100+ Training Survey Questions to Measure Training Impact (Free Template Included)

As an HR manager, you've invested significantly in employee training programs. Yet, the challenge you face is measuring their actual effectiveness. 

Without concrete insights, how can you ensure these programs enhance employee skills and drive your organization's success? Are these just squandered resources?

Inefficient training strategies are missed opportunities in nurturing employee growth. A gap between the training you deliver and the training your team needs leaves them ill-equipped to meet the evolving demands of their roles.

You gain critical insights by methodically gathering and analyzing feedback on key aspects of your training programs— such as content, delivery, applicability, and outcomes. It isn't the only solution you need, but it is a step in the right direction. 

This article offers a detailed list of 100+ training survey questions designed to give you a holistic view of your training's effectiveness.

Accompanied by a free template, these questions are a valuable tool for any organization looking to assess and improve its training initiatives.

❓ 100+ Essential employee training survey questions [+ Free template]

Feel free to copy any relevant questions from this extensive list when surveying employee training. 

Plug them into our free training evaluation survey template to save yourself more time. 

Note: Every question you include in a survey must have a purpose, so choose questions wisely. Surveys should be as concise as possible.

Questions on training content

1. How well did the training content align with your current job requirements? Ratings from not at all to very well
2. Were the training objectives communicated at the beginning? Yes/No
3. Did the training content include practical, real-world applications? Yes/No
4. How would you rate the depth and complexity of the content provided? Ratings from not deep at all to very deep
5. Was the training content up-to-date with the latest industry trends and practices? Yes/No
6. Did the training provide a comprehensive overview of the subject matter? Yes/No.
7. Were any important topics missing from the training content? If yes, which ones? Yes/No + open comments
8. How effectively did the training content build upon your existing knowledge? 
9. Were there opportunities for hands-on practice or interactive learning? Yes/No
10. How relevant were the case studies or examples used in the training? Ratings from not relevant at all to very relevant
11. Did the content include diverse perspectives and approaches? Yes/No
12. Were the training materials (slides, handouts, etc.) clear and useful? Yes/No
13. How well were complex concepts explained and simplified? Ratings from not well at all to very well
14. Was there a good mix of visual, auditory, and kinesthetic learning materials? What was missing Yes/No + open comments
15. Were the duration and pacing of content delivery appropriate? Yes/No
16. How engaging was the training content? Ratings from not at all engaging to very engaging
17. What would have made the training more engaging?
18. Were there opportunities for Q&A sessions to clarify doubts? Yes/No
19. Did the training content encourage critical thinking and problem-solving? Yes/No
20. How well did the content prepare you for practical application in your role? 
21. How effectively did the content address diverse learning styles?
22. Were you provided with resources for continued learning post-training? Yes/No

These questions on course structure were inspired by the best practices for course evaluation surveys from the University of Wisconsin–Madison: 

• This class has increased my interest in this field of study.
• This course gave me the confidence to do more advanced work in the subject.
• I believe that what I am being asked to learn in this course is important.
• Expectations for employee learning were clearly defined.
• Employee learning was fairly assessed (e.g., through quizzes, assignments, group work).
• The examinations/assignments measured my knowledge of the course material.
• This course was challenging.
• This course made me think.

Questions on training assignments

These rating scale questions were adapted by Pitsburg University's Center for Teaching and Learning:

Assignments were relevant to what was presented in class.

Assignments contributed to my learning experience in this course.

Assignments helped to stimulate my interest in the course material.

Assignments required a reasonable amount of effort.

Useful feedback was provided on assignments.

Assignments contributed to my attainment of course objectives.

Assignments required a reasonable amount of time to complete.

I had to collaborate with fellow employees to complete assignments.

Assignments helped me improve my problem-solving abilities.

Assignments were helpful in learning the material.

