Show the value of the programme
A confidence shift across every cohort, alongside relevance scores and people’s own commitments, makes a far stronger case to budget holders than an average satisfaction score.
TRAINING WORKSHOP FEEDBACK TEMPLATE
Training feedback that shows the workshop worked.
Most training feedback stops at “did you enjoy it?”. This template asks what learning and development teams need to show value: whether people feel more capable than before, whether it is relevant to their role, and what they will do differently next week.
Free plan available. No card required.What this form is for
The Kirkpatrick model describes four levels of training evaluation: reaction, learning, behaviour and results. A feedback form on the day can only really measure the first two, but most only measure the first. This template does both, by pairing a satisfaction score with a before-and-after confidence rating and a concrete commitment to act.
The confidence questions are asked side by side at the end of the workshop. Asking “how confident were you before?” after the session is a practical alternative to a separate pre-course survey, and people often judge their starting point better once they know what they did not know.
The commitment question — what will you do differently next week? — is the bridge to measuring behaviour. Duplicate the form and send a short follow-up a few weeks later asking whether people did what they said, and you have evidence that most training programmes never collect.
The questions, and why they’re there
7 questions · every one can be edited- 01
Overall, how would you rate today’s workshop?
1 is poor, 5 is excellent.
Rating, 1–5
Why it’s asked. The reaction measure. Useful for comparing sessions, but only the start of the story.
- 02
Before the workshop, how confident were you with this topic?
1 is not confident, 5 is very confident.
Rating, 1–5
Why it’s asked. The “before” half of a retrospective pre/post rating, measuring learning without a separate pre-course survey.
- 03
How confident are you now?
1 is not confident, 5 is very confident.
Rating, 1–5
Why it’s asked. The “after” half. The shift between the two is the clearest one-line summary of what the workshop achieved.
- 04
How relevant was it to your role?
1 is not relevant, 5 is highly relevant.
Rating, 1–5
Why it’s asked. Low relevance is usually a targeting problem rather than a content problem: the right workshop for the wrong audience.
- 05
How was the pace?
Multiple choice · Too slow · About right · Too fast
Why it’s asked. The most common, and most fixable, complaint about workshops.
- 06
What is one thing you will do differently next week?
Long text
Why it’s asked. A specific commitment makes people more likely to apply what they learned, and gives you something to follow up on.
- 07
What would have made the workshop more useful?
Long text
Why it’s asked. Concrete suggestions for the facilitator and the course designer.
What you can do with the results
When the form closes — on a date you set, or when you close it — BetterForms writes the report for you: a chart for every question and every written answer, plus themes and an executive summary on plans that include analysis. Print it or save it as a PDF, share a read-only link, or export the raw responses to CSV or Google Sheets. Here is what people do with it.
Develop your facilitators
Share each session’s report link with its facilitator. Pace and improvement comments give them specific things to work on.
Follow up on behaviour change
Duplicate the form as a short follow-up a few weeks later: did you do what you said you would? What got in the way? That gets you to the behaviour level of evaluation.
Report to stakeholders
Print the report as a PDF for the L&D report or the quarterly review, or send leaders a read-only link. Export to CSV or sync to Google Sheets to combine sessions in your own analysis.
Strengthen your own record
Trainers and facilitators can keep reports as evidence of their impact for appraisal, professional membership or a facilitation portfolio.
Getting good responses
- Leave five minutes at the end of the workshop for feedback. It is the difference between most people answering and a few.
- Keep the two confidence questions together and don’t reword them, so cohorts can be compared.
- Name the workshop topic in the confidence questions if a session covers one clear skill. Specific questions get more accurate answers.
- Read the commitments back to the group in a follow-up email. It reminds people and noticeably improves follow-through.
Questions
- What is a retrospective pre/post rating?
- Instead of surveying people before and after, you ask both questions after the session: how confident were you before, and how confident are you now? It is quicker, needs only one form, and avoids people overrating themselves before they know what the topic involves.
- Can I compare different workshops?
- Yes. Keep the questions identical across workshops and the reports will be directly comparable. Export responses to CSV if you want to analyse several at once.
- Does it work for online training?
- Yes. Paste the link in the meeting chat at the end of the session. The form works the same on any device.
Start with this template
It opens in the editor as your own form. Change any question, then share it with a link or a QR code. Or start from a blank form and let AI draft the questions for you.
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