.com/-/media/cityandguilds-site/documents/what-we-offer/centres/centre-document-library/guidance-on-internal-quality-assurance-of-qualifications-pdf.pdf
