Answering the questionnaire by adding comments is not enough. For a comment to be truly helpful to the person processing the information (teacher or member of the administration), comments must be constructive.
Avoid personal attacks
Give feedback on a person’s teaching, not on the person. Comments about their personal characteristics, such as how they dress, are out of place and unbefitting of a future professional or manager. Be kind.
If you had a very negative experience, be sure to go back and reread and perhaps explain your comments in a few hours or days. You can make changes to the evaluation up until the deadline.
Be specific and give details to clarify your comments, both positive and negative
“This is a great course! One of my favourite courses at HEC!!”
This comment would be more useful if it included details about what you appreciated and think should continue. For example, “The course was really well structured, with lots of varied, hands-on activities that helped me understand the material.”
“The teacher is not interested in the students.”
It is more useful to consider why you think this way and to include details the person can use to improve their approach. For example, “The teacher doesn’t greet us and leaves during the entire break, so it’s hard to talk to her.”
Critique what the teacher has the power to change
They are not responsible for the classroom, the schedule, or the mode of instruction. Be sure to clearly distinguish between what is part of the course (as described on the form) and what is the responsibility of the teacher. For some courses, the teacher has little or no control over course design, content, or evaluations. Make sure your comments are in the right place!
Pay attention to the tone of your comments
Ask yourself how you would feel if you received such a comment. People generally are not open to a suggestion if they perceive it as an attack. Many teachers are apprehensive about reading teaching evaluations. Be kind to the human being who will receive your feedback!