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110+ Post Training Survey Questions to Ask


11 April 2024

9 min read

Post-training surveys help you identify the areas of improvement and measure the overall training effectiveness. As the name suggests, post-training survey questions are asked after an employee or student has completed the training course.

This article will provide you with all kinds of post-training evaluation questions so you can come up with the right ones for your training programs.

Here are the different aspects of your training course you can learn and optimize:

Before we dive into the various questions and the intricacies of post-training survey questions, if you’re in search of a free post-training survey, it’s readily accessible here. Simply sign up with your email and enjoy full access for free.

Try our post training survey to test the conversational experience!

PS: Feel Free to edit and tailor the survey according to your needs.

Now, off to the details, and more questions are coming your way

Types of Post-Training Survey Questions

Before discussing the list of questions you should ask, it’s imperative that you understand the types of post-training survey questions. Understanding this could help you evaluate the effectiveness of training programs.

There are mainly two types of post-training survey questions –

  1. Subjective
  2. Objective

By incorporating both types of questions into post-training surveys, organizations can comprehensively understand the training’s impact from multiple angles. Below is a brief overview of the two.

Subjective and objective post-training survey questions

Here’s a deeper dive into each type and the importance of their combined use:

Subjective Questions

Subjective questions are designed to capture the participants’ opinions, feelings, and perceptions about the training. These questions are invaluable for understanding the qualitative aspects of the training experience. Examples include:

  • How satisfied were you with the training?
  • What did you think of the instructor’s teaching methods?
  • How relevant did you find the course content to your job role?

Objective Questions

Objective questions seek to collect factual, verifiable information that can be quantified or clearly defined. These questions help in assessing the tangible outcomes of the training program. Examples include:

  • How many modules did the training comprise?
  • Did you complete all the training sessions?
  • On a scale of 1-10, how would you rate your proficiency in [specific skill] before and after the training?

Strategically mixing these types would be the ideal way to get a complete picture of how effective training was. The objective question will give you clear facts on what was learned, while subjective questions provide insights into what participants thought and felt about the training.

Now that we have understood the types let’s discuss the questions you should ask on post-training surveys.

In-built Post-Training Survey Templates for You

Efficiency and effectiveness are key to a successful training program. One way to achieve this is by using survey templates built by experts. SurveySparrow provides templates to help you speed up the survey creation and sharing process.

Some benefits of using such in-built survey templates are –

  • Save a lot of time designing and deploying the surveys
  • Ensures consistency in the feedback collected across all sessions
  • They are flexible and can customized to your needs
  • and lastly, it offers actionable feedback that can directly inform improvements in your training initiatives

100+ Post Training Survey Questions for Employees and Managers

Here’s the list of the different kinds of post-training feedback survey questions to ask:

Training Structure and Organization

Here’s the list of questions to gauge the effectiveness of your training course’s structure:

  1. Was the structure of the training process clear to you?
  2. Was the number of people in your training group effective?
  3. Do you think the sequence of the training activities was logical?
  4. Did the structure present the content clearly?
  5. Was the sequence of activities efficient?
  6. What aspects of the training’s structure were challenging or confusing?
  7. What aspects of the training’s structure do you think could be improved?
  8. Did you feel equally engaged in each training session?
  9. Did you feel engaged throughout the entire training?
  10. Was there a clear separation between the course’s units?

Content Quality and Relevance

Here’s the list of questions to get feedback on your course’s content:

  1. Was the quality of the course consistent throughout the course?
  2. How would you describe the quality of the content?
  3. How did you enjoy the content used in the training?
  4. Were there enough visual aids (such as videos and audio files) throughout the course?
  5. Was the language easy to understand?
  6. Was there enough variety in terms of the topics covered?
  7. Which part of the course material did you find the least engaging?
  8. Was the course material presented in an engaging way?
  9. Did you find the course content hard to understand or challenging?
  10. Did the course material cover the topics in-depth?
  11. Which topics did you feel were lacking?
  12. Did you have to reread a topic to understand it better?
  13. Did you notice any repetition in the course content?
  14. Which part of the course material did you find the most engaging?
  15. How engaging was the overall content?
  16. Which course materials were effective for you?

Delivery and Presentation

These questions help you get feedback on the presentation and delivery:

  1. Did the instructor present the training material effectively?
  2. Which aspects of the course do you think had the best presentation?
  3. Did the course feel automated?
  4. Which speaker did you listen to attentively?
  5. Did the training process include enough audio or video elements?
  6. Which speaker do you feel taught you the most?
  7. Did the course offer activities that were interactive enough?
  8. What was the overall tone of the training session?
  9. Did the course feel too distant?
  10. Which aspects of the course’s presentation do you think you could improve?
  11. Do you think the course could be more interactive?


