Crafting the perfect post-training survey to improve your online training sessions

Have you ever been asked to fill out a feedback form after a training session? If you’re like most people, you may breeze through it, barely thinking about your answers. And if you’re the one creating the survey, you’ve probably wondered, "How can I get more useful feedback without boring people to death?"

The truth is, post-training feedback is one of the best ways to improve future sessions. But to get meaningful responses, you need to ask the right questions in the right way. No more generic “Was the training helpful?” Instead, we’re diving into how you can craft thoughtful, targeted questions that actually help you learn what’s working and what’s not.

Why post-training feedback is important

So, why is feedback so critical? It’s simple: If you want to make your training better, you need to know what worked and what didn’t. Getting feedback from the participants gives you a chance to tweak things like content, delivery style, and even the training format itself.

Plus, it can help you spot trends. Did a lot of people feel the training was too long? Did they struggle with a particular section? The more detailed your feedback is, the more you can fine tune your next session.

The types of survey questions to ask

Okay, let’s get to the heart of it: What kind of questions should you ask in a training survey? You don’t want to overload people with endless queries, but at the same time, you need enough detail to gather real insights. Here’s a breakdown of the different types of questions and how they can be used to get meaningful feedback.

1. Open-ended questions

Think of open-ended questions as the opportunity for people to really express their thoughts. Instead of restricting their answers, you give them room to share their honest opinions.

Example questions:

• What was the most valuable part of the training for you?

• What improvements can we make to improve the course for future sessions?

Open-ended questions can lead to some interesting and often unexpected feedback, but be prepared; they can also result in answers that are all over the place.

2. Closed-ended questions   

Closed-ended questions are perfect when you need straightforward, easily analyzable answers. These are typically yes/no or multiple-choice questions, giving you a quick snapshot of participant sentiment.

Example questions:

• Did the training meet your expectations? (Yes/No)

• Was the pace of the training appropriate? (Yes/No)

They’re quick and easy to answer, and they give you clear data points that you can review at a glance.

3. Likert scale questions   

Have you ever seen those surveys where you’re asked to agree or disagree on a scale of 1 to 5? That’s a Likert scale, and it’s a great way to measure participant attitudes with more nuance than a yes/no question can provide.

Example questions:

• The training materials were useful and easy to follow (Strongly Agree/Strongly Disagree).

• The trainer was knowledgeable and engaging (Strongly Agree/Strongly Disagree).

These questions give you a sense of where the majority stands, making it easy to spot areas where the training might need a little work.

4. Multiple-choice questions   

Multiple-choice questions are useful when you want to understand specific preferences or opinions. Instead of asking for a generic “yes” or “no,” these questions give participants a range of options to choose from.

Example questions:

• What part of the training was most helpful? (Lecture, Group discussion, Hands-on activities, Q&A)

• Which topic would you like to dive deeper into in future sessions?

These questions help you see which aspects of the training resonated the most with your participants.

5. Rating scale questions   

When you want to turn subjective feedback into numbers, rating scale questions are effective. Asking participants to rate various aspects of the training gives you data you can quantify and track over time.

Example questions:

• On a scale of 1 to 10, how would you rate the trainer’s expertise?

• How would you rate the overall effectiveness of this training session?

Rating scales help you spot trends and pinpoint areas that consistently need improvement.

 6. Demographic questions   

Including a few demographic questions can be useful, especially if you’re training a diverse group. This information helps you understand how different segments of your audience might have experienced the training.

Example questions:

• What is your role in the company?

• How long have you been with the organization?

By comparing feedback from different demographics, you can tailor future training sessions more effectively.

Key areas to focus on in your survey

When it comes to post-training surveys, you want to cover the full spectrum of the training experience. Don’t just ask about the content itself; get feedback on the trainer, the materials, and even the environment. Here are some essential areas to focus on:

 1. Training content   

Ask participants if the content was relevant and easy to understand. Did it meet their expectations, and did it align with the objectives laid out at the beginning of the course?

2. Trainer performance

A good trainer can make all the difference. Get feedback on whether the trainer was engaging, clear, and approachable.

3. Materials and resources

Whether it’s handouts, slides, or supplementary materials, you want to know if these resources were helpful and supported the learning process.

4. Participant engagement

How interactive was the session? Did participants feel involved, or were they passive listeners? You want to know if the training encouraged engagement and active learning.

5. Technology and environment

If your training was virtual, did the tech hold up? If it was in person, was the space comfortable and conducive to learning?

6. Real-world application

Ultimately, training should give participants skills or knowledge they can apply in their jobs. Ask how likely they are to use what they learned in their day-to-day work.

7. Overall satisfaction

Finally, wrap things up by asking participants how satisfied they were overall. Would they recommend this training to a colleague? Would they attend future sessions?

Survey format: How to keep it user-friendly

Now that you’ve got your questions, it’s time to think about the best way to deliver the survey. People are more likely to complete a survey if it’s easy to access and doesn’t feel like a chore. Here’s how to format it for success:

1. Paper surveys

If your training was in person, handing out a quick paper survey at the end can be an effective way to gather feedback while the experience is still fresh.

2. Online surveys

For virtual or larger training sessions, online surveys are the go-to. Use tools like Google Forms, SurveyMonkey, or Typeform to create surveys that are easy to complete and analyze.

3. Mobile-friendly surveys

If you’re sending out an online survey, make sure it’s mobile-friendly. Most people will probably fill it out on their phones, so you want to ensure it’s easy to navigate on a smaller screen.

4. Real-time feedback tools

For a more interactive approach, consider using tools like Slido or Mentimeter to get feedback during the session. This can be great for gauging reactions to different sections of the training as it unfolds.

Best practices for crafting your survey

Here are some quick tips to make sure your post-training survey is a hit:

• Keep it short and to the point: No one wants to fill out a lengthy survey. Aim for a maximum of five to ten questions.

• Use simple language: Avoid technical terms or jargon. You want your questions to be as clear as possible.

• Mix it up: Include a variety of question types to keep things interesting and to gather both qualitative and quantitative data.

• Follow up when necessary: If someone gives particularly low feedback, consider following up with them to get more detail.

• Make it anonymous: People tend to be more honest when they know their responses won’t be traced back to them.

Conclusion

Post-training surveys are more than just a formality, they’re your roadmap to continuous improvement. By asking thoughtful, well-crafted questions, you’ll get the insights you need to make future training sessions even better.

So next time you wrap up a training session, don’t skip the feedback! With the right questions in hand, you’ll be well on your way to building more effective, engaging, and valuable training experiences.