Questions on training delivery (and trainer)

1. Did the trainer demonstrate in-depth knowledge of the subject matter? Yes/No
2. How approachable was the trainer for questions and discussions? Ratings from not at all approachable to very approachable
3. How well did the trainer facilitate group discussions and collaborative activities? Ratings from not at all well to very well
4. Did the trainer provide real-life examples to illustrate concepts? Yes/No
5. How well did the trainer adapt the delivery to suit the audience's level of understanding? Ratings from not at all well to very well
6. Did the trainer encourage participation from all attendees? Yes/No
7. Did the trainer provide clear and concise instructions for activities and exercises? Yes/No
8. How well did the trainer address diverse perspectives and learning needs? Ratings from not at all well to very well
9. Was the trainer enthusiastic and passionate about the subject matter? Yes/No
10. Did the trainer provide constructive feedback during interactive sessions? Yes/No
11. How consistent was the quality of delivery throughout the training? Ratings from not at all consistent to very consistent
12. Did the trainer provide ample opportunities for reflection and introspection? Yes/No
13. How well did the trainer connect theoretical concepts with practical applications? Ratings from not at all well to very well
14. Was the trainer receptive to feedback and willing to adjust the delivery accordingly? Ratings from not at all receptive to very receptive
15. Did the trainer demonstrate cultural sensitivity and inclusivity in delivery? Ratings from not at all inclusive to very inclusive
16. Was there a balance between lecture, discussion, and hands-on activities in the training delivery? Yes/No

We adapted best practices from the University of Toronto to create these questions:  

• How did the trainer respond to learner questions?
• Did you feel comfortable asking questions? Why or why not?
• Did the trainer seem interested in the topics of the course?
• Did the trainer make evident the connections between different elements of the course (e.g., readings, assignments)?
• Did the trainer provide further explanation when needed?
• Did fellow employees seem comfortable sharing opinions or asking questions? Did you? Why or why not?

Questions on training relevance

1. How applicable was the training to your daily work activities? Ratings from not at all applicable to very applicable
2. Were you able to immediately apply the skills learned in the training to your job? Yes/No
3. How relevant do you think the training will be for your future career advancement? Ratings from not at all relevant to very relevant
4. Did the training provide tools or methods to be directly implemented in your work? Yes/No
5. How well did the training address your current challenges in your role? Ratings from not at to very well
6. Were there opportunities during the training to practice and apply new skills? Yes/No
7. Did the training enhance your ability to work more efficiently or effectively? Yes/No
8. How likely are you to recommend this training to colleagues with similar job functions? Ratings from not at all likely to very likely
9. How confident do you feel in implementing the learned skills in your job? Ratings from not at all confident to very confident
10. Did the training help in expanding your professional skill set? Yes/No
11. How well did the training prepare you for handling complex tasks or situations in your job? Ratings from not at all to very well
12. Were the examples and case studies used in the training directly relevant to your work environment? Yes/No
13. How beneficial do you think this training will be for team performance and productivity? Ratings from not at all helpful to very helpful
14. Did the training provide insights that could lead to innovation or improvement in your work area? Please offer details Yes/No + open comments
15. How well did the training align with your personal development goals? Ratings from not at all to very much aligned + open comments
16. Were you provided with actionable steps or plans for applying the training in your role? Yes/No
17. How relevant do you think the training content will remain in the face of changing industry trends?

Best questions from the University of Sussex:

To what extent has the content of the course been relevant and useful?

Possible responses: Extremely (1), Moderately (2), Slightly (3), Not at all (4)

How would you rate the course for assisting you in developing the following skills: [customize here with relevant skills targeted by your course]

Note to learners: Give more stars to indicate increased satisfaction

Possible responses: 1 ☆ - 4 ☆

Please tell us the best thing about this course.

Please tell us the worst thing about this course. 

Questions for assessing training outcomes and effectiveness

1. How would you rate your overall satisfaction with the training program? Ratings from not at all satisfied to very satisfied
2. Did the training meet or exceed your expectations in terms of knowledge gained? Ratings from did not meet at all expectations to exceeded expectations
3. How much improvement do you perceive in your knowledge or skills after the training?
4. How confident do you feel about applying the knowledge and skills you gained from training outcomes in your role? Ratings from not at all confident to very confident
5. How effective do you think the training was in achieving its stated objectives? Ratings from not at all effective to very effective + N/A: I do not know what the goals of the training were
6. How has the training impacted your motivation and engagement at work? Ratings from not at all to very much
7. Did you observe any immediate benefits in your work due to the training? Ratings from not at all to very much
8. Did the training lead to any networking or collaboration opportunities within the organization? Yes/No
9. How well did the training align with your expectations based on the pre-training information? Ratings from not at all to very much aligned
10. How well did the training address your initial concerns or needs? Ratings from not at all to very well
11. Did the training offer a clear pathway for further development or advancement in your field? Yes/No
12. How likely are you to apply the learnings from the training in long-term scenarios? Ratings from not at all likely to very likely
13. Did the training contribute to a better understanding of your role within the organization? Yes/No
14. Were the outcomes of the training clearly linked to organizational goals and objectives?
15. Did the training provide you with skills or knowledge that could lead to career growth or opportunities?

University City London recommends asking the following questions to measure the impact of learning (we adapted them to better match the employee perspective): 

• Give an example of how you'll apply what you learned in this course in your job.
• Give (up to three) examples where the learning has helped to improve your performance at work.
• Which topic(s) would you have liked additional or follow-up content for?
• How did this course develop you professionally?
• What will you do differently now you've attended the course?

Questions for assessing learner satisfaction

University City London recommends asking the following questions for assessing learner satisfaction (we adapted them to better match the employee perspective): 

• The course met my expectations. (From strongly agree to strongly disagree)
• The course met my needs. (From strongly agree to strongly disagree)
• The topics covered were relevant to the course. (Strongly agree to strongly disagree)
• Rate your overall experience of the course. (From very good to very poor)
• How likely are you to recommend this course to a friend/colleague? (From very likely to very unlikely)

Top qualitative questions to collect actionable insights

These questions on course structure were inspired by the best practices for course evaluation surveys from the University of Wisconsin–Madison: 

Qualitative questions: 

• Do you have any specific recommendations for improving this course?
• What are one to three specific things about the course or instructor that especially helped to support learning?
• What are the strengths of this course?
• What parts of the course aided your learning the most?
• What are one to three specific things about the course that could be improved to better support learning?
• What parts of the course were obstacles to your learning?
• What changes might improve your learning?

📈 Learn how to efficiently allocate resources and plan training with our guides on training matrix and training budgets.

💡 Tips for creating impactful training surveys

When designing your training survey, consider the following general tips:

Question design tips

• Frame questions clearly and concisely to avoid confusion.
• Make questions specific rather than overly broad.
• Incorporate open-ended questions for collecting qualitative feedback. This type of feedback will come in handy for adding more context to the ratings. 

Achieving the right question balance

• Include 15-20 questions to drive comprehensive insights while avoiding survey fatigue.
• Start with more straightforward rating questions to ease participants in.
• Follow with more detailed commentary questions once respondents are warmed up.

Survey creation tips

• Give your survey an explanatory yet compelling title that communicates a purpose. Nobody likes a random survey.

➡️ To get a higher open rate so that your employees answer your survey, go through our guide for crafting engaging survey invitations.

• Send a follow-up reminder email to maximize participation.
• Allow anonymous responses to encourage honest input.
• Make taking the survey incredibly convenient within everyday workflows. Use survey software to easily collect actionable insights. 

➡️ For more employee communication best practices, read our guides on sending effective announcements for mandatory training.

🔎 Tips for analyzing your training survey responses

You have to analyze survey responses to know what you can do better.

Here are some tips tailored for this specific use case:

1. Aggregate and categorize data

• Segment responses: Group the data by demographics, job roles, or departments to identify particular needs or patterns.

2. Look for patterns and trends

• Identify common themes: Look for recurring feedback or comments across multiple responses.
• Compare against benchmarks: Assess responses against predetermined benchmarks or past survey results to identify changes over time.

3. Zoom in on open-ended responses

• Qualitative analysis: Analyze open-ended responses for deeper insights that numbers alone might not reveal. Speak to supervisors to understand employee reactions without breaking anonymity.
• Central theme identification: Group comments into themes or categories to understand common opinions or issues.

4. Consider external factors

• Contextual analysis: Consider external factors like recent organizational changes or industry trends that might have influenced the responses.
• Correlation vs. causation: Just because two factors seem to influence each other doesn't mean they are. Keep an open mind when nailing down changes in performance and opinion. 

