Handling conflicting feedback on training programs can be tricky, but it all boils down to balancing the bigger picture with the details. First, I dive deep into understanding the context of each piece of feedback—who’s giving it and why it matters. I weigh the credibility and relevance to the learning objectives. Then, I engage with both sides—sometimes, a simple conversation can shed light on blind spots. Ultimately, it’s about aligning the feedback with the broader goal: creating value for the learners and the organization. So, trust the process, adjust where needed, and remember—feedback is the secret ingredient to continuous improvement.

During a training review, I received conflicting feedback—some wanted more theory, while others preferred hands-on activities. Instead of reacting immediately, I focused on majority feedback while identifying key areas for improvement. I assessed what adjustments were realistic and committed to refining the program by **increasing improvements by 10-15% where needed**. This way, I balanced participant needs while maintaining the program’s core effectiveness and impact.

1️⃣ One thing I’ve found useful – Prioritizing feedback that aligns with learning objectives and measurable impact. If it doesn’t drive performance, it’s just noise. 2️⃣ Something I actually disagree with – The notion that “all feedback is valuable.” Not every opinion contributes to learning effectiveness. Some feedback is personal preference, not a performance enhancer. 3️⃣ An example I’ve seen – A program designed for skill mastery received mixed reviews: learners wanted more interactive elements, while managers emphasized efficiency. Data showed engagement improved with interactivity without compromising efficiency—proving that not all feedback carries equal weight. The lesson? Follow insights, not just inputs.

I believe any feedback has the potential to be useful. It depends on who is giving the feedback. My recommendation is to pay attention to every feedback that time and resources allow. Is that feedback a customer or a lead? If so then it should be taken seriously. Lean in, and pay attention. Use whatever information you receive to improve your products and services. If you receive feedback that you have already addressed then good, express your thanks and let the person know that the issue has been addressed or that you're working on addressing the issue. Let them know exactly what you've done to address the issue or what you're currently doing. Use feedback to improve your work and services.

Conflicting feedback on training sessions can be tough to decide on future training. First of all, we need to analyse where the feedback is coming from. And the percentage of feedback of similar forms received from that source. Keeping a track of feedback received from the same source on other training sessions can help to determine the reliability of the feedback. Secondly, if the feedback has been continuously conflicting, we need to personally sit through those sessions to identify and understand the gaps in the feedback. Thirdly, every feedback received is a treasure to gain more knowledge. The effort every individual puts to pen down the feedback, has to be taken seriously to make sure the employees benefit from every training.