Five Ways to Get Employee Feedback During and After a Training Program

Firms spend a lot of time and money creating employee training programs.  They need to ensure that the training pays off – meets the company objectives.  To do this there must be assessments post-training.  But this can be too late if trainees haven’t already accomplished the right end result.  To improve training, it’s wise to obtain the input from experts – the trainees themselves during the training sessions.

Here are 5 ways to get employee feedback during and after a training program:

1. Get Input Early In the Process

When you review the day’s training, ask evaluation questions. Ask students how they feel about the previously taught task. Can they perform those same tasks on-the-job with minimal or no supervision? Utilize that time to get trainees to input before starting the actual tasks. This does not need to be a complex process. Online surveying tools make it possible to poll your class quickly, and with minimal expense. To do this effectively, it’s important to be laser-focused on what you want to find out. It’s more instructive to ask just a few well thought-out questions that allow for optional free-response than twenty multiple choice questions that confirm existing biases. Remember the survey has to be short and to the point.

2. Mix it up

Some of the best insights can arise when you put people from different departments in the same room for an informal focus group. Again, this doesn’t need to be complicated or expensive. Give out a surprise memento or souvenir of the class that will draw-in the trainees. When purchasing a souvenir, you should consider trainee preferences. Don’t end up offering something which will confuse or not interest your audience. Have some short fun moment with them and then embark on your training.

Single out their spokesperson (moderator) because trainees listen to their peers. You need to find their unofficial team leader and try to create good interaction with that person. This is the easiest way to conduct training especially when  you are dealing with a disinterested or even obstinate crowd. The quickest path to get feedback is to use the moderator to give instruction and the solution to the task; gather feedback from the trainees through their leader.

3. Engage a Task Force

When you want to really understand what’s working – and what’s not – a task force is also an alternative.  Try using this approach when the first two methods don’t accomplish a direct line to hearing what’s top-of-mind for your students. Chances are a task team’s one-on-one conversations with trainees in the workplace will be able to provide concrete insights that otherwise might be missed. In addition, getting your task team’s input is a good means of adoption and ownership of full control of the classroom. A task force might consist of the manager, supervisor or any key senior employee. Even the most disruptive worker cares for the job and whenever a superior from the organization walks into their training, they get serious; that is the right time to ask all the questions.

4. Go to the Front Lines

In addition to using your task force, don’t forget to discuss with your trainees their need for support. You should not be portrayed as an impediment to their proficiency. Someone who doesn’t care about them. Try to win them over and be in sync with their preferred means of support. After you have achieved your day’s objectives, let them go early. Trainees need down time. Avoid tiresome activities and boring lessons. Trying to keep the employees active as long as possible for the sake of fulfilling a time schedule is futile.

5. Don’t Over-complicate It

Getting this feedback doesn’t need to be complicated. Create a focus group, a case study which is an easy way to collect suggestions and feedback directly. By going right to the source, you’re not only going to get valuable input and data, but you’re also involving your people in solving the problem or learning the process being trained.

If you would like some complimentary advice on the effectiveness of your training session or  the responsiveness of your participants, contact Flexicrew today.

9 Training Tips to Improve Employee Performance

When a company performs a quality training  follow-up process, that is when they will realize whether the employee mastered the skills being taught.

Here are nine tips and guidelines that a trainer needs to examine while training transferrable skill in a classroom.

1. Trainer – Supervisor Connection

Create a good connection with the supervisor in charge of your trainee to ensure that the workers who attend the training session have chances to apply the new skills. For instance, if employees attend training with the main goal of running an effective meeting, then each individual must plan and play a part on how to run a meeting during the training. Frequent practice makes perfect; therefore, trainees deserve the opportunity to practice their learned skills quickly during the training session.


2. Trainee Involvement

The persons in charge of training employees and supervisor are expected to master the learning curve. Clearly, learning is a continuous cycle which has to be exercised frequently. If the trainee stays out of service for quite a while, then he or she might not be able to perform the new skill adequately. Learning is involved and every attempt to practice the trained skills is highly rewarding.


3. Training Objectives

In the classroom session, just before they leave for workshop practice, insist on the objectives of the training. Emphasize the merits of having the training session. Enable the employee to participate in establishing the goals. The system helps create accountability for follow-up and learning. Employee training attitude will shift to positive and hence, no more struggle because the learners already understand the significance of the program.


4. Necessary Additional Training

The trainee should work with his/her supervisor to plan additional needed training or coaching based on applying the learned skill on the real task. Both the trainer and supervisor should have two-way feedback, formally or informally, can help the individual assess progress and needed assistance.


5. Testing

A test is a way of solving a given puzzle.  Testing of trainees during the process is the most crucial part of the training program. Testing should be formative and done after each objective of the trained has been taught.


6. Training Materials

The individuals attending the training program needs to make use of all of the training materials to reinforce their learning. As a trainer, you need to facilitate access. A trend in organizations and training that is exciting is that people attending employee training sessions are receiving books in addition to training materials. A good example is a health care center; tapes from a national conference were viewed during work time by all members of the organization. An old-fashioned popcorn machine provided a positive incentive for people to feel good about attending the employee training sessions.


7. Role Play

One of the most effective methods for reinforcing learning is to establish a ‘role play’ method of training within a workshop.  Every person who attends employee training has to act as the training objectives states, sharing ideas through ‘role play’ training method and learning techniques, upon their return. This is the best way to make sure that every trainee spends time understanding and practicing with available material. One of the best measures of learning is the ability to teach others.


8. Training the Supervisor

Supervising staff should also be offered a follow-up lesson. Training staff can provide these as part of the training materials and can co-facilitate until the supervisor is comfortable doing employee training. The goal is to encourage supervisors and coworkers to train each other.


9. Support after Training

A follow-up of the trained individual is encouraged to form a small informal support group where they can encourage one another. Assigning a training partner at the session is also useful for fully engaging a particular skill or type of behavior


Contact Flexicrew and we will expertly guide your organization towards optimal performance through employee training

Ask the Flexpert…What’s the Importance of Training and Development?

The importance of training programs to employees and the employers is exhibited in eight different ways:

Improved employee performance

The employee who has undergone thorough training has necessary skills, knowledge, and abilities to perform his/ her task better.  A skilled and confident employee will embrace his/her employer based on overall production.

Employee satisfaction

The company shows appreciation to its staff and thus employees feel valued and motivated.

Addressing weaknesses

Workers have varied abilities, skills, and knowledge. This is why teamwork is emphasized most in team building exercises. This training also creates a valuable connection between employees.


Equips the employees with enough competencies and experience. The consistency results in enhanced performance.

Increased productivity and quality

If the workforce is motivated there is an observable growth rate in productivity and encourages the company to implement more training courses.

Increased innovation

The workforce needs training in order to fit in with the rapidly trending automation advances in every market.

Reduced employee turnover

Employees who are trained on how to operate and maintain modern industrial equipment and systems are likely to feel valued if investments are made in their career and less likely to leave employers who value them.

Enhances company reputation and profile

Helps to develop an employer’s brand and makes a company a prime consideration for graduates and mid-career changes.

So training and development offer both employers and employees with advantages that make the time and cost a valuable investment.

Call on Flexicrew to get some useful ideas how training and development are worthwhile for you to implement.