25 Questions for a Travel Agency Customer Satisfaction Survey Survey questions
Training feedback survey questions. Twenty-six questions to ask after a course or workshop.
Questions for corporate training, workshops, courses and webinars, grouped by topic: before the training, content, the trainer, format, and what people learned and will use. Each one comes with its scale and what the answer tells you.
The Free plan includes up to 30 questions per survey and 100 responses a month. No credit card required.
26 training feedback questions by topic.
Right after the training, ask 6–10 while it’s still fresh. A month later, send three or four about what people actually use.
Before the training
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What do you most want to learn from this training?
Why ask it. Asked a few days ahead, it lets the trainer tailor the program to the group.
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How familiar are you with the topic?
Why ask it. It shows the range of skill levels in the group. When levels vary widely, the same training feels too easy for some and too hard for others.
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Why are you taking this training?
Why ask it. Motivation explains much of the feedback that comes later.
Content
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How would you rate the training overall?
Why ask it. One number to compare trainings, trainers and groups. Ask it first.
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How relevant was the content to your job?
Why ask it. A good training that doesn’t fit people’s jobs changes nothing. This is the score to watch.
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How was the level of the material for you?
Why ask it. Read it together with the familiarity question. A mismatch shows which group needs a different program.
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Which parts were the most useful?
Why ask it. It tells the trainer what to spend more time on next time.
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How well did the examples reflect situations you face at work?
Why ask it. Examples from another industry make good content feel abstract. A low score means you need examples from your own field.
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Was there anything you expected to learn that wasn’t covered?
Why ask it. The gaps people name here shape the next version of the program.
The trainer
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How clearly did the trainer explain the material?
Why ask it. A trainer’s core skill, rated separately from the content.
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How well did the trainer answer questions?
Why ask it. It shows whether the trainer’s expertise goes beyond the prepared slides.
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How engaging was the training?
Why ask it. A quick read on the energy in the room. Low scores often come with long blocks of theory.
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Would you attend another training with this trainer?
Why ask it. A simple overall verdict on the trainer that’s easy to compare across trainers.
Format and logistics
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How was the length of the training?
Why ask it. It tells you whether to shorten or extend the program, so you don’t have to guess.
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How did you attend?
Why ask it. It lets you look at each format separately, with answer filters on Basic and higher plans or in an Excel export on any plan.
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How well did the format work for you?
Why ask it. Online and in-person groups can rate the same training differently. On Basic and higher plans, filter by format to check yours.
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How would you rate the logistics, such as invitations, schedule, materials and the platform?
Why ask it. It separates the organizers’ part from the trainer’s, so each knows what to fix.
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Which format would you prefer next time?
Why ask it. It helps you plan the next round in a format people will actually attend.
Learning and applying it at work
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How confident do you feel applying what you learned?
Why ask it. Confidence right after the training is a good sign of whether people will try the skills at work.
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Which skill from the training will you use first?
Why ask it. Naming one skill makes people more likely to use it. It also shows what stuck.
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In the past month, how often have you used what you learned?
Why ask it. This is the real result of a training. Send it as a separate short survey a month later.
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What is keeping you from using what you learned?
Why ask it. Much of what people learn fades when they get no chance to use it. This question shows what gets in the way.
Overall and open-ended questions
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How likely are you to recommend this training to a colleague?
Why ask it. The training’s NPS, one number that’s easy to compare across programs.
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What should we change about this training?
Why ask it. Concrete ideas from people who just sat through it.
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What topic would you like a training on next?
Why ask it. It builds the next training plan from what people ask for.
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Is there anything else you’d like to tell the trainer or the organizers?
Why ask it. Keep it optional. It catches what the survey didn’t ask.
Ready-made surveys with these questions.
Copy a template to your account, then add any questions from this page that it doesn’t include yet.
Need questions on a different topic? The free AI generator writes a first draft. Open the AI question generator
How to collect useful training feedback.
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Ask before people leave the room
Show the QR code on the last slide and give people three minutes. Surveys emailed later get fewer answers, and vaguer ones.
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Follow up a month later
Three or four questions about what people use at work show a result that a score on the day can’t.
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Rate the trainer and the content separately
Separate questions show whether to change the program, the trainer or the logistics.
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Compare groups and formats
Ask about the format and the group. Answer filters (Basic and higher) or an Excel export (any plan) then show whether online groups or a particular team rate the training differently.
Questions for other audiences.
Questions and answers
What questions should I ask after a training?
Ask for an overall rating, relevance to the job, the level of the material, the trainer, the format and logistics, and how confident people feel applying what they learned. End with one or two open-ended questions.
When should I send a training feedback survey?
Right at the end, while people are still in the room or on the call. Then send a short follow-up survey a month later about what they use at work.
How many questions should a training feedback survey have?
6–10 questions, which take about two or three minutes. For a one-hour webinar, three or four are enough.
How do I measure whether a training worked?
Ask how familiar people are with the topic at the start and how confident they feel at the end. A month later, ask how often people use what they learned and what keeps them from using it. The follow-up tells you more than the score on the day.
Turn these questions into a survey today.
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