Follow Up |
Refer back to your objectives from the beginning, did the training meet these objectives? Why or Why not?
Give your staff a week or two to digest the new information they’ve learned. After that time, send an electronic survey or post a survey on your Web site to find out how they’ve incorporated their knowledge. In the survey:
Conduct follow-up interviews Two follow-up sessions should take place with the direct managers after training.
Why is following up so important? You should use the opportunity to identify additional training needs for the group, meaning more business opportunities for you. Please keep in mind that you need to be consistent and show genuine concern for your employees’ learning to be considered for any additional training opportunities. If the direct managers don’t like the feedback they received or feel that companies may just there to take their money, they’ll look for better service. Some companies have used a different training company for follow-up lessons due to the previous trainer’s lack of interest in their needs. In-house? Do some sleuthing Are you a permanent on-site trainer for a company? If so, it’s important for you to regularly schedule yourself for “on-the-floor observation” with the people you trained. After a class, investigate how well the employees are applying the skills taught by walking around, sitting down and observing, and asking them how they’re doing and if they need any help. See what skills are being applied, what skills aren’t, and what you can do about it. Schedule this time with the manager or supervisor first, of course. Some managers might not want you in their space without permission, so be wary. |
Here is a link to a great article about Evaluating Training and a web site on how to give Written feedback.
|