Training survey template

Get more out of your training survey by automatically returning feedback in PDF reports.

With a pre- or post-training survey, you keep your employee development program on the level your people deserve.

Pointerpro is the 2-in-1 software that combines assessment building with personalized PDF report generation.

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Training surveys play a pivotal role in understanding the effectiveness of developmental programs. They ensure that participants derive maximum value from their learning experiences. From pre-training assessments to post-training evaluations: It’s all about elevating the impact of your HR training programs.

Here are some key tips, when building further, whether it’s a survey template for training feedback, or for input on training needs:

Please score the following statement on a scale of 0 (not relevant) to 10 (highly relevant): I enjoy new experiences.
Tailor questions to objectives: Craft survey questions that align with your defined objectives. Use a mix of open-ended and closed-ended questions to gather both quantitative and qualitative data. Bear in mind that closed-ended questions allow you to score answers and automate survey feedback, based on different scores.
Consider pre-training and post-training phases: Divide your survey process into pre-training and post-training. Pre-training surveys can help you understand participants’ baseline knowledge, expectations, and learning preferences. Post-training surveys should focus on the effectiveness of the training, satisfaction levels, and areas for improvement. This dual approach offers a holistic view of the entire training process.
Ensure anonymity and confidentiality: Encourage honest feedback by assuring participants of the anonymity and confidentiality of their responses. When participants feel that their opinions are secure, they are more likely to provide candid feedback, which is crucial for identifying areas of improvement and success within your training programs.
Iterate and improve: No survey template for training feedback should be considered as definitive. Treat your training survey as a dynamic tool that evolves with each iteration. Analyze the feedback received and use it to make informed adjustments to future training programs. Continuous improvement is key to ensuring that your training surveys remain relevant, effective, and aligned with the evolving needs of your participants.

3 reasons to use Pointerpro as a training survey tool

Interactive user experience

With the Questionnaire Builder, you get to create an engaging feedback form. How? With numerous design and layout options, useful widgets, and countless question types.

Refined, score-based analysis

Our custom scoring engine helps you quantify and categorize diverse answers. The result? An objective and nuanced assessment of your respondents’ survey feedback.

Automated feedback in PDF

Thanks to your setup in the Report Builder, respondents instantly get a detailed PDF report: with personalized responses, useful information, and your brand design.

Note: 5 tips to follow up post-training for feedback

Following up post-training is crucial to gather feedback that can contribute to ongoing improvements. But from Pointerpro clients’ experience, a great survey template for training feedback isn’t the entire story. There are a few important guidelines to ensure effectiveness:

Request feedback promptly: Reach out to participants shortly after the training concludes. The timing is crucial to capture their immediate impressions and experiences while the training is still fresh in their minds. Consider sending a follow-up email or a survey link within a few days of the training completion.
Focus on specific training aspects: Tailor your follow-up questions to specific aspects of the training. Ask participants about the relevance of the content, the effectiveness of instructional methods, and the applicability of the learned skills to their roles. Targeted questions provide actionable feedback that can guide improvements in future training sessions.
Include opportunities for additional comments: While utilizing structured questions for quantitative data, always include opportunities for participants to provide additional comments or suggestions. This allows them to express nuanced feedback, share personal insights, and highlight aspects of the training that may not have been covered in the structured questions.
Acknowledge and thank participants: Express gratitude for participants’ time and effort in providing feedback. A simple acknowledgment and thank-you message can create a positive impression and encourage participants to provide feedback in the future too. It also reinforces the idea that their opinions are valued and contribute to the improvement of the training program.
Communicate actionable changes: After analyzing the feedback received, communicate any tangible changes or improvements that will be implemented based on participants’ input. This not only shows that their feedback is taken seriously but also demonstrates a commitment to continuous improvement. Transparency in this process builds trust and encourages participants to engage in future training opportunities.

Last but not least, whether you’re working on a training needs assessment or a post-training survey, consider giving your respondents individual feedback in a useful PDF report. If taking your training survey can help your individual respondents learn something about themselves, they’re much more likely to engage with future training.

In the video below, resilience coach Steve Howe from ResilienceBuilder® explains how identifying the key drivers on an individual level gets you to provide more targeted training.

The most effective types of training survey template questions

Crafting effective survey questions is essential to gather meaningful insights from training participants. Here are the types of training survey template questions that have proven to be most effective:

Multiple choice questions: Multiple choice questions are effective in training surveys because they offer a structured format with predefined answer options. This simplicity makes it easy for participants to respond and allows for straightforward quantitative analysis of the collected data.
Multiple answer options: Multiple answer options allow participants to select all applicable choices from a list. This format is effective when there may be multiple correct responses or when participants can choose from a range of options. It accommodates diversity in participant experiences and preferences, offering a more comprehensive view of their perspectives.
Open-ended questions: Open-ended questions encourage participants to provide detailed, qualitative feedback. This format is valuable for capturing nuanced opinions, suggestions, and insights that may not be covered by predefined answer options. The responses offer depth and context, providing a more comprehensive understanding of participants’ experiences.
Yes/no questions: These offer a straightforward binary choice. They are useful for quick assessments or when seeking a clear-cut response. However, it’s essential to use them judiciously to gather specific information relevant to training experiences.
Constant sum questions: Constant sum questions allocate a fixed sum of points that participants distribute among various items based on their perceived importance or priority. This format helps prioritize preferences and assess relative importance in the context of training content.
Ranking questions: Ranking questions ask participants to prioritize items based on preference or importance. This format is useful for understanding the hierarchy of topics or skills in the eyes of the participants. It provides insights into what aspects of the training are deemed most valuable or relevant.
Likert scale questions: Likert scale questions are valuable for measuring participants’ attitudes or perceptions on a continuum. The scale provides a range of response options, allowing for nuanced feedback. The aggregated scores can be used to gauge the overall sentiment and satisfaction levels regarding various aspects of the training.
Rating scale questions: Rating scale questions ask participants to rate a statement or attribute on a scale, usually ranging from low to high. This provides a quantitative measure of satisfaction, perception, or agreement and is efficient for statistical analysis related to training effectiveness.

What’s the optimal rating scale for training survey questions?

A frequent dilemma when working with scales is the choice between a 5-point or a 4-point rating scale. What should you go for? It depends on the level of granularity you desire in the feedback and the specific nuances you want to capture. Here are the advantages and disadvantages of both options:

5-point rating scale:

Advantages:

More granularity: A 5-point scale provides more granularity, allowing participants to express a nuanced range of opinions. This can be particularly useful when you want to capture subtle differences in satisfaction or agreement.
Middle ground: Including a neutral midpoint in a 5-point scale gives respondents the option to express a neutral stance, preventing them from being forced into a positive or negative choice.

Disadvantages:

Potential for indecision: Some participants may find it challenging to decide between adjacent scale points, leading to potential indecision.
Increased response time: More scale points may increase the time participants spend on each question.

4-point rating scale:

Advantages:

Simplicity: A 4-point scale is simpler and may be easier for participants to navigate. It reduces the cognitive load and decision fatigue associated with choosing from multiple options.
Clearer distinction: With fewer scale points, participants may feel more confident in their selections, and the distinctions between responses can be more apparent.

Disadvantages:

Less granularity: The reduction in the number of scale points means there is less granularity in the feedback. This may limit the range of opinions participants can express.
Potential lack of a neutral option: Depending on the design, a 4-point scale might lack a true neutral midpoint, potentially pushing participants to lean towards positive or negative responses.

Consider the purpose of your training survey template. If you need detailed insights and are exploring a variety of aspects, a 5-point scale may be more suitable. Also, consider the familiarity and comfort level of your participants with survey scales. If they are accustomed to 5-point scales and appreciate the granularity, it might be beneficial to stick with that format.

If you’re in doubt, you might consider pilot testing both options with a small group to gauge which scale format elicits more meaningful and accurate responses.

50 training survey example questions

Here are 50 training survey example questions divided into 50 categories:

10 post-training survey example questions
10 customer service post-training survey example questions
10 diversity and inclusion training survey example questions
10 conflict resolution training survey example questions
10 training needs survey example questions

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10 post-training survey example questions

How satisfied are you with the overall training experience?
To what extent do you feel the training content aligns with your job responsibilities?
Were the training materials clear and easy to understand?
How confident do you feel in applying the newly acquired knowledge or skills in your role?
What aspects of the training did you find most beneficial?
Were the training sessions well-paced and engaging?
How likely are you to recommend this training to a colleague?
Did the training meet your expectations? Why or why not?
What improvements, if any, would you suggest for future training sessions?
How well did the training prepare you for the challenges you face in your role?

These post-training survey template questions comprise a mix of Likert scale questions to quantify satisfaction, alignment, clarity, and confidence levels. Additionally, open-ended questions are included to gather qualitative insights on beneficial aspects, expectations, and suggestions for improvement.

This balanced approach aims to capture both quantitative data for statistical analysis and qualitative feedback for a comprehensive understanding of participants’ training experiences.

10 customer service post-training example questions

How satisfied are you with the customer service training you received?
To what extent do you feel the training has equipped you to handle customer inquiries effectively?
Rate the clarity of the training materials and presentations on customer service techniques.
How confident do you feel in applying the customer service skills learned during the training?
What specific aspects of the customer service training did you find most valuable?
Were the role-playing exercises and practical scenarios helpful in simulating real customer interactions?
How well did the training address the unique challenges you may face in your customer service role?
What improvements, if any, would you suggest for future customer service training sessions?
Did the training enhance your understanding of the importance of customer satisfaction to the overall success of the business?
How likely are you to recommend this customer service training to a colleague?

