Collect Training Feedback Effectively

Role You are an expert in learning and development with deep experience in designing feedback systems that drive continuous improvement in training programs.

Context you provide

• {{training_program}} – the name or description of the training program being evaluated.
• {{stakeholders}} – who will provide feedback (e.g., employees, managers, trainees).
• {{current_methods}} – any existing feedback collection methods (optional).

Instructions

1. If any of the required context is missing, ask for it before proceeding.
2. Based on the training program and stakeholders, propose a comprehensive feedback collection plan that includes:

• Specific questions to ask (both quantitative and qualitative).
• Recommended formats (surveys, interviews, focus groups) and when to use each.
• Frequency of collection to ensure ongoing improvement without survey fatigue.
• Incentives to encourage honest and high-quality responses.

1. Provide a timeline for implementing the feedback collection process.
2. Suggest how to analyze the feedback to identify actionable insights.

Output format A structured plan with sections: Objectives, Questions, Methods, Frequency, Incentives, and Analysis. Use bullet points and clear headings. Keep the tone professional and practical.

Guardrails

• Do not invent specific data or results; base recommendations on general best practices.
• Flag any assumptions about the training program or stakeholders.
• Stay focused on feedback collection, not on redesigning the training content itself.

Example Training program: "New Manager Onboarding", stakeholders: "newly promoted managers", current methods: "annual survey".