How to Use Surveys to Improve Training Sessions

𝐓𝐡𝐞 𝐒𝐞𝐜𝐫𝐞𝐭 𝐭𝐨 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐓𝐡𝐚𝐭 𝐀𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐖𝐨𝐫𝐤𝐬? 𝐒𝐭𝐚𝐫𝐭 𝐚𝐭 𝐭𝐡𝐞 𝐄𝐧𝐝. 🏁 I used to think my job as an L&D professional started with a syllabus. I was wrong. Recently, I was tasked with building a learning solution for our Talent Acquisition (TA) team. The goal wasn’t just to "train recruiters"—it was to solve a business problem. Instead of looking at what they needed to know (Level 2), I started with what the business needed to achieve (Kirkpatrick Level 4). The "Reverse" Approach I didn’t start with slides. I started by analyzing Voice of the Customer (VOC) survey results, focusing on various metrics from both Hiring Managers and Candidates. Working Backwards: ✅ Level 4 (Results): I defined the business KPI. ✅ Level 3 (Behavior): Based on the VOC metrics, I identified the specific actions recruiters needed to change—specifically around "Precision Intake" and "Candidate Experience Management." ✅ Level 2 & 1 (Learning & Reaction): Only then did I design the actual training content that addressed those specific behavior gaps. The Result? The training didn't feel like a chore; it felt like a solution. Because I built it based on the actual metrics revealed in the VOC surveys, the TA team saw immediate value, and the business saw a measurable shift in hiring efficiency. The Lesson: If you want your learning solutions to be more than just "check-the-box" exercises, stop asking "What should we teach?" and start asking "What does the data say I need to solve?" How do you use VOC data to shape your enablement programs? 👇 #LearningAndDevelopment #InstructionalDesign #TalentAcquisition #KirkpatrickModel #Enablement #DataDrivenLD #BusinessImpact

Before any internal training, I run a survey to identify common issues and refine the agenda based on real needs. It allows me to summarize and interpret, and this is what I just got for a planned workshop: "Bottom Line: The group is not yet Monte Carlo-ready across the board, but they are close enough that the workshop can introduce the technique and address the blockers to using it well. The most powerful thing the workshop can do is help participants see what needs to be true before the simulation is trustworthy — because fixing those conditions will improve delivery even before a single simulation is run." I'm NOT sure I could run training now without this upfront guidance, as it keeps me grounded on what might stick. I can go deep on the math. But my workshop survey helps me NOT teach things that won't stick. It's essentially free. Again, I built it because the current survey tools NEVER gave this type of guidance. Please give it a try and help me improve it: https://askpilot.io And for those interested, here is what it recommends in agenda: Recommended Workshop Sequencing (based on readiness gaps) Rather than jumping straight to Monte Carlo, the survey data suggests a natural sequencing: Step 1 — Establish Foundations Fix backlog hygiene, estimation consistency, and the definition of done BEFORE running simulations. Step 2 — Make the Invisible Visible Tag unplanned work. Map dependencies upfront. Start tracking blocker duration and external lead times. Step 3 — Stabilize the Input Address work readiness at intake. Stabilize priorities. Aim for a "clean" 8–12 week throughput baseline. Step 4 — Run Monte Carlo with Caveats Start simple. Use throughput-based simulation. Be explicit about what the model assumes and where the data is still noisy. Step 5 — Refine and Extend Add item type segmentation. Model external dependency lead times. Improve flow efficiency. Tighten the forecast.

One of my biggest learnings from leading summer professional development for teachers? If you want a culture of feedback, you have to intentionally do so. The first step is to have short and sweet surveys (daily for summer PD, weekly thereafter). Most leaders do this. But to ensure the survey truly builds a culture of feedback and continuous improvement, I've learned three things: ✅ Ask focused questions. Simply, we get the data that we ask for. Ask both about the content and the general format of PD. For content, a few questions can be: What is one practice you are excited to try?; What is one thing you remain unclear on? What is one thing you know you will need further support on? For format, a simple Keep-Start-Stop can be super helpful. ✅ Review the data with your leadership team- This will allow you to process the feedback, add any additional color based on observations, and design a game plan. This can include differentiating groups, shifting a summer PD schedule or changing up future case studies and role plays to better address where the team is at. During the year, it will help you focus your observations. ✅ Respond to the feedback-It's not enough to make changes to the day based on the feedback. If you are giving people surveys, you must discuss the trends you saw and address these so that folks know they are being heard. Articulate how you are shifting things or if you can't, address where concerns or confusions will be addressed. When folks hear how their feedback is being heard they are more likely to be honest in the future. For concerns or feedback that only 1 or 2 folks have? Follow up individually. The time invested early on will pay dividends later. I know these tips don't only apply to school leaders, though Summer PD is definitely top of my mind. What are your tips and 1% solutions in building a culture of feedback and continuous improvement?

When Gina Elliott became Sr. Director of Franchise Operations at Altitude Trampoline Parks, she inherited a company running on "a couple of PDFs and a couple of manuals." Three years later… She's changing how Gen-Z frontline workers learn across a rapidly expanding franchise system. Her biggest challenge? Finding time for essential training when every minute on the clock costs money. Gina's breakthrough came from surveying hourly employees directly. They didn't want all-digital or all-hands-on training—they wanted a blend of both. The solution: ✅ A three-day learning window that delivers essentials without clock overload. ✅ Digital modules for knowledge transfer, followed by on-the-job training for skill application. But the real key was continuous pulse-checking with franchisees and frontline workers. What's working? What's overwhelming? Where are the gaps? As Gina says, always have your fingers on the pulse. Most organizations set training schedules and hope for the best. The smart ones treat time allocation like a product that needs continuous improvement based on user feedback. Watch the full conversation with Gina Elliott, CLDP, aPHR on the They Learn, You Win podcast. Link below in comments.

Smile Sheets: The Illusion of Training Effectiveness. If you're investing ~$200K per employee to ramp them up, do you really want to measure training effectiveness based on whether they liked the snacks? 🤨 Traditional post-training surveys—AKA "Smile Sheets"—are great for checking if the room was the right temperature but do little to tell us if knowledge was actually transferred or if behaviors will change. Sure, logistics and experience matter, but as a leader, what I really want to know is: ✅ Did they retain the knowledge? ✅ Can they apply the skills in real-world scenarios? ✅ Will this training drive better business outcomes? That’s why I’ve changed the way I gather training feedback. Instead of a one-and-done survey, I use quantitative and qualitative assessments at multiple intervals: 📌 Before training to gauge baseline knowledge 📌 Midway through for real-time adjustments 📌 Immediately post-training for immediate insights 📌 Strategic follow-ups tied to actual product usage & skill application But the real game-changer? Hard data. I track real-world outcomes like product adoption, quota achievement, adverse events, and speed to competency. The right metrics vary by company, but one thing remains the same: Smile Sheets alone don’t cut it. So, if you’re still relying on traditional post-training surveys to measure effectiveness, it’s time to rethink your approach. How are you measuring training success in your organization? Let’s compare notes. 👇 #MedDevice #TrainingEffectiveness #Leadership #VentureCapital