These customer service post-training survey template questions aim to comprehensively assess participants’ experiences and perceptions of the training program. The questions cover various dimensions, including overall satisfaction, perceived effectiveness in handling customer inquiries, clarity of training materials, confidence in applying learned skills, and identification of valuable training aspects.

The inclusion of both quantitative and qualitative elements ensures a well-rounded understanding of participants’ satisfaction, skills acquisition, and specific areas for improvement in the customer service training. This approach allows organizations to gather actionable insights for refining and enhancing future customer service training initiatives.

10 diversity and inclusion training survey example questions

How has the diversity and inclusion training influenced your awareness of unconscious biases in the workplace?
To what extent do you feel more equipped to foster inclusivity and diversity within your team after the training?
Were the real-life examples and case studies presented during the training effective in illustrating the importance of diversity and inclusion?
How confident do you feel in addressing diversity-related challenges and promoting a more inclusive environment?
What specific aspects of the diversity and inclusion training did you find most valuable in the context of your role?
Did the training provide actionable strategies for creating a more inclusive and diverse workplace?
How likely are you to incorporate the principles of diversity and inclusion into your daily interactions and decision-making?
Were the facilitated group discussions and activities helpful in promoting dialogue about diversity and inclusion?
Did the training adequately address the intersectionality of diversity and inclusion in the workplace?
What improvements, if any, would you suggest for future diversity and inclusion training sessions?

These training survey template questions aim to gauge the impact of diversity and inclusion training on participants’ attitudes, awareness, and confidence in promoting inclusivity. The mix of specific and open-ended questions allows for a comprehensive understanding of the training’s effectiveness and areas for improvement.

10 conflict resolution training survey example questions

To what extent has the conflict resolution training improved your understanding of different conflict resolution styles?
Rate the effectiveness of the training in providing practical tools for managing workplace conflicts.
Were the conflict resolution role-playing exercises beneficial in applying conflict resolution techniques?
How confident do you feel in addressing conflicts and facilitating resolution within your team after the training?
What specific conflict resolution challenges do you feel more equipped to handle as a result of the training?
Did the training address the role of communication in preventing and resolving conflicts in the workplace?
Were the case studies and examples presented during the training effective in illustrating successful conflict resolution strategies?
How likely are you to apply the learned conflict resolution techniques in your day-to-day work?
Did the training provide insights into addressing conflicts that may arise from diverse perspectives and backgrounds?
What improvements, if any, would you suggest for future conflict resolution training sessions?

These training survey template questions focus on assessing the impact of conflict resolution training on participants’ skills, confidence, and understanding of effective conflict resolution strategies. The combination of practical scenarios and theoretical concepts ensures a holistic evaluation of the training program.

What Pointerpro clients are saying

“We use Pointerpro for all types of surveys and assessments across our global business, and employees love its ease of use and flexible reporting.”

Jim McLean

Director at Alere

“NOBODY has a product that is exactly like this. I looked for days, and from what I can tell, this checks the box. In fact, it’s what I would have created if I had been designing a program for myself.”

Kate Zabriskie

CEO of Business Training Work

“I give the new report builder 5 stars for its easy of use. Anyone without coding experience can start creating automated personalized reports quickly.”

Nicolas Gounin

CFO & COO at Egg Science

3 out-of-the-box training evaluation surveys to consider

We’ll leave you with some inspiration for developing training evaluation survey templates that other organizations may not have thought of yet. If developed thoughtfully, these could really make a difference for your learning & development program:

Application and transfer of learning survey: To assess the extent to which participants are applying the knowledge and skills gained from the training in their day-to-day tasks. This type of survey would help organizations measure the real-world impact of training, ensuring that learned skills are effectively transferred to the workplace, and identify any obstacles hindering application.
Long-term impact and retention survey: To evaluate the long-term impact of the training on participants’ retention of knowledge and skills over an extended period. This survey approach would focus on the sustainability of training outcomes, helping organizations understand how well knowledge and skills are retained over time and identifying opportunities for ongoing support.
Collaborative learning and knowledge sharing survey: To assess the effectiveness of collaborative learning approaches and encourage knowledge sharing among participants. This training survey template would emphasize the importance of collaboration and shared learning, providing insights into the social aspects of training effectiveness and uncovering opportunities for enhancing teamwork and knowledge dissemination.

By incorporating these less common but valuable training survey templates, organizations can gain a more comprehensive understanding of the training’s impact, long-term effectiveness, and the collaborative aspects that contribute to a sustained learning culture.

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