Training Evaluation Forms - 5 Tips to Get More From "Happy Sheets"

You've been running a course, maybe for several days. You get towards the end, the clock is running down and you've covered all the course content.

Then you say the magic words, " Before you go, I just need you to fill out these evaluation forms. "

You hand out some feedback forms. A minute or two later, everyone seems to have finished and they're packing their bags. When you read them, you see that most people have circled a few numbers but hardly anyone has written any comments.

You think, " Great, that was a waste of time. "

Is there any point in giving out these forms?

Well, they are limited. That's why they're sometimes called " happy sheets ". They tend to give you people's immediate impressions and reflect how they feel at the time. If they enjoyed the course, they'll probably give it a decent score.

I actually think there is some value in them (any feedback is better than none) but you have to be careful how you do it if you're going to get any value from it.

Tip 1

Think about the sort of questions you include on the forms. You can use numerical questions (e.g. Mark how useful you thought the course was on a scale from 1 - 5), multiple choice questions or open questions (How do you feel the course could be improved?)

The value of open questions is that they can get a more meaningful response. The difficulty is that they take longer, and more thought, to fill in.

Numbers are handy if you want to compare statistics (this course averages 4.3, this trainer averages 4.8) and they're quick to fill in. But these statistics can be dangerous, especially if people look at them without really understanding the courses or having seen what goes on (and I've known that happen many times).

Tip 2

Allow plenty of time for people to complete the forms. I've found a huge difference if I've handed them out some time before the end of the course rather than at the last minute and let people really think about them without looking at their watches or looking out for the taxis arriving.

Tip 3

Be careful how you set up the exercise. Don't suggest it's a chore, just something that has to be done before everyone can go home. Tell them how valuable the information is and how you'll use it, show them that you care about getting their feedback and that it can make a difference to the way the course is run in the future.

Tip 4

Combine it with a review activity. Have some time towards the end of the training where people reflect on what they've learned and think about how they'll apply it. This would be a good time to let them complete the forms, when they are already in a reflective mood.

Tip 5

Get people to fill in the forms on the spot rather than complete them when they get back to work. Some organisations use electronic forms which people fill in a day or two after the course and then email back. I don't think this adds to the amount of reflection they put into completing them, there's probably even less because now they're back at their desks and thinking about the work they've got to catch up on. Also, some of them won't do it and you'll have to chase them to get the forms back.

So I do think these forms can be helpful to you if you accept their limitations and if you position them in the right way to get the most out of them. Ideally, you should see them as part of a broader evaluation exercise which will give you a full picture of how effective your training really is.

Alan Matthews has written How To Be A Top Trainer, which is available free from http://www.transformyourtraining.com. It reveals the 6 key factors that separate the best trainers from the rest and gives you practical tips on how to make your training more engaging and interactive, how to appeal to different learning styles, how to liven up dull technical material, how to...oh, far too much to mention here. Go and get your copy now!

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