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Last updated on 2024年5月7日

How can you collect feedback from training participants?

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Feedback is essential for any training program, as it helps you evaluate the effectiveness, relevance, and satisfaction of your learning activities. However, collecting feedback from training participants can be challenging, especially if you want to get honest, constructive, and actionable insights. In this article, you will learn some tips and strategies on how to collect feedback from training participants, using different methods, tools, and techniques.

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?? Brenton Mann

USN Vet ? Servant Leader ? REALTOR? S.0200425 ? MRP ? AHWD ? Mentor ? CSM ? LSSGB

1 Define your feedback goals

Before you start collecting feedback, you need to define what you want to achieve with it. What are the specific questions you want to answer, the indicators you want to measure, and the outcomes you want to improve? Depending on your feedback goals, you may want to focus on different aspects of your training program, such as the content, the delivery, the engagement, the learning outcomes, or the impact. Having clear feedback goals will help you design your feedback questions, choose your feedback methods, and analyze your feedback data.

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Carmen Almengor

Behavior Consultant
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De acuerdo a mi experiencia, impartir un taller o seminario de forma profesional y motivadora es el primer objetivo, un segundo objetivo seria obtener resultados prácticos del mismo. Para evaluar si se cumplieron objetivos con el taller o con el seminario es indispensable pre veer una retroalimentación lo más inmediato posible. Desafortunadamente, no todos los asistentes desean aportar una retroalimentación, por distintas razones. Por lo tanto hay que tener esto en cuenta para utilizar algún tipo de estrategia para obtenerlas. Y tener claras las preguntas que se desean. Si un miembro clave del grupo no aporta su retroalimentación seria conveniente contactarla directamente para obtener sus comentarios.

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2 Choose your feedback methods

Collecting feedback from training participants can be done in a variety of ways, each with their own benefits and drawbacks. Surveys are simple to create, distribute, and analyze, and they can supply quantitative and qualitative data; however, they may lead to low response rates, biased answers, or shallow feedback. Interviews are more personal, interactive, and comprehensive; however, they require a lot of time and money, and it’s difficult to make them standardized or comparable. Focus groups are similar to interviews but involve a group of participants discussing their feedback together; they can generate diverse and dynamic feedback as well as peer learning but can be hard to organize, moderate, and summarize. Observations are great for assessing the behavior, performance, and engagement of the participants during the training; they can provide objective and direct feedback but may be influenced by the observer's bias or interpretation. Tests are great for measuring the knowledge, skills, or attitudes of the participants before and after the training; they can provide quantifiable and comparable feedback but may be stressful or irrelevant for certain learning objectives.

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3 Use feedback tools

Feedback tools are software applications or platforms that can help you collect, manage, and analyze feedback from training participants. These tools provide various features, such as templates to save time and effort, automation to increase efficiency and accuracy, and analytics to identify patterns and trends from your feedback. Examples of feedback tools include SurveyMonkey, Google Forms, Typeform, Qualtrics, FeedbackFruits, and Kahoot. With these features, you can ensure that your feedback questions are relevant and consistent, reduce your workload and errors, and communicate the insights from your feedback data effectively to your stakeholders.

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4 Ask feedback questions

Feedback questions are an important part of gathering feedback from training participants. They should be clear, relevant, and aligned with your feedback goals. Different types of feedback questions can be used, such as rating questions, which ask the participants to rate a certain aspect of the training on a scale; open-ended questions, which allow the participants to write their own feedback in their own words; multiple-choice questions, which ask the participants to choose one or more options from a list of possible answers; and Likert questions, which use a five-point scale with labels such as strongly agree and strongly disagree to measure attitudes, beliefs, or perceptions. These different types of questions are useful for measuring satisfaction, relevance, or effectiveness of the training; capturing opinions, experiences, or suggestions; testing knowledge, skills, or attitudes; and gathering demographic or background information.

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5 Collect feedback at different stages

Collecting feedback at different stages of your training program can provide a more comprehensive and accurate picture of your training impact and outcomes. Before the training, you can assess the needs, expectations, and preferences of your participants, and use this feedback to establish a baseline for measuring progress. During the training, you can monitor engagement, performance, and satisfaction to adjust your training. After the training, you can evaluate the effectiveness, relevance, and impact of your training to identify areas for improvement. Additionally, post-training feedback can be used to celebrate achievements, acknowledge feedback, and follow up with participants.

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?? Brenton Mann

USN Vet ? Servant Leader ? REALTOR? S.0200425 ? MRP ? AHWD ? Mentor ? CSM ? LSSGB
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Celebrating Peaks and Progress: Amidst the data and analysis, don’t overlook the human element. Celebrate milestones achieved by the participants. Acknowledge growth, applaud accomplishments, and provide a platform for participants to share their journey. This celebratory touch fosters a sense of accomplishment, fuels motivation, and strengthens the bond between the participants and the training program.

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6 Use feedback effectively

Collecting feedback is not enough; you also need to use it effectively to improve your training program and your training skills. Therefore, you should analyze your feedback data to identify the strengths, weaknesses, opportunities, and threats of your training program, and compare them with your feedback goals and expectations. Afterward, act on your feedback by implementing changes, improvements, or solutions based on your feedback analysis, and communicate them to your participants and stakeholders. Finally, learn from your feedback by reflecting on your feedback results, feedback process, and feedback skills. This will help you identify what worked well, what didn't work well, and what you can do better next time.

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?? Brenton Mann

USN Vet ? Servant Leader ? REALTOR? S.0200425 ? MRP ? AHWD ? Mentor ? CSM ? LSSGB
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Dive into the intricacies: ? Analyze Insightfully: Unveil strengths, weaknesses, opportunities, and threats. This insight-driven analysis is the compass to growth. ? Align with Goals: Meld insights with aspirations. Craft a seamless journey from vision to reality. ? Implement Action: Feedback fuels transformation. Embrace change, enhance, and solve with insights as your guide. ? Transparent Exchange: Communication breeds collaboration. Share openly for united progress. ? Learn and Progress: Reflection fuels refinement. Iterate for advancement. ? A Path of Progress: Infuse feedback into training’s essence for perpetual evolution. Mastery stems from strategic feedback application.

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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?

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?? Brenton Mann

USN Vet ? Servant Leader ? REALTOR? S.0200425 ? MRP ? AHWD ? Mentor ? CSM ? LSSGB
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In my role as a Supervisor Aviation Electrician for F-18s, feedback played a pivotal role. Analyzing insights uncovered strengths, weaknesses, and opportunities. Aligning with goals, we refined execution. Transforming feedback into action, turned change into improvements. Transparent sharing fostered collaboration. We wove feedback into training’s essence, forging a path of perpetual evolution. Mastery emerged from strategic feedback utilization. Translating these principles to the civilian employment sphere offers a blueprint for success. The art of utilizing feedback to enhance growth, refine processes, and nurture collaboration is a transferable skill that can elevate performance and drive excellence in various professional settings.

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How can you collect feedback from training participants?

1

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3

4

5

6

7

1 Define your feedback goals

2 Choose your feedback methods

3 Use feedback tools

4 Ask feedback questions

5 Collect feedback at different stages

6 Use feedback effectively

7 Here’s what else to consider

Training

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How can you collect feedback from training participants?

1

2

3

4

5

6

7

1 Define your feedback goals

2 Choose your feedback methods

3 Use feedback tools

4 Ask feedback questions

5 Collect feedback at different stages

6 Use feedback effectively

7 Here’s what else to consider

Training

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