Facilitator Feedback Examples and Training Evaluation

Searching for facilitator feedback examples usually means a form is waiting and "great session" feels too thin. Useful feedback is specific: it names what helped, what got in the way and what to change. Below are examples you can adapt, and how to evaluate training properly, from the feedback form to what changed at work. If you want an evaluation done for you, tell us the programme and what you need to know, and we pass your request to independent evaluators, facilitators and training providers in your area. They quote you directly, free.

Positive comments for a facilitator: examples

Say what they did and what it helped you do:

"The breakout on the budget helped us agree on three priorities we had argued about for months."
"You kept the timing tight but still made room for the questions from the floor staff."
"Using examples from our own call logs made the role plays feel real."
"You noticed the quiet group at the back and brought them in without putting anyone on the spot."
"The summary on the flip chart at the end of each block made the write-up easy to follow."
"Switching to isiZulu for the safety example meant everyone understood it."

Constructive feedback examples

Be kind, specific and say what would work better:

"The morning had too many slides; a group activity before tea would have helped us stay with you."
"We ran out of time for action plans. Next time, could we cut one exercise to leave 30 minutes for them?"
"Two people dominated the discussion; ground rules or table groups would have heard more voices."
"The case study was from banking; one from a plant like ours would land better."
"The parking lot items were never picked up again. A short note on them in the report would close the loop."

Kirkpatrick's four levels

Most training evaluation follows Kirkpatrick's four levels:

Reaction: how the session felt, from a feedback form on the day
Learning: what people learnt, from pre and post tests or a practical check
Behaviour: what people do differently at work, from manager check-ins and follow-up interviews
Results: what changed for the organisation, such as fewer incidents, complaints or errors

Level 1 is easy and common; levels 3 and 4 tell you whether the money was well spent.

Evaluation services and reports

An evaluator or provider can design the feedback form and a facilitator evaluation checklist, run pre and post tests, interview learners and managers a few months later and write an evaluation report with findings and recommendations. This is common for leadership programmes, learnerships and funded projects that must report to a donor or SETA. Agree up front which levels to measure and what data your company will supply.

What to include in your brief

The programme and how many learners
Which Kirkpatrick levels to measure
Whether you need pre and post tests
Who needs the report
Dates of the training and follow-up

Training Evaluation and Facilitator Feedback for business, government and communities

Companies and head offices: evaluating leadership and sales programmes to show what changed and justify the budget
Government departments and municipalities: evaluation reports on departmental training and community programmes for oversight bodies
Schools, colleges and universities: feedback forms and evaluations for staff development days and teacher training
NPOs, churches and community groups: donor-funded programme evaluations with follow-up interviews in the community
Small and family businesses: a simple feedback form and a check-in a month after a first training day
Mines, plants, factories and farms: measuring whether safety and supervisor training reduced incidents on site
Event organisers and associations: delegate feedback on conference workshops, speakers and facilitators
Training and skills development providers: providers designing feedback forms and evaluation reports for their clients

Frequently asked questions

What should I write in feedback to a facilitator?

Name one or two things that helped and why, one thing to change and how. "The breakout on the budget helped us agree" says more than "great session". Keep it about the session, not the person, and write it soon after, while you still remember the details. Most facilitators read every comment.

What goes on a training feedback form?

Keep it short: a few ratings on the outcome, the content, the facilitator, the pace and the venue, then two open questions, such as "What will you do differently at work?" and "What should we change?". Short forms get honest answers. Add a pre and post test if you need to show what was learnt.

How soon after training should we evaluate behaviour?

Many evaluators check in roughly two to three months after the training, which gives people time to use what they learnt. Ask managers what they have seen, interview a few learners and compare with what you measured before. For results, such as fewer incidents, you may need to look over a longer period.

Do you evaluate training yourselves?

No. Facilitator.co.za is a free quote request service. We run no training and write no evaluation reports. We pass your request to independent evaluators, facilitators and training providers who work in your area, and they quote you directly. You agree the scope, the method and the fee with the one you choose.

Feedback a facilitator can use, and proof the training worked

Session plan: Training Evaluation and Facilitator Feedback

Positive comments for a facilitator: examples

Constructive feedback examples

Kirkpatrick's four levels

Evaluation services and reports

What to include in your brief

Training Evaluation and Facilitator Feedback for business, government and communities

Frequently asked questions

Training Evaluation and Facilitator Feedback by province and city

More facilitation services and supplies

Facilitators for hire

Training & skills development

Venues, equipment & supplies

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