Designing your training surveyYour employees will, we hope, have been taking part in engaging, challenging and useful training sessions. The last thing they’ll want to do afterwards is fill out feedback surveys that are long, complex and time-consuming. The key is to keep the surveys concise with as few questions as possible – five will be enough.
How likely would you be to recommend this training course to a friend or colleague? The answer to this tells you how happy your employees were overall with the training. A positive outcome bodes well for the employees to be more productive and more inclined to attend further courses.
Did the course content deliver what you were expecting? Doing what you say you’ll do is an important driver of employee loyalty. Employees will feel disgruntled if the course delivered doesn’t give them the tools to do their job or develop within their role.
How much new information did you learn? Training is only useful if employees learn new things: a course where employees already know the content is valueless.
How useful was the course content? Learning new information is all well and good, but it needs to be relevant to, and useable by, the employee in their job after the training.
How engaging was your trainer? Employees are more likely to remember content delivered by an engaging trainer and return for more training if they found it enjoyable.