Survey · Feedback
Professional development feedback survey template
Built for an annual or half-year review of your learning programme. The usefulness score decides the follow-up: people who got value are asked what helped most, and people who didn't are asked what got in the way. Anyone who took part in nothing skips the usefulness questions and goes straight to what held them back. It ends by asking who wants a conversation about their own development plan, and only those people are asked for an email.
Try it live
Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
We want to spend next year's development time and budget where it helps you most. Five minutes?
Which best describes your role?
Which of these did you take part in over the last year?
Overall, how useful was the development support you had this year?
Which one thing helped you most, and what did it change in your work?
What got in the way of it being useful to you?
How much do you agree with each of these?
What makes it harder to develop your skills here?
Rank the support you'd most like more of next year.
Which skill do you most want to build in the next twelve months?
What would help you put new skills to use in your day-to-day work?
Would you like someone from the people team to talk through a development plan with you?
What's your work email, so we can set that up?
Endings
Thank you for the honest feedback
Thanks, we'll be in touch 📅
The flow
Where each answer leads. Every route here is editable once the form is yours.
Single select
Multi select
Rating
Long text
Long text
Matrix
Multi select
Ranking
Short text
Long text
Yes / No
What this template uses
- Single select
- Multi select
- Rating
- Long text
- Matrix
- Ranking
- Short text
- Yes / No
- 5 branches
- 2 endings
Questions to consider
- Is this survey anonymous, and if so, does asking for an email at the end change how honest people are?
- Which development activities do you actually offer? Trim the list so nobody is asked about something that doesn't exist.
- Will you compare answers by role level, and are your groups big enough that nobody can be identified?
- Who has the time to follow up with everyone who asks for a development conversation?
How to use the responses
Start with the agreement grid: if people say the content fits but they had no time to practise, more courses won't help, protected time will. Group the barriers by role level to see whether managers and individual contributors hit different walls. Use the ranking to shape next year's budget, and book every development conversation people asked for before you publish the results.
How to customize and share it
- 1Edit the activity list and the ranking items to match the programmes and budget you really have.
- 2Decide whether to keep the email question; remove it and its branch if you promise full anonymity.
- 3Send the link a few weeks before you plan next year's learning budget, so the answers can still change it.
Frequently asked questions
What should a professional development survey ask?
What people took part in, whether it was useful, what stopped them applying it, and what they want next. Asking about barriers matters as much as asking about satisfaction.
How often should we run a professional development feedback survey?
Once or twice a year is enough, timed before budgets and learning plans are set so the answers can shape them.
Should a professional development survey be anonymous?
Usually yes for the ratings. This version only asks for an email from people who want a follow-up conversation, so everyone else can stay anonymous.
Can I change the questions?
Yes. Use this template copies it into your account, where you can edit every question and branch, then share it by link or embed it on your intranet.