What are the best ways to collect feedback on technical training?

1 Choose the right feedback method

There are numerous methods for collecting feedback on technical training, but which one is suitable for your situation depends on your learning objectives, audience, content, and resources. Surveys are the most common and easy way to collect feedback on technical training - they can include multiple-choice, rating, or open-ended questions to measure the satisfaction, learning outcomes, and behavior change of your learners. Alternatively, interviews allow for a more in-depth and personal approach to collecting feedback. Focus groups are a form of group interview that involve bringing together a small number of learners to discuss their feedback on technical training. Observations can provide direct and objective evidence of the skills and knowledge acquired by your learners, as well as their engagement and behavior. Tests are a way to assess the knowledge and skills of your learners before, during, or after the training. However, each of these methods can have its own drawbacks such as low response rates or difficulty in analysis.

2 Define the feedback purpose and timing

Before you collect feedback on technical training, it is important to define the purpose and timing of your feedback. This should be based on your learning objectives, evaluation criteria, and the needs and expectations of your stakeholders. Additionally, the timing should reflect the length and complexity of your training, as well as the availability and convenience of your learners. You can collect feedback on technical training at different stages, such as before the training to assess prior knowledge and expectations; during the training to monitor progress and performance; and after the training to evaluate learning outcomes, behavior change, and impact. This will help you tailor your training to the needs of your learners, measure its value and return on investment, and identify any follow-up actions or support.

3 Design the feedback questions and format

Once you have chosen the feedback method, purpose, and timing, you need to design the feedback questions and format. To ensure clarity, conciseness, and relevance, the questions and format should be consistent and comparable across different feedback methods and sources. To do this, you should use a mix of quantitative and qualitative questions; closed-ended and open-ended questions; factual and perceptual questions. Additionally, use a clear and consistent format with simple language, avoiding jargon and ambiguity. Make sure to use the same scale, order, and wording for similar questions, and avoid leading, biased, or double-barreled questions. This will help you collect standardized data that is easy to compare, as well as rich and detailed information that is meaningful and insightful.

4 Collect the feedback data and responses

Once you have designed the feedback questions and format, it is time to collect the feedback data and responses from your learners. It is important to do so in a timely, ethical, and secure manner, while also showing respect and appreciation for your learners. You can do this by communicating the feedback purpose and benefits to your learners before, during, and after the collection process. Make sure to explain why you are collecting feedback, how it will be used, and what value it will bring. Additionally, emphasize that the feedback is voluntary, confidential, and anonymous. Provide instructions and support on how to access, complete, and submit the feedback. Encourage participation and completion by highlighting the importance of their feedback as well as offering incentives or rewards. Finally, follow up with learners to thank them for their feedback or request any missing or incomplete information.

6 Use the feedback data and results

The final and most important step of collecting feedback on technical training is to use the feedback data and results in a meaningful, actionable, and continuous way. You should share the feedback data and results with learners, stakeholders, and colleagues in a clear, concise, and relevant way. Acknowledge contributions, invite questions, and address comments. It’s also important to prioritize and plan feedback actions such as revising or updating content. Monitor and evaluate changes, outcomes, or impacts of your technical training. Finally, collect feedback regularly, consistently, and systematically using the same or different methods. Analyze and use the data continuously to ensure your training is effective, relevant, and engaging.

7 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?