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Post-training survey template
Goes past 'did you enjoy it' to whether the training will change anything: a before-and-after confidence check, the first thing each person plans to try, and the obstacles they expect. Anyone who says little of it applies to their job explains why, and people who want a check-in a month later leave an email and get their own ending.
Try it live
Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
Thanks for joining the training. A few questions about what you'll take back to work, about three minutes.
Which training did you attend?
How did you take it?
How well do you understand the material now?
Before the training, how confident were you doing this in your job?
And how confident are you now?
How much of it applies to the work you actually do?
What would have made it relevant to your role?
What's the first thing you'll try at work in the next two weeks?
What might get in the way of using it?
Which of these would help you apply it?
How would you rate the trainer?
Would you like a quick check-in in a month to see how it's going?
Which email should we use for that?
Endings
Thank you, and good luck trying it out
We'll check in next month 📬
The flow
Where each answer leads. Every route here is editable once the form is yours.
Short text
Single select
Opinion scale
Opinion scale
Opinion scale
Single select
Long text
Long text
Multi select
Multi select
Rating
Yes / No
What this template uses
- Short text
- Single select
- Opinion scale
- Long text
- Multi select
- Rating
- Yes / No
- 4 branches
- 2 endings
Questions to consider
- Will you send this straight after the session, or a day later once people have had time to think?
- Do you want the before-and-after confidence question, or do you already measure skills another way?
- Who will actually run the one-month check-ins, and how many can they handle?
- Should managers see what their team members plan to try first, so they can support it?
How to use the responses
Subtract the before score from the after score for each person: a small shift with high understanding usually means people know the theory but haven't practised. Read the 'first thing I'll try' answers to see whether the training landed on the behaviour you wanted. Count the obstacles, because a room full of 'my manager isn't on board' needs a manager briefing rather than a better course. Follow up with everyone who asked for a check-in.
How to customize and share it
- 1Change the training question to a dropdown if you use one link across several sessions.
- 2Edit the support options to the follow-ups you can really offer, such as a reference sheet or drop-in session.
- 3Share the link in the last five minutes of the session and give people time to answer before they leave.
Frequently asked questions
What questions should I ask after a training session?
Ask what people understood, how confident they feel now compared with before, how relevant it was, what they'll try first and what could stop them. That tells you far more than a satisfaction score.
When should a post-training survey be sent?
Straight after the session, while it's fresh. A second short survey a month later shows whether people actually used what they learned.
How is this different from a training evaluation form?
A general evaluation rates the session. This survey focuses on transfer: whether learners can use the material at work and what support they need.
Can I use this for online courses?
Yes. The format question already covers live online and self-paced learning, and you can share the link at the end of any course.