How can you get better feedback from your trainees and trainers?

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Feedback is essential for effective employee training, but it can be challenging to collect and use it well. How can you get better feedback from your trainees and trainers, and what can you do with it to improve your training programs? Here are some tips to help you.

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Sean McPheat

Helping 9,000+ Companies Build Stronger Leaders & High-Performing Sales Teams | CEO of MTD Training & Skillshub |…
Ifeyinwa Chime, MBA
Muhammad Husayn

Training Design, Development & Delivery of 3000+ hours for 1000+ professionals globally. Leadership Development…

1 Define your feedback goals

Before you design or deliver any training, you should have a clear idea of what you want to achieve and how you will measure it. What are the learning objectives, the desired outcomes, and the indicators of success? How will you align your feedback questions and methods with these goals? Having a feedback plan will help you focus on the most relevant and useful information, and avoid wasting time and resources on irrelevant or redundant data.

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Sean McPheat

Helping 9,000+ Companies Build Stronger Leaders & High-Performing Sales Teams | CEO of MTD Training & Skillshub | Speaker & Author
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I agree with this it’s so important to work out what feedback you’re going to collect upfront. For example, are you just going to ask for Kirkpatrick level one feedback i.e. the reaction level as to the quality of the training or are you going to look at a full evaluation of the training in terms of all four levels of the Kirkpatrick model, and maybe the Philips, level five edition, which focuses on return on investment.

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2 Choose your feedback tools

There are many ways to collect feedback from your trainees and trainers, such as surveys, quizzes, interviews, focus groups, observations, tests, or self-assessments. Each tool has its advantages and disadvantages, depending on your feedback goals, the type and size of your audience, the format and duration of your training, and the resources and technology available. You should choose the tools that best suit your needs and preferences, and that will provide you with reliable and valid data. You should also consider how you will analyze and report the feedback, and what tools will help you do that efficiently and effectively.

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Muhammad Husayn

Training Design, Development & Delivery of 3000+ hours for 1000+ professionals globally. Leadership Development programs & Coaching for 500+ hours, catering to US Sales Revenue Enablement & former Canadian IT Recruitment
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Feedback is not just essential, rather its critical. I am fond of utilizing KirkPatrick's eval model. To measure learning retention we utilize knowledge checks/ quiz/assessments. Its a direct feedback on how successfully learning has been transferred. Learner Reaction is easily observed by the trainers, however, during the trainings another trainer is observing the session and the learner reaction. To make feedback more effective we use anonymous learner surveys and final learner 1on1s for training feedback. Behavior change has to be catered as well. Well as soon as our New Hires hit the floor, their manager feedback tracks behavorial influence of the training. For results, we do have set Dashboard, that tracks their performance via CRM

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3 Encourage honest and constructive feedback

Getting honest and constructive feedback is one of the biggest challenges when it comes to training. To ensure that you receive feedback that will help you identify the strengths and weaknesses of your training, and suggest ways to improve it, it's important to explain the purpose and value of feedback to your trainees and trainers, and how it will benefit them and the organization. Additionally, create a safe and supportive environment for feedback where people feel comfortable to share their opinions and experiences while respecting each other's perspectives. Ask open-ended and specific questions that elicit detailed and relevant responses rather than yes/no or rating questions that limit the feedback. Provide feedback guidelines and examples to your trainees and trainers, as well as model the behavior you expect from them. Lastly, thank your trainees and trainers for their feedback, acknowledging their contributions.

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4 Act on the feedback

Getting feedback is not enough; you also need to act on it. Feedback is useless if you ignore it or dismiss it. You should use the feedback to evaluate your training effectiveness, identify areas for improvement, and plan and implement changes. You should also communicate the feedback results and actions to your trainees and trainers, and show them how their feedback has made a difference. This will demonstrate your commitment to quality and continuous improvement, and increase their trust and engagement in the feedback process.

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Ifeyinwa Chime, MBA
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Feedback is a gift!!! And if a gift is not opened, used or acted upon, it becomes useless... So, to get better feedback from your trainers and trainees: > Start with feedback goals and what is the purpose for feedback > Use credible tools to assess feedback received. > Provide constrictive feedback and coaching : provide regular, constructive feedback to help employee trainees to grow and improve. > Offer coaching and mentoring to support employees in their development. > Recognize and reward learning: Acknowledge achievements from the trainers and trainees. Recognize and reward employees/ trainers for their achievements in learning and development. > Celebrate team and individual successes in training and development. Thank you

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5 Review and refine your feedback process

Finally, you should review and refine your feedback process regularly, and make sure it is still meeting your needs and goals. You should monitor the feedback quality and quantity, the feedback tools and methods, the feedback analysis and reporting, and the feedback actions and outcomes. You should also solicit feedback on your feedback process, and ask your trainees and trainers how they feel about it, what they like and dislike, and what they suggest to improve it. You should then use this feedback to make adjustments and enhancements to your feedback process, and keep it relevant and effective.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you get better feedback from your trainees and trainers?

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1 Define your feedback goals

2 Choose your feedback tools

3 Encourage honest and constructive feedback

4 Act on the feedback

5 Review and refine your feedback process

6 Here’s what else to consider

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