Before asking for employee feedback on training, it’s worth stepping back and asking: from a Lean Thinking perspective, are we focused on the right things? If we skip that, we risk building programs that feel useful but don’t actually add value to the customer. That’s when people get busy—but not necessarily effective. Training works best when it’s built around real operational needs. It should help teams execute with clarity, precision, and consistency. Think Six Sigma levels of performance. Development? That’s where innovation can thrive—but only after the core work is mastered. Start with clarity. Define the goal, the standard, and the outcome. Then, use feedback to fine-tune what actually drives results for the team and the customer.

Get honest feedback from employees by creating a safe, judgment-free space for sharing. Use anonymous surveys, one-on-one discussions, and open forums to encourage transparency. Ask specific, actionable questions and show that their input leads to real improvements. Foster trust by actively listening and implementing valuable suggestions.

1-1 conversation is the way to go. It's really helpful to have 1-1 conversations with staff in a professional setting for honest feedback

Getting honest employee feedback starts with creating a culture of trust where employees feel safe sharing their opinions. Use a mix of anonymous surveys, one-on-one check-ins, and open discussions to gather insights. Keep surveys short, focused, and easy to complete, with both multiple-choice and open-ended questions. In one-on-one meetings, ask open-ended questions like, "What part of the training felt most useful?" or "What would make it more engaging?" Encourage honest input by making it clear that feedback leads to real improvements, not repercussions. Finally, act on the feedback—share key takeaways, implement meaningful changes, and show employees that their voices shape the program.

One way to get started is having a conversation out of a formal setting. For example, at a fun filled school function but it be a conversation in passing. Another way is to have grade level responses during their professional training.

honest feedback can be obtained by having 1-2-1 conversation with the associates across different levels or designations. Also, periodic feedback can also help identify the goodness of learning content.

Anonymous surveys, open-door policies, and focus groups are great ways to gather employee feedback, but the key is making sure the feedback is meaningful and connected to real action. Ask the right questions. Be intentional. Every question should serve a clear purpose in revamping training programs. Show that feedback leads to change. Summarize key takeaways, pilot improvements, and be transparent about how employee input is shaping the program. Diversify feedback sources. Don’t just ask long-time employees, engage new hires, too! Ask them what would make learning more engaging for them. Keep it fresh, interactive, and relevant.

Some ideas 1. Anonymous surveys and use the feedback to show improvements and let the staff see that their opinions are taken into consideration. 2. Build a culture of trust and not of shame.

To get honest employee feedback on training programs, use anonymous surveys and one-on-one discussions to encourage open sharing. Regular check-ins and an open-door policy help employees feel comfortable voicing their thoughts. Feedback boxes and small incentives can boost participation. A trial version of the training allows for adjustments based on early input. Observing engagement and performance ensures continuous improvement.

To get honest employee feedback on your training programs, create an open and safe environment where employees feel comfortable sharing their thoughts. Use anonymous surveys to reduce any fear of repercussions. Make the feedback process regular, not just after a training session, so employees know their input is valued and taken seriously. Be specific in your questions, asking about both the content and delivery of the training. Encourage constructive criticism by framing questions in a way that invites solutions, not just complaints. Lastly, show that you act on feedback by making visible changes based on their input, reinforcing that their opinions truly matter.