Employees are dissatisfied with training programs. How can you address their feedback effectively?

Feedback is essential to improving training programs. When gathering it, I focus on three key points: 1. Stay open-minded – Don’t get too attached to your program; everything can be improved. 2. Ask the right questions – Avoid generic questions. Instead, ask for specifics like, ‘What’s one thing we could improve?’ or ‘How can we make the class 10% better?’ 3. Address the need, not just the complaint – Don’t react to every comment at face value. For example, if learners say the class is too long, explore the underlying issue before making changes. This approach helps ensure feedback is actionable and leads to meaningful improvements

employees' dissatisfaction with training programs is a common issue that can have negative consequences on employee morale and performance. By creating a feedback system, involving employees in the design process, providing opportunities for continuous learning, and regularly evaluating and updating training programs, organizations can effectively address employees' feedback and improve overall satisfaction. Ultimately, investing in employees' training and development is not only beneficial for employees but also for the organization as a whole.

When we create safety from the beginning trainees will give feedback not only on their survey, but throughout the entire process.When trainees are comfortable expressing their needs it allows us to be proactive and provide the perfect learning environment for THEM. This cuts down training time and increases retention.

After reviewing the feedback of the team, make sure to address the root cause of the issue. Often times organizations will request feedback and then ignore the overwhelming consensus of ideas. Put capable people together and make the necessary changes to address the concerns. Once your people see you are listening to their feedback they will respond more positively and be more engaged.

Once you receive employee feedback, organize small group discussions to explore specific concerns and categorize the feedback into themes like content relevance, methods, or logistics. Tailor the training to employees’ roles and skill levels, ensuring it's directly applicable. Provide mentors or learning partners to maintain a continuous feedback loop. Communicate that their feedback has been addressed to build trust. Finally, measure the effectiveness of the revised programs by tracking performance improvements, employee satisfaction, and retention of new skills. This structured approach ensures the training aligns with both business and employee needs

I think these are valid points. Courses should have regular updates and be flexible to engage various types and styles of learning. Training for certain jobs may require a more practical input than a classroom based delivery. Adaptation is key to delivering courses and, realising the need for change even during delivery if the format is not working. Many would adhere to the laid down plan rather than change to fit the ever changing audience.

In this modern era of IT, remember not everyone is comfortable, confident and able to embrace this. Development is moving totally towards this but it is not always compatible to the audience.