To assess the effectiveness of your training program, look for measurable outcomes such as improved job performance, increased productivity, and enhanced employee satisfaction. Conduct pre- and post-training assessments to gauge knowledge and skill acquisition. Solicit feedback from participants through surveys or interviews to understand their perception of the program's usefulness and relevance. Monitor key performance indicators (KPIs) related to the training objectives. Utilize data analytics tools to track metrics over time and identify trends. Remember, continuous evaluation and adjustment are essential for optimizing training effectiveness. As Peter Drucker said, "What gets measured gets managed."

Pre and Post-training assessments can serve as tools to see the change in the training programs. Now, choose the assessments wisely and for the questions cautiously too. The questions should align with the purpose you want to achieve from the assessment. For example, you can choose either descriptive questions for qualitative info or rating questions for quantitative analysis.

While there a number of methods to evaluate trainings effectiveness, multiple methods should be used. Consideration must also be given as to the tasks and the industry. I would argue that exercises bring multiple departments together where short comings and challenges can be addressed together…for example you survey customers and discover customer service is lacking. Most would instinctively blame the individuals when the challenge may be a shortage of personnel leading to burnout and short tempers. This isn’t poor training it’s a leadership and hiring issue. You must drill down a little deeper to your issues and challenges.

Compare pre-training and post-training data to assess the effectiveness of the emotional intelligence training program. Look for changes in self-reported emotional intelligence levels or observable behaviors before and after the training.

Develop a detailed action plan outlining specific steps, responsibilities, and timelines for implementing changes to the training program based on your findings. Clearly define the objectives of each action and how they align with addressing identified gaps or issues.

Implement feedback loops to gather real-time feedback from participants during training sessions. Use techniques such as surveys, polls, or open discussions to solicit input on training content, delivery methods, and overall satisfaction. Adjust training activities in response to participant feedback as needed.