5. Use visual tools

• Graphs and charts: Use visual aids like pie charts, bar graphs, and heat maps to better understand data distribution.
• Dashboards: Create interactive dashboards for an at-a-glance view of critical metrics.

6. Plan for acting on the feedback

• Prioritize actionable insights: Focus on feedback that can lead to tangible improvements in the training program.
• Implementation plan: Develop a clear strategy for implementing changes based on survey results.

7. Restart the cycle: Reiterate, collect feedback, improve 

• Regular reviews: Analyze survey data regularly to track progress over time.
• Feedback loop: Share the findings with participants and stakeholders to close the feedback loop.

🤩 Discover innovative ways to keep learners engaged with our guide on learner engagement strategies.

👀 Gain insights from industry leaders by exploring L&D programs at large companies:

Discover Amazon's approach to employee development and how their extensive upskilling programs make a difference for their people inside and outside the company. 

Dive into Google's employee development strategies and learn why they place so much emphasis on peer-to-peer learning.

By applying these tips to your survey analysis process, you can uncover valuable insights to enhance your training programs and drive organizational learning and development forward.

🏆 The importance of post-training surveys in refining training programs

Post-training surveys shape and refine training programs. Here's an expanded look at their significance:

• Measuring satisfaction and engagement: Trainee satisfaction is a crucial metric for effective training programs. Positive experiences can boost engagement and willingness to participate in future training. Through surveys, your learners can flag inappropriate trainer behavior or out-of-date training information so you can take immediate action. 
• Increased training ROI: By identifying what works and what doesn't, your organization can fine-tune training strategies. Nobody has the time and money to waste on ineffective training, so feedback surveys help you focus on the initiatives that bring positive change. 
• Improved productivity: Effective training translates to behavioral change and performance improvements. So you need to know whether the training equipped your people with relevant knowledge and skills and if you targeted the right employees with the proper training.  
• Enhanced competence development: Surveys provide direct feedback on how well the training has equipped employees with the necessary skills and knowledge for performing their roles so you can make targeted improvements to future sessions.
• Feedback on training methodology: Understanding how different training methods are received (e.g., online vs. in-person, interactive vs. lecture-based) allows for a more customized learning approach. 
• Customized learning paths: Through surveys, your learners could suggest other training methods you can still consider bringing into the mix. Their feedback can help in creating personalized learning journeys based on your people's unique needs and learning styles.
• Enhanced trainer insights: Trainers receive direct feedback on their delivery and content, which is invaluable for personal and professional development.
• Benchmarking and continuous improvement: Regular survey insights provide benchmarks for training effectiveness, helping organizations to continually elevate their training standards.‍
• Long-term impact analysis: Surveys can be used to assess the long-term impact of training on employee performance and career progression.‍
• Cultivating a feedback and learning culture: Regular feedback through surveys reinforces the value placed on continuous learning. ‍
• Promoting open communication: Surveys can establish a feedback loop, encouraging open communication between employees and the training department.

➡️ Elevate your training with insightful feedback using Zavvy

Our employee enablement platform offers powerful tools to take your organization's training and development to the next level. 

Our platform also makes it easy to collect feedback from your workforce with our survey software. So, you will get insights into learner engagement, trainer performance, coaching effectiveness, and more to pinpoint areas for improvement. 

With Zavvy, you will bridge the gap between goals and actual learning.

With our AI-powered growth plans, you can get personalized and relevant training suggestions tailored to each employee based on their:

• retour d'information ;
• competency profile;
• role level;
• potential advancement opportunities. 

Ready to step up your training and development strategy? 

📅 Request a demo today to see Zavvy's intuitive tools in action and discuss the best solution for your organization's needs. 

❓ FAQ

What is a training satisfaction survey?

A training satisfaction survey evaluates and gathers feedback on company training programs. This survey is typically distributed to employees after they have completed a training session or program.

How many questions should your survey include?

Aim for a total of 15-20 questions to strike the right balance between thorough insights and engagement.

What types of questions generate the most value?

Well-structured rating scale questions provide quantitative benchmarking, while open-ended responses highlight specific areas for improvement.

How can we maximize survey response rates?

Ensure anonymity, convey direct benefits to trainees for participating, and embed the survey conveniently within your LMS portal.