Evaluation questionnaire for training

Achieving stellar employee communication is easier said than done. Many employees may have ideas they want to share but are unable to articulate their thoughts. Others might not be comfortable voicing their feedback at all. Post-training surveys empower your employees to give honest feedback on your training program’s effectiveness, what has room for improvement, and other helpful tips – without the fear of being judged or reprimanded in the future.

5. Shows employees you care about their feedback

Having a post-training employee survey is an excellent way to demonstrate your organization’s commitment to include your employees in building your company’s training programs. These surveys show that you care about their opinions and consider them vital for organizational growth and improvement.

Best Practices for Running Training Surveys

Curating the post-training survey with the right questions is only a part of running a successful training survey. Here are six best practices for running training surveys to help L&D and training leaders create and run effective surveys:

1. Keep questions short and focused: Employees are busy and training feedback surveys are (for the most part) optional. To encourage active participation, keep your surveys concise and focused to ensure your survey will have high complete rates and accurate responses. Training surveys with 10-20 questions is a great survey length to target.
2. Define clear objectives: Identify the goal of your training survey before designing it. Is the survey to measure skill acquisition, analyze the program for improvement, benchmark employee satisfaction, or something else? This will help you craft a contextual post-training feedback survey that gathers the right data.
3. Use a mix of question types: Asking different types of questions will provide you with multiple types of data to analyze. Use multiple choice, Likert-scale, and open-ended questions to ensure you capture qualitative and quantitative data for a more comprehensive understanding of your training’s effectiveness and ROI.
4. Allow for anonymous feedback submission: Studies show that people are more likely to submit honest feedback when their identify is anonymous and confidential. This ensures employees that they won’t face penalities or punishment for negative comments by keeping their identifies disclosed.
5. Segment responses: For larger organizations, break your post-training feedback into employee cohorts based on demographics, region, department, role, experience level, and more. This will enable training facilitators and L&D leaders to identify feedback themes or traits found in certain segments of employees.
6. Close the feedback loop: Organize post-training feedback into themes and share summaries and improvement plans with participants and leaders. Take action based on the training feedback to improve your training program and encourage active learner participation in improving L&D courses. This shows participants that their feedback matters and encourages participation in future training surveys.

4 Best Tools to Run Post-Training Employee Surveys in 2024

Here are a few of the best tools to gather feedback from your employees on your workplace training processes: