What are the most effective questions to ask after a workshop?

Effective questions after a workshop include asking participants about the key insights gained, how they plan to apply the learning, and any challenges faced. Inquire about the most valuable aspects of the workshop and if there are areas that need more clarification. Encourage feedback on the workshop structure and facilitation to improve future sessions. Additionally, ask participants to share specific actions they intend to take based on the workshop content.

Effective post-workshop questions include: 1.? ?Understanding: What key takeaway did you find most valuable? 2.? ?Application: How do you plan to apply what you've learned in your work or life? 3.? ?Relevance: Was the content relevant to your needs and challenges? 4.? ?Engagement: How engaging did you find the workshop? Any suggestions for improvement? 5.? ?Clarity: Were there any topics you found confusing or need further clarification on? 6.? ?Materials: How useful were the workshop materials provided? 7.? ?Facilitation: How would you rate the facilitator's effectiveness in delivering content and engaging the audience? 8.? ?Future Topics: What topics would you like covered in future workshops?

The purpose of feedback following a workshop is multifaceted, aiming to refine future events and ensure participant satisfaction. Effective questions encompass a range of aspects, from overall satisfaction to the specifics of the learning experience. Inquiring about the relevance of the content, the facilitator's effectiveness, and the practical application of learned concepts helps organizers pinpoint areas for improvement. Ultimately, the purpose of feedback is to create a dynamic feedback loop that enhances the quality of workshops and ensures they align with the evolving expectations and aspirations of the participants.

Effective questions to ask the participants after a workshop include 1. How satisfied are the participants with this workshop, 2. What topics in the workshop were the best according to you, 3. What do you think about the workshop speakers, 4. What topics would you like to be covered in future workshops

Once you conduct a workshop you want to check with the audience as to their immediate impressions. These should be genuinely intended at finding out the "Aha" moments, what they plan to implement and feedback they may have about the session. Advice the audience to keep an open mind as also be open to receiving feedback. Post workshop some things to consider are the outcomes and usefulness of the same for participants at stipulated timeframe, maybe a month or six months down the line. It is important to rope in the line managers to contribute towards implementation of the learnings in any workshop. It is also important to work on any constructive feedback by participants. The workshop experience should ultimately be relevant for all.

Hagamos preguntas abiertas después de un taller, curso, capacitación... No pasemos solo las típicas preguntas cerradas de respuesta SI/NO, o la típica evaluación por puntuación (del 1 al 5 o del 1 al 10). Invitemos a los asistentes a dejar su opinión sincera y constructiva, que nos ayude a mejorar para próximas formaciones. Seamos creativos en nuestra solicitud de retroalimentación. No tengamos miedo a las respuestas.

In addition to the survey and discussions with the participants, we also included a rating system in the survey from 1 through 5 with 5 being the highest. Our goal was to have an average of a 4.5 rating or higher. The objective was to understand the overall value the participants gained from attending this workshop as well as where we could make improvements.

The objective feedback is to interact and improve. Therfore the total presentation should be structured in a way the trainer gets feedback. That is why it should be developed as Learning Experience Design (LXD)

Here are 3 types of feedback that you can use in a training. Evaluative feedback - Show the participants a graduated ladder (ex. from 0 to 100) and ask them to write their name depending on how much did this training touched them. Descriptive feedback - Give de participants feedback using examples and arguments at the end of the training. Prescriptive feedback - Give the participants feedback using advice's and recommendations for what and how to do things differently.

The timing of feedback after a workshop plays a pivotal role in its effectiveness. Asking participants for immediate impressions allows for fresh insights while the experience is still vivid in their minds. Inquire about the clarity of the content, engagement levels, and any immediate takeaways. However, the value of feedback extends beyond the immediate aftermath. Follow-up questions, posed a few weeks later, can capture insights on the lasting impact of the workshop and how well the learned concepts have been applied. Balancing both immediate and delayed feedback ensures organizers receive a comprehensive understanding of the workshop's immediate effectiveness and its longer-term impact on participants' professional growth.

Ideally feedback should be collected after each session. Participants often get fatigued during workshops and most want to rush back to their stations/businesses that they hardly put alot of thought in the feedback they provide after the workshop. By obtaining feedback after each session, participants will respond to one or two questions and they will provide comprehensive and honest feedback, which will help address gaps promptly, and shape subsequent sessions.

La rétroaction à froid, immédiatement après la fin de l'atelier permet d'avoir le ressenti immédiat des participants. Si la formation se déroule en plusieurs sessions, l'idéal serait d'avoir une rétroaction à la fin de chaque session pour suivre au fur et à mesure la progression des participants

Actually I disagree if one says that at the end of the workshop, participants are eager to move out and may not give productive feedback. In my experience. when the workshop is exciting and useful, many participants do not want it to end. They will wait and do everything required of them. The type of questions during and after the workshop are asked for different reasons and all are necessary. Usually the questions during the workshop seek participants" input, opnions or concentration; while questions after the workshop (lessons acquired, and how they would be applied to create the desired changes); areas for improvement on the part of workshop organisers and recommdations.

I think feedback needs to come in different forms, especially when you are working with someone full time across long periods of time. A standard review across employees of that level in written format of KPI’s can keep things professional and formal, removing subjectivity from hard performance metrics. A space to have one-on-one talks without it being intimidatory and supportive of subjective ‘I feel’ statements. A peer group discussion to consider different views of common problems allows for team building and feedback from another source. Possibly the most important format of feedback is a casual but genuine ‘Well done’, when you see it happening.

Questions about preferred learning formats and the applicability of concepts contribute to a comprehensive understanding? Lastly, inquire about participants' intentions to implement newfound knowledge?

Looking back in 6 months and you have applied your learning what will be different What will you be doing/not doing What will people be saying about the difference they notice How will you be feeling

Usually audience won't provide immediate feedback in the session in front of everyone. So we leverage the technology to get the feedback such as survey or through some kind of Microsoft forms. In order to get the correct feedback, questionnaire is more important. For example we can ask a question like this "Are you interested to attend this kind of session again n near future? ".

It's quite simple.. "Share with us 1 key takeaway from this workshop which you would implement in your day to day.?" This will invoke the thought provocation of something they learnt but also the practicality of implementating it in a way that would benefit them.

In my experience, I find asking the following two questions effective in understanding whether the workshop was a success or not: 1. On a scale of 1-5, how confident are you in describing what you’ve learnt when sharing with peers? 2. On scale of 1-5, how confident are you applying what you’ve learnt to your everyday workflow? Assessing what further support participants may need post-training, I always ask a further two questions: 1. What is the ONE thing you need to make a positive difference? 2. What resources or support do you need to make that happen?

Was the workshop effective? After-action reviews and workshops are cathartic and help bring issues to the surface. But it’s important all workshops are agnostic in their approach and clearly define outputs and further actions to undertake. Too often, we see that workshops are routine, going through a scripted approach to tick off a few boxes in response to upper-management objectives. In many instances, outputs are unclear and undefined. Consider using an independent facilitator from outside the organisation to run workshops and collate responses and actions in an unbiased way. Ultimately though, the ongoing effectiveness of workshops needs to be considered to determine if they bring value and if they should be repeated.

Asking participants if they would recommend a workshop they've completed, and their reasoning behind their recommendation, is valuable for several reasons. Firstly, it provides direct feedback on the workshop's overall effectiveness and impact. Additionally, understanding the reasons for their recommendation can yield insights into specific strengths and areas for improvement. This feedback can inform future workshop development and help ensure that future participants have a positive and enriching experience.