| Responses | Date | Author |
Thank you all for your responses so far. And reassuring in some way to know that other people have experienced a similar issue moving online.
Ben, yes I've tried the emotional appeal and clearly I have some work to do on that front!! You make a good and very visual point about what it feels like on the receiving end and how to create purpose.
Ipads / mobiles is interesting - we don't have the technology to support that at the moment (our surveys sit on our Intranet tool which is not device compatible at present) - its a good one to keep in mind for the future.
Wendy, like Liz I'd be keen to know how the kirkpatrick training you had might shed some solutions. Any gems or tools you are happy to share with us?
Keep the ideas coming!
Thanks Jane |
| 13/08/2014 | Jane |
Imagine you've just spent all day in training. You get back to your desk and see your voicemail light blinking, an inbox full of email, and a text message from home. In the face of all this catching up, the last thing you'll want to do is complete a course evaluation survey. In fact, people are given so many surveys now (i.e., restaurants, stores) that we're being conditioned to ignore them.
One way to increase response rates might be to tie the evaluations to your company's quality assurance efforts. Make it clear that course evaluation is one of the ways in which you learn to what extent your "product" meets requirements. Another option is an emotional appeal. Have the trainer give a 30-second speal about how the evaluations will help him/her improve as a professional.
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| 12/08/2014 | Previous |
Hi Jane
Yes, I've had similar experiences when I've sent out forms after training, either by emailing the usual forms or putting them on SurveyMonkey. Response rates dropped right down, to the point where the feedback was of very little value. This was quite disappointing as SurveyMonkey collates the feedback for you and would have saved a lot of admin! Some of our staff comment that they would give more honest feedback if they didn't have to hand their sheet back to their trainer, but unfortunately we haven't come up with a solution that addresses this issue AND the response rate problem. I suspect that, long-term, the answer will involve getting people to use their own phones or tablets to complete feedback forms while they are in the training room. However, I've not seen any software that would support this.
I'd also love to know how others capture information on the impact of learning on behaviour and results as I've not been very successful at engaging the learners themselves or their line managers in this process (the usual response is "I'm too busy" or "I'm not sure"). I've been asked to produce an ROI report for our entire training spend (national and local) and have no idea how to even start! Wendy - would the Kirkpatrick training you mention help with this?
Liz |
| 12/08/2014 | Liz |
Hi There
Are you able to provide i-pads so they can go on line at the end of the training and submit evaluations before they leave the training room?
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| 12/08/2014 | Previous |
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Yes we found the same thing when we started doing ours online two years ago, I think once there is a lapse away from the training the feedback does not feel a high priority or neccesary to some individuals. Having just undertaken the Kirkpatrick Evaluation Programme Training, we are now really re-thinking our ways of getting feedback, rather than just relying on the so called 'Happy Sheets'maybe with todays technology you could get them to fill it in online via Ipads or Iphones before they leave the training as another option? |
| 12/08/2014 | Wendy |