Training survey questions to boost your e-learning impact

In corporate training, understanding the full impact of e-learning courses goes beyond just looking at test scores. To truly measure success, we need to dive into learners’ feedback after the course is complete. This is where post-training surveys come in, offering valuable insights directly from those who experienced the course firsthand.

Why training survey questions matter

Feedback matters. It’s more than just data; it’s a glimpse into the learner’s experience.

It tells us not just what they learned but how they felt about the learning process. This insight is crucial because engagement and satisfaction are big indicators of a course’s success and its ability to help learners retain knowledge over time.

The simplicity and strength of NPS

The Net Promoter Score (NPS) is a straightforward yet powerful way to gauge learner satisfaction. By asking learners if they’d recommend the course to someone else, NPS categorizes them as detractors, passives, or promoters. This score helps us understand the course’s impact and where we might need to make improvements. And while NPS gives us valuable numbers, the real insights often come from open-ended questions.

The importance of open-ended questions

Open-ended survey questions allow learners to share detailed feedback on each part of the course right after they finish it. This direct feedback is key to identifying what’s working, what isn’t, and where there might be gaps in the content.

A prime example of this approach in action comes from AstraZeneca.

How to implement post-training surveys

Adding post-training surveys to your e-learning courses should be both simple and intentional. Design your surveys to gather actionable insights, mixing NPS with open-ended questions to encourage honest and constructive feedback. This provides a blend of quantitative and qualitative feedback.

You can opt for a single open-ended query for general feedback (Please share any additional comments or suggestions you have about this course) or several specific ones tailored to different aspects of the training. Specific open-ended questions guide learners to provide focused insights, helping pinpoint precise areas for improvement more effectively.

10 training survey question examples

1. Did this training align with what you expected?

Start with this to get a general sense of satisfaction and see if pre-training communication was clear.

2. How would you describe your trainer’s support and engagement?

This narrows the focus to the trainer’s effectiveness and their role in the learning experience.

3. How engaging were the materials included in the training?

Engagement is key to a productive learning experience; this question seeks to understand that connection.

4. Was navigating the training platform straightforward for you?

The ease of use of the learning platform is critical for uninterrupted learning.

5. Did the training content directly apply to your job role or position?

This question checks if the training content was practical and applicable.

6. What, if anything, in the training surprised you?

Encourages learners to share unexpected takeaways or content that resonated with them.

7. What are you aiming to achieve with the knowledge gained from this training?

Helps align personal goals with organizational objectives, indicating the training’s effectiveness.

8. Did the training’s duration meet your expectations?

This question gauges if the training felt too long, too short, or just right.

9. If you could change one aspect of the training, what would it be?

Offers a catch-all for any feedback not covered by more specific questions.

10. Which topics are you interested in learning more about?

Identifies gaps in the current training and potential areas for future development.

Conclusion

Post-training surveys are crucial to refining and improving courses. This feedback helps subject matter experts (SMEs) and course creators make informed decisions to better meet learners’ needs. The result: your courses are not only informative but also engaging.

By prioritizing learner feedback, organizations can ensure their training programs are truly effective and continuously evolving to meet learners’ needs. Adopting a feedback-driven approach isn’t just beneficial—it’s essential!