Evaluate
training
Post-Training
Survey Tips
Be sure to
ask questions on all aspects of training, including:
a) Trainer
How effective were they? Were they knowledgeable? Did they present the topic in
an interesting mann 19219t1921t er? Were they prepared? Did they communicate well? Were they
responsive to questions and other needs?
b) Subject
Did you need training on this topic? If so, did you
learn as much as you would have liked? What else would you like to know about
the topic?
c) Delivery of Training
Straight lecture, lecture with PowerPoint presentation, hands-on? Was the
presentation conducive to your learning style? If it was straight lecture,
would you have preferred to be more hands-on? If it was hands-on, would you
have preferred to take notes during a lecture?
d) Training Tools
Were the books useful and relevant to the topic? Were
handouts clear and concise? Was technology equipment working properly?
e) Duration
Was the program long enough, too long or just right?
2. Keep the survey brief.
Employees have already sat through training, preventing them from getting their
work done. Try not to take too much more of their time.
Limit the entire survey to 20 questions, breaking it into each area of training
(trainer, handouts, etc.). Allocate just a few questions for each.
3. Choose a clear and simplistic format, varying question style.
For examples of question types please see
4. Set parameters for most questions.
It's easier to evaluate data when you set the limits of the respondent's
answer.
5. The only exception to tip #4 is the last question of the survey.
Keep this open-ended, asking "Is there anything else you'd like to comment on
or are there any suggestions you have?" This allows additional feedback to
things you may not have already covered.
6. Don't get too specific.
Focus only on aspects of training. Asking about lighting, temperature, location
and other personal preferences only drags out your survey and encourages
unwanted complaining - two things that won't be very helpful when analyzing your
results.
7. Keep the survey anonymous to encourage total honesty.
8. Choose between a hard copy survey and an online version, such as Survey
Monkey.
Let the client decide which they prefer.
9. Format survey hard copies effectively.
If you are distributing a hard copy that runs on the front and back of the
page, be sure to include "More" or "Over" on the bottom of the first page.
Otherwise, participants may miss half of your survey.
10. Consider providing two separate surveys.
Offer one survey for participants, covering topics discussed above, and one for
management, focusing on administrative and financial aspects. For example, was
this training worth allocating your budget for, how likely are you to conduct
this training again next year with the ABC Company as your training provider?
11. Don't hoard results.
Review them with the instructor so improvements can be made to the next
session.
12. Offer an incentive
Incentives are always a great way to get people to take action. Make it worth
their while, and they'll do it. Consider offering a discount on the next round
of training, a $5 gift card or lunch for the entire group if everyone fills out
a survey.
No matter how you put your post-training survey together, be sure to do it. It
will help you determine if it was money well spent and will improve future
trainings.