  1. Do you think the training was too long or too short?
  2. Do you think you could have used your time more effectively?
  3. How much time did it take you to finish the training?
  4. Did you, at any point, pause the course? if yes, when?
  5. Did you have enough time to complete the test(s)?
  6. Do you have any other thoughts on the course duration?

Instructors’ Effectiveness

  1. Which trainer did you find the most helpful?
  2. Did the trainer communicate clearly?
  3. Was the trainer empathetic?
  4. Did the trainer display thorough knowledge of the content?
  5. How enthusiastic was the trainer during the training session?
  6. Did you feel comfortable expressing your problems to your trainer?
  7. How organized was the trainer during each session?
  8. What kind of content did the trainer use that you found the most useful?
  9. Did your trainer respond to your questions in a timely manner?
  10. Did you think that you needed more support during a particular session?
  11. Which trainer do you think you could have learned more from?

User Experience

  1. Did you have a smooth experience moving through the training sessions?
  2. Was the interface of the learning platform easy to understand and use?
  3. Was the learning platform quick to get familiar with?
  4. Did you find the interface intuitive?
  5. What did you like most about the interface’s design?
  6. Did you receive clear instructions on how to navigate and use the platform?
  7. Was the layout cluttered?
  8. Did you feel that learning to use the platform stole valuable time off your training?
  9. Do you have any suggestions for improving the overall design and experience?

Technical issues

  1. Did you notice any bugs?
  2. Was there any delay in the delivery of the training content?
  3. Did you notice any dead links?
  4. Were you able to load all the pages or documents?
  5. Did you encounter any problems loading the video?
  6. Did the font display properly?


  1. Was the place where you took the training comfortable?
  2. Where were you when you took the course?
  3. Did you encounter any distractions while taking the course?
  4. Did you have a quiet place to complete your training activities?
  5. Would you take the same course on a computer?
  6. Would you take the same course on a mobile device?
  7. Which device did you use to complete the course: a computer or mobile device?
  8. Would you feel comfortable taking this course while commuting?
  9. Which aspects of the course do you think could improve?

Training Outcomes and Effectiveness

  1. Did you achieve your overall learning goals?
  2. Did you learn new information during the course?
  3. Would you take a course like this again?
  4. Would you recommend this course to a colleague?
  5. Were your training expectations met?
  6. Do you feel prepared to begin your new role?
  7. Were the outcomes for this training course clear from the beginning?
  8. What was the most effective part of the training for you?
  9. Do you have any suggestions that would make this course more effective?

Learning Experience

  1. Do you now have a deeper understanding of the course’s topic?
  2. What skills have you gained from this course?
  3. Which part of the course do you think you learned the most from?
  4. Do you prefer online training modules or in-person training activities?
  5. Which trainer helped you hit your learning goals most effectively?
  6. How could we improve the learning experience?
  7. Did the course workload interfere with your work activities?


  1. Were the training materials understandable and easy to access?
  2. How easily were you able to access and use the training materials?
  3. Were you able to clearly hear your trainer during training?
  4. How quickly did the trainer respond to your questions during the training session?
  5. Were the font size and style eye-friendly?
  6. Did the course’s colorblind mode work properly?
  7. Would you like to see more accessibility feature? which ones?


  1. Did you find the gamification features to be distracting?
  2. Would you like to see gamification features in the course?
  3. Did the gamification features make the learning experience seem too competitive?
  4. Did the gamification features urge you to do better in assessments?
  5. Would you like the leaderboards to be anonymous?


  1. How would you rate your trainer’s expertise?
  2. How would you rate your trainer’s communication skills?
  3. Please rate the usability of the training modules.
  4. How would you rate your trainer’s presentation skills?
  5. How would you rate the course’s total duration?
  6. Please rate how effective you found the training activities.
  7. How would you rate the overall course delivery?
  8. How would you rate the overall course content?
  9. Please rate how readable you found the training content.
  10. How would you rate the course’s sequence and flow?
  11. Please rate the quality of the course’s gamification features
  12. How would you rate the course’s overall functionality?

How to Use Post-Training Survey Feedback?

Well, asking the right questions is just the start. You will have to analyze the feedback and take the necessary steps to keep the training engaging and informative.

How can you do this?

Well, here are a few tips from our experts.

