The Laziness of Surveys in Training and the Importance of Measuring ROI

Running a training session without measuring its impact is like cooking without tasting the food—you might think it’s great, but how do you really know? Measuring results is essential to evaluate the return on investment (ROI) for any training program. However, one major challenge persists: PEOPLE HATE SURVEYS!

Many participants see them as a chore, something to quickly check off before moving on. If surveys aren’t engaging, they become a barrier rather than a valuable tool. The key is making them concise, interesting, and seamlessly integrated into the learning experience instead of feeling like an annoying extra step.

WHY MEASUREMENTS MATTERS? 

Investing in learning without assessing its impact is a waste. Measuring helps:

• Validate content effectiveness – Does it actually add value to the participant

• Justify the investment – Companies need proof that training is improving performance.

• Refine and optimize – If something isn’t working, we should fix it rather than blindly repeat ineffective sessions.

HOW TO MEASURE WITHOUT RELYING ON TRADITIONAL (and boring) SURVEYS?

📌 Designing Surveys That Work. If we use surveys, they should be short and meaningful:

• No more than 10 questions.

• Measure perception before and after to see changes in knowledge and confidence.

• Ask about real-world application rather than just rating the session.

• If the training is critical, follow up after a few weeks to check long-term impact.

🎯 Embedding Questions Within the Training Itself. To maximize responses, ask during the session rather than waiting until the end when participants mentally move on. Use strategic moments: 

• At the beginning → What do you know about this topic? How confident do you feel?

• During → Is this useful? How would you apply it? 

• At the end → What has changed? Do you feel more prepared?

🔗 Using Interactive Tools Instead of Clickable Links. Participants are tired of clicking links. Instead, integrate seamless feedback tools into the experience, for example:

• Microsoft Forms → Embedded within presentations or interactive sessions.

• Poll Everywhere → Live feedback without interrupting the flow.

• QR Codes → Your favorite, and one of the most effective! Since everyone has their phone in hand, QR codes let them scan and respond instantly—no extra clicks, no navigating away.

These methods eliminate the "I’m done, no time for this" mindset, ensuring responses are collected naturally within the training process rather than as an afterthought.

FOLLOW-UP AND PERFORMANCE EVALUATION

A single survey isn’t enough. To track real-world impact, we need:

• Follow-up content – Additional resources to reinforce learning.

• Manager feedback – What behavioral changes have improved performance?

• Defined KPIs – Setting expectations before the training to compare before-and-after results.

CONCLUSION:

Surveys are often dismissed as unnecessary or tedious, but measuring learning impact is essential. When done right—by embedding feedback into the learning experience, keeping questions concise, and using intuitive tools like QR codes—we can turn evaluation into a seamless and engaging part of training.

📊 The takeaway? Don’t make measurement an afterthought. Build it into the training so participants engage with it naturally, ensuring your learning initiatives truly drive performance improvement.