Evaluation is a gift. This is the rationale a fellow training consultant usually gives to trainees at the end of her sessions. Compared to e-learning, designing training programs and delivering training, evaluation is the least exciting and “sexy” in the training world. However, it is a very valuable exercise. Evaluation is needed on both sides of the training scale – trainees need to provide feedback on the session to indicate whether their needs were met. The trainer also needs to assess whether the session was effective and prepare to implement changes if needed.
The evaluation card given to trainees is often called a “smile sheet” which presupposes all favourable responses. Often favourable responses are not the case. Did you like the trainer’s delivery style? Did you like the content? Was the presentation useful? These are examples of questions that a trainer would like to know after a session. Some trainees though take the feedback to a whole other level. They complain about the food or lack of food, the coffee, the length of time in the training etc. As annoying as it can be to read some of the unnecessary gripes, I think having them also sheds some light into the kind of participants you had at the session. Maybe they were hostages meaning they were forced to attend due to compliance issues or a manager’s request. You can never please “hostages” in any given session.
On the flip side, I don’t know a single trainer who gets up in the morning and attends a training session with the intention of boring trainees to death or delivering content that is not useful or effective. Yes, sometimes we attend sessions that are boring, ineffective and useless but I don’t think it was on purpose. I can be challenged on this!
In this age, data is big business and data analytics has picked up steam in the buzz words department. Data mining and analysis is worth its weight in gold in this business climate. Companies can use the data to see trends, market to target populations, increase products and service offerings etc. Very valuable. The evaluation exercise is in the same vein. Trainers need the data to adjust training sessions – determine what to start, stop or continue doing with the learners’ needs in mind. A training session is only effective if the expected outcome is realized.
So, yes, I agree with my colleague that evaluation is a gift. You cannot change what you do not measure.