Getting honest feedback from trainees is essential for growth, but it can be tricky to create a space where they feel comfortable sharing openly. The key is trust. One strategy I use is to make feedback a regular part of the process, not just a one-off event. This normalizes the conversation and takes the pressure off. I also make it clear that feedback is a two-way street. When I invite feedback, I share my own thoughts on how I can improve as well. This openness helps break down barriers and encourages trainees to be honest without fear of judgment. Use anonymous surveys or one-on-one sessions where trainees can feel less intimidated. Above all, approach feedback with a mindset of growth—not criticism.

To gather honest feedback from trainees, I focus on building trust from the start. I create a relaxed, open atmosphere by encouraging questions and showing genuine interest in their thoughts. I avoid judgmental reactions and remind them that feedback helps us all grow. Anonymous surveys also help, but personal check-ins work best for me—trainees often open up more in one-on-one chats. I ask open-ended questions and listen without interrupting. When they see their feedback leads to real changes, they feel more comfortable sharing again. It’s all about respect, empathy, and consistency.

A good starting point is to find a way to gather feedback anonymously and provide an incentive for participation. Also be very clear how honest feedback will improve trainee's experience.

Getting honest and constructive feedback requires smart structuring and emotional intelligence. I like implementing occasional check-ins to normalize feedback, especially after knowledge checks. Some feedback can be acted on immediately. Doing so will open the door of trust and foster an environment of openness. Using applications like MS Forms or Google Forms and allowing respondents to be anonymous will encourage more detailed and honest feedback.

To get honest feedback, I trade evaluation forms for safe conversations. I set the tone early by saying, “This isn’t about judgment—it’s about making this better with you.” I use anonymous channels, but also invite voice notes or casual check-ins for those who prefer real talk. Instead of “What didn’t you like?” I ask, “What would you tweak if you ran this session?”—it empowers, not pressures. When trainees feel like co-creators, not critics, feedback flows—and it’s the kind you can use.