30 training feedback questions to ask after any session

A useful way to organize training feedback is the Kirkpatrick model, the four-level framework Donald Kirkpatrick first published in 1959 and still widely used in corporate L&D. The levels are reaction (how did it feel), learning (what did they take in), behavior (will they apply it), and results (did it move anything that matters). Levels 1 and 2 you can measure in the room; levels 3 and 4 need a follow-up a few weeks later.

What should you ask about the training experience? (Level 1: reaction)

Fast, one-tap questions. Ask them in the last five minutes while it’s fresh.

1. Overall, how useful was today’s session for your role? (1–5)
2. How relevant were the examples to the work you actually do? (1–5)
3. Pace: too fast, about right, or too slow?
4. Was the session the right length? (too short / right / too long)
5. How clear were the explanations? (1–5)
6. Which part was most valuable? (single choice from the agenda)
7. Which part could we cut or shorten? (single choice from the agenda)
8. How likely are you to recommend this session to a colleague? (0–10)

How do you check what people actually learned? (Level 2: learning)

Short knowledge checks and confidence ratings. Confidence before vs. after is one of the cheapest signals you can collect.

1. Before today, how confident were you with [topic]? (1–5)
2. Now, how confident are you with [topic]? (1–5)
3. In one sentence, what is the main idea you’re taking away?
4. Which of these is the correct way to handle [scenario]? (A / B / C)
5. True or false: [restate a key rule from the session].
6. Which concept is still the least clear? (single choice)
7. What one word sums up today for you? (word cloud)
8. What question do you still have that we didn’t answer?

How do you know if training will change behavior? (Level 3: behavior)

Ask intent questions at the end of the session, then ask the follow-up versions two to six weeks later.

1. What is one thing you will do differently next week?
2. How likely are you to use [skill/process] in the next month? (1–5)
3. What is most likely to stop you from applying this? (time / tools / manager support / unclear process / other)
4. What support would help you put this into practice?
5. Follow-up: Since the training, how often have you used [skill/process]? (never / once / a few times / regularly)
6. Follow-up: What got in the way when you tried?
7. Follow-up: Has your manager discussed the training with you? (yes / no)

What questions connect training to results? (Level 4: results)

Self-reported results are a signal, not proof. Pair them with the metric the training was meant to move.

1. Follow-up: Has applying this saved you time? (no / a little / a lot)
2. Follow-up: Has it changed the quality of your work in a way others noticed? (1–5)
3. Follow-up: Describe one situation where the training made a difference.
4. Which business goal should the next session focus on? (single choice)

Anonymous questions for the honest answers

The ones people only answer truthfully when no one can see who wrote what (what “anonymous” should actually mean).

1. Was there a moment you felt lost but didn’t want to say so?
2. Did this session feel like a good use of your time? Why or why not?
3. What would make you more likely to attend the next one?

How to collect training feedback people actually give

• Ask in the room, not by email. A survey link sent the next day competes with the inbox; a two-minute poll at the end doesn’t.
• Pick five or six questions, not thirty. One or two from each level you care about is plenty.
• Make it anonymous by default so the critical answers show up next to the polite ones.
• Schedule the level 3 follow-up before you leave. If it isn’t in the calendar, it won’t happen.
• Close the loop. Tell the group what you changed because of their answers — it’s why they’ll answer honestly next time.

Running workshops rather than formal training? The workshop feedback questions list is tuned for that. For how facilitators run whole sessions with live polls, see TapInFlow for facilitators.