Training questions that show what employees will use next month
Ask employees how a training went, from the trainer and the pace to what they will use at work. Each question below comes with when to ask it and what the answer tells you.
What post-training survey questions tell you
Post-training survey questions ask employees whether a training was worth their time: how much they will use, whether their manager gave them time for it, how good the trainer and materials were and which skills they still lack. The answers tell people teams which trainings to keep, which to shorten and what to offer next.
Ask within a day of the training ending, while it is still fresh, and keep it to five to seven questions. Send the link by email or post it in the team's chat, and end with the call to action when the training has a next module.
Each written answer is read as it arrives and given a theme and a sentiment, so the skills employees still lack and the parts they would cut group together. Give each response an owner in the inbox, and add every response to a Google Sheet for the learning team.
- Questions
- 14
- Best asked
- Within a day of the training ending
- Industry
- Education
- Where to find them
- From library in the Usertick survey editor, on every plan
The 14 training at work questions, with when to ask each
Grouped by what they tell you. Use them as they are or change the wording.
Whether it was worth the time
How much employees will use, whether they would send a teammate, how much was new and how long it took.
- 02Big scale
How much of this training will you use in the next month?
How much of the training the employee will use in the next month, from 1 to 10. Results shows the average and a column per step; ask it again a month later to see what stuck.
- 10Yes / No
Would you send a teammate on this training?
Whether the employee would send a teammate on this training. Results shows the share that said yes, a plain measure of whether the training earns its place.
- 09Slider
How much of the content was new to you?
How much of the content was new to the employee, in percent. Results shows the median and the middle half; a low median means the training covers what people already know.
- 06Ruler
How many hours did the training take in total?
Total hours the training took, on a ruler. Results shows the median and the middle half; compare it with the time you planned and with the effort score for fitting it in.
The training itself
The trainer, the exercises, the pace and the format, for whoever designs the next session.
- 04Matrix
Rate the training on each
Rates the trainer, exercises, materials and pace in one grid. The heat map shows which part to rework, and row averages let you compare trainers or sessions.
- 12Text
What would you cut from this training?
Asks what the employee would cut. The themes show which parts to shorten, and a part named by many people is the first edit for the next session.
- 05Multiple choice
How would you rather learn at work?
Picks every way the employee would rather learn at work, from workshops to coaching. Results shows bars with each share, which helps you choose the format of the next training.
Time and support at work
Who chose the training and whether there was time for it, so you can filter the other answers by role.
- 01Multiple choice
Who chose this training for you?
Who chose the training, from the employee to a company rule. Select the required option in Results to compare mandatory training with training people chose.
- 03Yes / No
Did your manager give you time to complete it?
Whether the manager gave time to complete the training. Results shows the share that said yes; a No points at the workload around the training, which no change to the content fixes.
- 08Customer effort
How easy was it to fit the training into your week?
How easy it was to fit the training into the week, on a 7-point scale. Results shows the average and the share who found it easy; select a low score to see which role levels struggle.
- 11Dropdown
What is your role level?
The employee's role level. Choose one in Results to filter the whole page, since new starters and managers can need different things from the same training.
What comes next
The skills still missing and where employees would spend their training points, with a link to the next module.
- 07Text
Which skill do you still feel short on?
Asks which skill the employee still feels short on. Each answer gets a theme, so repeated gaps become the topic list for the next round of training.
- 13Points allocation
Spread 100 points across the training you want most
Employees spread 100 points across the training they want most. Results shows the average points per item, which ranks topics more finely than a single choice.
- 14Call to action
Keep going with the next module
A button that takes the employee to the next module, with no answer to give. Place it last, after the open questions, so the survey ends with the next step.
Tips for asking about training at work
Small choices that get honest, useful answers.
- 01
Ask the same day
Send the survey when the training ends or the next morning. A week later, the details of each part have faded.
- 02
Ask again a month later
Repeat the question on how much employees use, a month on. The gap between the two answers shows what stuck.
- 03
Separate the content from the time
Ask whether managers gave time apart from the trainer ratings, so a busy month doesn't count against a good training.
- 04
Let employees steer the next topic
Use the points question and the missing skills to plan next quarter's training, and tell employees what you picked.
Add these questions to a survey
From the library to the first answers.
- 1
Open the library
In the Usertick survey editor, choose From library, filter by industry and topic, and add several questions at once.
- 2
Or paste your own list
Paste questions reads up to 10 questions from any text on Free, 100 on Starter and 200 on Pro and above, keeps your wording and picks an answer type for each.
- 3
Choose where it runs
Show the survey on your website, send it by email, share its link and QR code, or switch it to a conversation.
- 4
Read the answers
Results counts every score and choice, and Usertick reads each written answer and files it by topic, on every plan.
Templates and more questions about training at work
Full surveys that ask about the same things, and neighboring topics in the library.
Templates
Browse all templatesFrequently asked questions
On the day the training ends or the next morning. Schedule the email up to 30 days ahead when you book the session, so it goes out on time.
Five to seven. Start with how much employees will use, add the trainer grid and the time it took, and end with the skills still missing.
Yes, when you share the survey by link or QR code: an anonymous response stores no user ID, traits or visitor ID. Anonymous responses don't apply to surveys sent through Usertick email.
Yes. Run one survey per session, or tag the link with the trainer's name; the tag is kept with each answer for workflows, Google Sheets and the API.
Yes. The question library comes with every plan, the free plan included, and the free plan covers 150 responses a month across your surveys.
Yes. Once a question is in your survey, reword it, change its options or its answer type, and add logic to skip it for some answers.
Yes. The library is translated into Usertick's built-in languages, and in any other language it shows in English for you to translate.
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