  • Aggregate Data for Patterns:

Compile all survey responses and look for patterns or trends in the data. Use statistical tools or survey software like SurveySparrow to identify common feedback themes. This can include areas of the training that were particularly well-received or aspects that consistently fell short of expectations.

  • Segment Responses:

Break down the data by different demographics, such as department, role, or experience level, if applicable. This segmentation can reveal if certain groups found more value in the training than others, allowing for more targeted improvements.

  • Identify Actionable Insights:

Focus on feedback that offers specific suggestions for improvement or highlights particular areas of concern. Also, prioritize issues that are frequently mentioned or significantly impact the training’s effectiveness.

  • Benchmark Against Objectives:

Compare the feedback against the initial objectives of the training program. Determine if the goals were met and identify any gaps between expected outcomes and participants’ experiences.

  • Use Qualitative Feedback:

Don’t overlook open-ended responses. Qualitative feedback can provide deeper insights into the reasons behind participants’ ratings and can often suggest innovative solutions to improve training effectiveness.

Closing the Feedback Would Be Another Way

Closing the feedback loop is essential as it helps you make iterative improvements to the training programs. As a result, it ensures that the program remains relevant, effective, and aligned with participants’ needs and organizational goals.

Following are some ways you can go by closing the feedback loop.

  1. Share feedback summaries and improvement plans with participants and stakeholders.
  2. Invite further suggestions and keep them updated on progress.
  3. Apply feedback to enhance future training sessions.
  4. Regularly gather and act on feedback to foster a culture of continuous improvement.

Suggested read: Top Post Webinar Survey Questions

Final thoughts

Post-training surveys help you gain insights into the effectiveness of your training course and your trainees’ overall learning experience. When done right, these surveys can help you improve your training process. We hope this article will help you create an effective post-training feedback questionnaire.

Are you looking to create and conduct post-training surveys on your own? SurveySparrow provides you with everything you need to create and conduct conversational post-training surveys!

Conversational surveys typically tend to boost survey responses and create pleasant experiences.

Most of your trainees will complete your survey as they would be pleased to take conversational surveys.

These surveys are different from the long, boring forms they’ve gotten to see on the internet.

SurveySparrow provides you with a simple drag-and-drop interface and a free post-training survey questions template.

If you’re looking to boost your survey responses and create pleasant experiences, take the conversational way and try SurveySparrow today!

Do you have any questions about designing post-training feedback questionnaires? Do you have any interesting tips or hacks for creating effective after-training surveys? Let us know in the comment section below.

If you’re wondering whether SurveySparrow is the right fit for you and would rather have someone walk you through our platform, reach out to us for a free, personalized demo!

FAQs on Post-Training Survey Questions

What Is an Employee Post-Training Survey?

An employee post-training survey is a questionnaire given to participants after a training session to collect feedback on the training’s effectiveness, content, delivery, and overall experience.

What Are the Questions for Evaluation After Training?

Evaluation questions after training typically include:

  • How relevant was the training content to your job?
  • How effective was the trainer in delivering the material?
  • Was the training duration appropriate?
  • How would you rate the overall training experience?
  • What improvements would you suggest for future sessions?

How Do You Ask For Feedback After Training?

To ask for feedback after training, use clear and direct questions in a survey format. This ensures that you cover aspects like the training’s content, structure, delivery, and applicability. Also, encourage honest and constructive feedback by assuring anonymity and emphasizing the importance of their input for improving future training.

How Do You Write a Post-training Survey?

Writing a post-training survey involves:

  1. Defining the survey’s goals.
  2. Choosing a mix of question types (e.g., multiple-choice, Likert scale, open-ended).
  3. Covering key aspects of the training (content, delivery, applicability, etc.).
  4. Keeping questions clear, concise, and unbiased.
  5. Ensuring the survey is easy to complete and accessible.

How Do You Gather Feedback From a Training Session?

To effectively gather feedback from a training session:

  1. Use digital tools like SurveySparrow for immediate post-training feedback.
  2. For detailed insights, hold interviews or focus groups with participants.
  3. Collect real-time reactions during the session with live polling tools.
  4. Allow anonymous feedback through physical or digital feedback boxes.
  5. Request feedback via email after the session for those who haven’t responded.
  6. Analyze engagement and performance data from your Learning Management System for indirect feedback.

These methods ensure comprehensive feedback collection, aiding in the continuous improvement of training sessions.


I'm a developer turned marketer, working as a Product Marketer at SurveySparrow — A survey tool that lets anyone create beautiful, conversational surveys people love to answer.


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