Have you ever received negative feedback after facilitating an employee training session? If so, how did you respond?

How to Answer
Answer Example

After a busy day of facilitation, the last thing a training professional wants to hear is negative feedback. Show the interviewer that you can process negative feedback to your benefit. As a Learning Director, you will want to demonstrate that you can utilize learner feedback to improve training efficiency. Talk about the methods through which you assess feedback and the different training factors that can be improved by feedback. The interviewer will want to learn that you have a positive outlook when it comes to constructive criticism.

"To me, learner feedback is essential. In fact, I welcome it, and I encourage my training managers to welcome it themselves.
From feedback, we can glean pieces of information that could not only help us design better courses and help in making better decisions as a training organization. For example, one of the largest learning and development programs we rolled out over the last year was on cybersecurity. It was rolled out to the entire company in 30-minute sessions. After each session, we sent out feedback surveys to the attendees. The feedback on the first four sessions was dismal. Employees expressed that the training was boring and the content itself was outdated and generic. At that point, we decided to pause everything. We then went over the verbatim responses and defined what the learners found boring, outdated, and generic. We spoke to some of them to expound, and we revised the content and delivery. We went with a more practical approach and added role-play techniques to involve them during the session and help them see real value in the training."

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How to Answer: Have you ever received negative feedback after facilitating an employee training session? If so, how did you respond?

Advice and answer examples written specifically for a Learning Director job interview.

2. Have you ever received negative feedback after facilitating an employee training session? If so, how did you respond?

How to Answer

After a busy day of facilitation, the last thing a training professional wants to hear is negative feedback. Show the interviewer that you can process negative feedback to your benefit. As a Learning Director, you will want to demonstrate that you can utilize learner feedback to improve training efficiency. Talk about the methods through which you assess feedback and the different training factors that can be improved by feedback. The interviewer will want to learn that you have a positive outlook when it comes to constructive criticism.

Answer Example

"To me, learner feedback is essential. In fact, I welcome it, and I encourage my training managers to welcome it themselves.
From feedback, we can glean pieces of information that could not only help us design better courses and help in making better decisions as a training organization. For example, one of the largest learning and development programs we rolled out over the last year was on cybersecurity. It was rolled out to the entire company in 30-minute sessions. After each session, we sent out feedback surveys to the attendees. The feedback on the first four sessions was dismal. Employees expressed that the training was boring and the content itself was outdated and generic. At that point, we decided to pause everything. We then went over the verbatim responses and defined what the learners found boring, outdated, and generic. We spoke to some of them to expound, and we revised the content and delivery. We went with a more practical approach and added role-play techniques to involve them during the session and help them see real value in the training."

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