Evaluations are an important tool for improving training design and delivery, but they shouldn’t be the only thing we turn to when assessing whether a particular solution is working or not. Unfortunately, many organizations rely solely on reaction evaluations as a reason for change. Reaction evaluations provide a snapshot of a learner’s opinion but often convey little information as to what can be improved. For example, the same course could elicit a comment from one learner that the program needs a different instructor, while a comment from another learn states the instructor is knowledgeable.