What questions should a training evaluation include?

At least an overall rating, one about the trainer, one about usefulness at work, one about length and an open question. 5 to 10 questions is enough.

What is the Kirkpatrick model?

It is a well-known way to evaluate training on four levels: reaction, learning, behavior and results. A survey at the end of the course covers the first two well: what people thought and what they learned.

Should it be anonymous?

It’s a good idea, especially if you ask about the trainer or about support from managers. People answer more honestly when they can’t be identified.

How do I send it to participants?

With SurvIQ you can share it by link, WhatsApp, email or a QR code on the last slide. People answer from their phone without creating an account, and you see the results in charts in real time.

All survey questions

Training evaluation survey questions

Use these questions to find out what your team thought of a training, what they learned and whether they will use it at work. They cover the first two levels of the Kirkpatrick model: reaction and learning. Don’t use them all: pick 5 to 10, start with the overall rating and end with an open question.

Want to start with a ready-made survey?The template has the most important questions from this list, ready to edit, share by link, WhatsApp or QR code, and see results in real time.Use the template: Training evaluation

Download all questions:

Overall rating

1.
How would you rate the training overall?
1 to 5 scale
2.
How likely are you to recommend this training to a colleague?
NPS 0 to 10
3.
Did the training meet your expectations?
Single choiceExceeded them · Met them · Fell short
4.
The training was worth the time I spent on it.
Agreement scale
5.
Would you take part in another training like this?
Single choiceDefinitely · Probably · Not sure · Probably not

Content

6.
How clear was the content?
1 to 5 scale
7.
The topics were the ones I needed for my job.
Agreement scale
8.
The level of the content was…
Single choiceToo basic · Just right · Too advanced
9.
How would you rate the materials (slides, guides, exercises)?
1 to 5 scale
10.
Which parts did you find most useful?
Multiple choiceThe theory · The examples · The hands-on exercises · The group work · The take-home materials · The Q&A

Trainer

11.
How would you rate the trainer?
1 to 5 scale
12.
The trainer knew the subject well.
Agreement scale
13.
The trainer explained things clearly and with examples.
Agreement scale
14.
The trainer answered my questions.
Agreement scale
15.
There was room to take part and ask questions.
Agreement scale

Learning and application at work

16.
How useful is what you learned for your daily work?
1 to 5 scale
17.
I learned something I didn’t know before.
Agreement scale
18.
I feel able to apply what I learned.
Agreement scale
19.
When do you think you will use what you learned?
Single choiceThis week · Within the next month · Later on · I don’t think I will
20.
What could stop you from applying what you learned?
Multiple choiceLack of time · Lack of tools · Lack of support from my manager · It doesn’t apply to my tasks · I need more practice · Nothing
21.
What is the first thing you will apply at work?
Open-ended

Organization and logistics

22.
The length of the training was…
Single choiceToo short · Just right · Too long
23.
How would you rate the overall organization?
1 to 5 scale
24.
How would you rate the venue or online platform?
1 to 5 scale
25.
Which format do you prefer for future trainings?
Single choiceIn person · Live online · Recorded, at my own pace · Hybrid

Open-ended questions

26.
What did you like most about the training?
Open-ended
27.
What would you change for next time?
Open-ended
28.
What topic would you like to go deeper into?
Open-ended
29.
Is there anything else you’d like to tell us?
Open-ended

Tips for your survey

Ask the same questions for every training. That way you can compare courses, trainers and formats.
Send it at the end, before people leave the room or close the call.
To find out if people applied what they learned, send a second short survey one or two months later.
Make it anonymous if you want honest opinions about the trainer.
Tell the team what you will change thanks to their answers. They will be more willing to answer next time.

Frequently asked questions

What questions should a training evaluation include?: At least an overall rating, one about the trainer, one about usefulness at work, one about length and an open question. 5 to 10 questions is enough.
What is the Kirkpatrick model?: It is a well-known way to evaluate training on four levels: reaction, learning, behavior and results. A survey at the end of the course covers the first two well: what people thought and what they learned.
Should it be anonymous?: It’s a good idea, especially if you ask about the trainer or about support from managers. People answer more honestly when they can’t be identified.
How do I send it to participants?: With SurvIQ you can share it by link, WhatsApp, email or a QR code on the last slide. People answer from their phone without creating an account, and you see the results in charts in real time.

Create your survey for free

Add the questions you picked in SurvIQ, share it with a link or a QR code and see the results in charts. The Free plan is free forever.

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