Gathering Qualitative Feedback From Training Participants

A lot of trainers run a great exercise… and then waste the learning moment that follows. The debrief is where performance improvement actually happens. But too often we get generic reflections: “Yeah, that was good” or “Interesting exercise.” None of that helps anyone perform better back on the job. A simple tool I use in almost every session, face-to-face or virtual, is the Feedback Grid. It structures the debrief so delegates can evaluate the outcomes of an exercise, not just how it felt. Here’s exactly how to use it straight after an activity: 1. Set up the 4 quadrants before the exercise Worked Well (+) Needs Change (Δ) Questions (?) New Ideas (💡) By having it visible from the start, delegates know there will be a structured review, not a free-for-all discussion. 2. Immediately after the exercise, ask individuals to add notes Give everyone 2–3 minutes to jot down their thoughts in each category. This stops dominant voices from setting the tone and gives you a broader view of what actually happened. In a virtual room, this is as simple as shared online sticky notes. Face-to-face, use flipcharts or a whiteboard. 3. Analyse the activity, not the activity’s “vibe” This is where most trainers go wrong. We’re not asking whether they “liked” the exercise. We’re capturing what the exercise showed about their skills, behaviours, and decision-making. Examples might include: Worked Well: “Clearer roles helped us move faster.” Needs Change: “We didn’t communicate early enough.” Questions: “How do we apply this under time pressure?” New Ideas: “Create a decision checklist before starting.” These are performance insights, not opinions. 4. Turn the grid into next-step actions Once patterns emerge, summarise 2–3 practical actions they can take into the workplace. This is where the ROI sits. The exercise becomes a rehearsal, and the grid becomes the bridge to real work. 5. Keep the pace tight A structured debrief shouldn’t drag. Five to eight minutes is enough to turn a simple exercise into a meaningful learning moment. When used properly, the Feedback Grid transforms exercises from “fun activities” into performance diagnostics. That’s the whole point of training, to improve what people do, not what they think about the training. What do you use for this? -------------------- Follow me at Sean McPheat for more L&D content and then hit the 🔔 button to stay updated on my future posts. ♻️ Save for later and repost to help others. 📄 Download a high-res PDF of this & 250 other infographics at: https://lnkd.in/eWPjAjV7

From raw feedback to actionable insights: My AI-powered workflow. I'm running an AI-Native PM training and for each cohort I like to close the feedback loop in a more dynamic, engaging, and collaborative way. Here’s the 3-step, AI-powered, collaborative process I use. Step 1: Capturing the raw feedback with Google Forms. It starts with a simple Google Form to gather candid feedback on the training. Step 2: Transforming raw feedback into an engaging video with Notebook LM. This is where the magic happens. Instead of manually combing through the feedback and creating slides, I took a different approach. I uploaded all the raw, anonymized feedback directly into Notebook LM and then prompted it to act as a product manager synthesizing user research, asking it to identify the core positive themes, the most critical areas for improvement, and to structure these findings into a concise video. Step 3: Uploading the video to Loom for sharing and collaboration. Numbers are great, but a video is more personal and engaging. This final step is key because Loom transforms a one-way summary into a two-way conversation. By sharing a Loom link with my stakeholders, they can: • Watch the summary on their own time. • Leave comments and reactions tied to specific moments in the video. • Engage in threaded discussions right on the video timeline. This workflow didn't just save me time but created a richer, more collaborative way to understand and act on valuable feedback. It’s a simple and fun example of how we can use AI tools not just to build products, but to improve how we communicate and share learnings.

📚 My learnings on how to enhance engagement in L&D Initiatives! When I recently launched a pilot training program for an organization, I found it incredibly beneficial to present the program as a pilot. ✨ This approach ensured that employees felt actively involved in both the process and the creation of the program. It wasn’t just about delivering content; it was about fostering a sense of collaboration and buy-in from the start. 1️⃣ One key strategy was to consistently gather feedback after each session. By sending out feedback forms and addressing concerns in real-time during the next session, I showed participants that their voices were heard and valued. This not only improved the content and delivery but also significantly boosted engagement. Creating a feedback loop in your L&D initiatives can be a game-changer. 🤝 Encouraging two-way communication and making adjustments based on employee input can help them feel more invested in their development journey. It’s about creating a learning environment where employees are partners in the process, not just participants. What are your thoughts on involving employees in shaping L&D programs? Share your experiences and insights! #EmployeeEngagement #LearningAndDevelopment #FeedbackLoop #HRCommunity #LeadershipDevelopment