How do you get feedback on your learning objectives?

Evaluar la formación y el aprendizaje pasa por responder a la pregunta: ?La formación ha cumplido sus objetivos? Muchas empresas miden las “reacciones“ a la formación de sus empleados. Es decir si les ha gustado o no el temario, el formador, etc. Pocas miden el “aprendizaje“. Es decir, a los meses que recuerdan de lo aprendido. Y casi ninguna realiza la “evaluación o transferencia de lo aprendido“ al día a día del empleado en la organización. Y mucho menos como han cambiado los “resultados” (ROI –Return of Investment = (beneficio obtenido – inversión) / inversión), tras la formación en la empresa. Por eso cuando se habla de como obtener retroalimentación al respecto tus aprendizajes, conviene tener en cuenta los puntos anteriores.

I design it before training where, when and how it will happen - the feedback session. I tailor the feedback session into the program and do not wait till the end of the course, so the feedback is practical. Besides that, as Javier mentioned, I also measure the "reactions" through the smiley usage, and open a possibility to feedback anonymously.

I frequently incorporate this approach because, post-training, participants are often pressed for time to attend to their daily tasks, leading to a potential delay in providing feedback. Integrating feedback requests into the program before summarizing the subject typically yields a higher response rate.

Gathering feedback after training offers several advantages, including: - participants have time to reflect on the training content and its application to their roles; - the can apply the newly learned knowledge in the real world and in practical situations; - they can provide detailed insights after experiencing the full training program: - and with the time flexibility participants can submit feedback at their convenience, reducing the pressure to respond immediately. Overall, collecting post-training feedback enhances the depth and accuracy of insights, contributing to continuous improvement.

If we are taking about writing learning objectives in right way i think we can do healthy check and it can be like "Peer Review" I always prefer peers review "but you must share with them the full training request ( Outlines, module,...) so they can make a right judgment " verify action verbs to blooms taxonomy" To check that you have choose thr right action verb towards ( content and delivery method) "Using Online Communities" You can aslo share this with your L&D SMEs in an online community, they may give you great notes on your learning objectives All those steps can help you before the training session