What are the best tools and methods for gathering feedback from trainees and stakeholders?

After being responsible for two editions of the summer internship program, I understand that the best ways to collect feedback are these two: 1. Online and Anonymous Surveys: Can be using Google Forms (free and easy to use), SurveyMonkey (ideal for generating reports from the received answers), Typeform (for more interactive and visually appealing surveys). The important thing is to ensure an anonymous way for people to give their opinions without feeling judged for it. 2. Group Feedback Sessions: Organize meetings with interns and a moderator - who can be the person responsible for the internship program or someone else. This allows participants to share their opinions in a structured yet free and spontaneous manner.

Based on your learning objectives, asking questions within these four domains: knowledge, attitudes, behaviors, and skills, will help you be more specific about the expected participant growth attributable to your training. People often focus on pre and post surveys to assess impact. Although helpful, real-time data gathered during the training can be powerful indicators for whether people are understanding a concept. For example asking people to describe a concept in their own words or observe how the learning group is applying a technique. An inclusive design could include redistributing the power structure present in the group during activities so that the voices elevated are those not often represented.

In data analysis it is important to be mindful that what is prioritized, analyzed, and communicated does not further marginalize groups of people based on different identity markers. If possible, data analysis should ideally include those from whom data was generated before insights are developed. The experience and perspectives from participants and other invested partners is invaluable for continuous improvement of a training experience and content. Additionally, people absorb and retain information in different ways. The presentation of data should always include a variety to ensure that information is easily accessible through multiple means.

An inclusive strategy is using design thinking to ideate using the feedback received. For example, if participants struggled with understanding a particular module, you could use the feedback in a design thinking session to redesign the module and pilot that section with past participants to see if there are any improvements with understanding. This ensures that you are not always designing for other and designing with community.

Creating a feedback culture in your training environment is crucial. It values, encourages, and acts on input from trainees and stakeholders, which can significantly improve training quality and effectiveness. From my experience, using surveys, one-on-one interviews, and real-time polling tools helps gather actionable feedback. For instance, after a Scrum training session, I used anonymous surveys to identify areas for improvement. This not only enhanced engagement and satisfaction by giving participants a voice but also provided valuable insights for refining future sessions. Embracing feedback fosters continuous learning and development, making training more impactful.

Feedback culture thrives where people embody a culture of growth. It is a culture where people feel and see that their voices and perspectives are valued. One in which adaptive learning and shifting with agility in response to data points is constantly practiced in service to the needs of learners.