Tips on creating simple training evaluation and get the feedback that matters.
"This is a friendly reminder that you have not yet completed your training evaluation survey..." Looks familiar? We have all gotten one at least once in our lifetime for not completing an evaluation survey after attending a training. It is one of the top time wasters for HR and trainers to have to follow up with employees to boost response rate. At the end of the day, companies want to know that they are investing in the right training programs to develop their employees. HR and trainers need to know the effectiveness of their training programs and find ways to improve. Here are some tips on how to create a simple training evaluation and collect feedback that matters.
Stop using generic training evaluation surveys. When you ask the same questions in every evaluation survey, your employees know the drill and are probably not paying attention to the questions. Surprise them with new questions or order of content to throw them off guard.
Tie your questions to the objectives of the training program. Who cares about their experience with food and drinks? Ask yourself what you really want and need to know from your employees and avoid collecting meaningless data. Linking your questions to the objectives of the training program allows trainers to focus on the high impact items that help improve future sessions.
Keep it short and concise. Keep your evaluation survey within one page. This is easy to accomplish if you are only asking relevant questions and not using a generic evaluation survey that is usually 1.5 to 2 pages long.
Balance your open-ended and close-ended questions. Granted that you didn't build a 2-page long evaluation survey, you don't have to use all close-ended questions. It is okay to ask more than 2 open-ended questions to get more valuable feedback.
Ask an NPS question. By asking employees "On a scale of 0 - 10, how likely are you to recommend this training to your colleagues?", trainers are able to break down their participants' experience and satisfaction with the training session. Trainers can view survey responses by Detractors, Passive, and Promoters, which might be beneficial in identifying and prioritizing items to improve upon.
Make it anonymous. It is already uncomfortable for some to complete the evaluation survey at the end of the training session. No one wants to be the first to hand in the feedback form unless the class size is large. You want honest feedback? Make it anonymous.
Include training evaluation on your agenda. Set expectation upfront that employees are to complete the evaluation survey before they leave the room. Send them the link to the survey before the session so that employees can readily access the survey link via their mobile or laptop at the end of the training session.
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