Thanks. I am glad you agree. You bring up a good point. Trainers have to be passionate about all phases of the training process, including prep and future improvements. As the Captain said in the movie Galaxy Quest, “Never give up. Never surrender.”

Thanks. I will keep writing if you keep reading. How’s that for a deal? Best, – Allen

You certainly do not need any advice from us experts. Sounds like you have mustered up the “dream team.” Congrats, on all the effort it took to create and maintain such a wonderful environment. Thanks for sharing with our readers. – Allen

Thanks for your great questions.

I support the concept that trainees be permitted to evaluate the trainer’s performance. I provide a printed evaluation form to all trainees and make sure they have time to fill it out at the end of the training session. Make sure they do not take evaluation forms with them to fill out and turn in later; you will seldom get the evals back.

Testing is important. It documents their knowledge. It provides variety to the class. In addition, testing helps trainees remember the material. Unless a safety or a regulatory concern is in play, open-book testing is acceptable for the knowledge we impart in our industry.

Managers should be seen and not heard if they observe a trainer’s class. That agreement should be understood before a class begins. Managers do have the privilege to review the trainer and the material, but as I said, those disagreements should be worked out before or after the class. If managers attend a class, they should take notes and talk to the trainer after the class is over, with any words of improvement.

I hope my response is of some help. – Allen

I an honored to have such a respected industry trainer join our Blog and share your thoughts. Thanks for supporting our message. Training is not easy, and if disagreements between management and trainers cannot be resolved, it can only spell trouble for the organization down the road. Thanks, Sue, for taking time from your busy schedule to share your input with our readers. Warm regards, – Allen

I really appreciate your compliments. We are trying to provide some unique, but solid concepts that can help readers, yet spark some discussion. Trainers must be committed to the material to gain the workers respect and deliver lasting, good impressions. I am glad you agree with the ideas we shared with this topic. Thanks again for your support. – Allen

Thanks for joining us and sharing a comment.

A trainer should assume command and set the tone for the training session from the onset. Once the tone is set, it is easy to keep things on an even keel. One way to keep control in a group setting is to hold questions until the end of the class. If the discussion starts going sideways, you can ask the worker to stay after the training session to discuss the issue. If I need to, I will call a break and speak with the employee, privately. In my 45 years of training employees, I have had to address a challenge or an outspoken worker no more than five times. Professionalism, humor and enthusiasm can go a long way toward controlling your trainees.

I hope that insight will be of some value. Thanks. – Allen

Just went through two-week “training,” which covered corporate policy and expectations. However, once “released” from training, the regional managers have their own set of training ideas and guidelines which had no semblance of the corporate training.

Before I left the two-week training I asked the trainer if she wanted ME to request new training tools to help her train better (eg. white board, an AC system that actually worked, etc). She said that it wouldn’t do any good.

So much for trying to help out the trainer who was good, but it turns out to be a waste of time because it wasn’t anywhere near reality.

So, only have trainers that ARE passionate about what they do.

Keep up the advice. Love real-life applications. Thanks.

Is it important to have trainers administer a written test on the material they presented?

Should an evaluation form be completed by the employees to grade the trainer’s performance?