How to Get Trainees’ Feedback
The ultimate value of Getting Trainees’ Feedback?
Employee training feedback gives you the opportunity to optimize the training experience, amplifying its effect on every link of the service-profit chain. The shorter the feedback loop, the better, so we advise you to keep your evaluation criteria few and simple. One of the first places to seek evaluation data is from the employees in the training program.
As we introduced before, novice corporate trainers encounter many delivery difficulties in the first years of their job. The International Board of Certified Trainers has studied the challenges of trainers and compared them with the international standards of professional conduct to identify the main performance gaps. Beginning trainers are concerned about how to get and process their trainees’ feedback. Therefore, in this post, we will highlight some tips on how to professionally achieve that as a beginning trainer.
Do not Wait Until the Training is Complete
Don’t leave your trainees without feedback while they work their way through the training. That’s like tuning up an orchestra after the performance. And don’t wait until it’s over to find out what your trainees think of their training, either.
Millennial trainees’ expectations have been primed by same-day delivery services, social media likes and instant downloads. They want feedback to be fast, continuous and frictionless — and to flow in both directions.
For older generations of trainees, feedback is loaded with the connotation of confrontation. They want to know how they’re doing, and they want to share their opinions, but they need you to give them a way to do it without overwhelming or fear.
One of the best ways to improve the feedback is to give and collect feedback all the time, but in smaller amounts and through less formal interactions. Instead of treating feedback like an event that has to be scheduled, treat it as a process that’s always ongoing.
IBCT Tips and Tricks to Get your Trainees’ Feedback Professionally
Beginning trainers, are unable to, ‘read’, their trainees in order to make relevant adjustments. They also find difficulties to use formative evaluation effectively.
Therefore, the International Board of Certified Trainers advises trainers to:
First, Solicit informal feedback
Professional trainers ask participants, either during class or at the break, if the training is meeting their needs and expectations. They also, watch for nonverbal cues. Effective questions could be:
- How did you perceive the previous session?
- What went well?
- What was your biggest learning moment?
- Are we going too slowly, good, or too fast?
- What could we improve?
- What topic did you miss in this session?
Second, Conduct Summative Evaluations
This could be done by, asking trainees to fill out forms, at the end of training, to determine if the objectives and needs of the group, were met. Here is a sample of effective questions, on a 5 point Likert scale:
- The content connects well, with my work situation.
- The trainers knew the content well.
- The facilities were suitable for this training.
- The facilities are accessible via public transportation.
You may consider boosting your evaluation to a higher level, by adding these types of questions:
- From what you learned today, what do you plan to apply for your job?
- What kind of help might you need to apply what you learned?
- What impact on your organization do you expect, if you successfully apply, what you learned in this training
- What topic of the today’s training, will improve the results of your company the most, and why?
Now, let’s review!
- Do not wait until the program is complete to get the feedback.
- Use the questioning technique as an effective tool to get your trainees’ feedback.
- Be fully prepared with a set of well-prepared questions to ask your trainees for their feedback.
- Make sure that the feedback questions are connecting trainees to their work environment.