Companies hold many different trainings to prepare their employees for certain tasks and jobs. Training feedback forms allow you to gather feedback about the effectiveness of these trainings and help you make sure that the training participants actually learn what they need to learn to perform these tasks and jobs.
Why Feedback on Your Training Is Important
The biggest benefit of gathering feedback after training sessions is that you will learn what is working and what isn’t working. This will enable you to make changes to your training and ensure that the participants are learning the skills for which they are attending the training.
Presentation feedback is also a great way to improve your public speaking skills if you ask the right questions of your audience. While nobody likes to hear bad feedback, it can really enable to you to sharpen your presentation skills for future presentations. Plus, you’re likely to receive positive feedback as well which will help you understand your existing strength and how to use them even better.
Training Feedback Form Tips
It’s easy to design your perfect training feedback form. Simply use the tips below to create and administer it to your participants right after the training is done.
Make it Part of the Training
The most effective way to gather feedback about your training is to make it part of the training itself. Set aside the last five minutes of each training session to give your participants time to fill out your training feedback form. That way you not only ensure that the training is still fresh in their mind, but also that no other important tasks come up that would prevent them from taking time to provide you feedback later.
Get Feedback Every Time
Make sure to gather feedback continuously by simply sending out a quick training feedback form to your participants after every training session you hold. If you make small changes after getting feedback about a part of the training that could be better, the feedback from the next session will show you whether your changes solved the problem. If they did, great! If they didn’t, you can simply try again and ask for more feedback again in the future.
The training feedback form asks the participants about skills they learned and whether the training objectives were met. This already provides you with enough information to understand whether your training was effective. If you want to take it a step further, you can include an additional question or two to ask about the specific skill your training was meant to cover. You can ask whether the participant feels confident about using the new skill they were taught or you can ask a question that tests the respondent with regard to their new skill by asking something they can only answer if they really mastered the skill.
Areas of Improvement
By asking for general training feedback, you can understand quickly whether the participants see the training as a valuable use of their time. By asking for specific feedback and suggestions, you can learn which areas of your training could benefit from improvements. If just one participant suggests improvements, consider whether the feedback is true for a larger sub-group of participants before making big changes to your training. But if multiple participants still struggle with certain skills or certain concepts after your training, it might be time to revise how that part of the training is taught.
Show Them It Matters
If you have made changes to your training in the past based on feedback from prior participants, share this information with the new participants. It will encourage them to be more thoughtful in their feedback. Once they know you do not simply ask for feedback because everybody does so, but that you will actually use it to effect change, they are much more likely to provide detailed and useful feedback to you.