Learning and Development Survey Questions, Tips, and More

Employees appreciate it when their companies give them opportunities to improve and expand their skill sets. According to the LinkedIn Workplace Learning Report 2024, 70% of people say learning improves their sense of connection to their organization.

However, how can leaders know which of the many types of training to focus on? That’s where the learning and development (L&D) survey offers keen insight.  

L&D surveys are effective tools for uncovering the needs, preferences, and challenges employees are concerned about. However, asking the right questions is the difference between collecting useful insights and gathering responses that lead nowhere.

If your company wants to give its employees opportunities to learn and develop their skills, but you don’t know where to begin, this blog’s for you. We’ll look at how to word survey questions to get the most straightforward, honest responses.

What Is a Learning and Development Survey?

An L&D survey asks employees questions about their training and educational needs and preferences to help organizations understand where to focus their training resources.

An employer’s goals for using L&D surveys are:

• Understanding the effectiveness of the programs already in place.
• Identifying skills gaps.
• Determining what new training the employees would find most valuable.
• Improving employee satisfaction and reducing turnover. 

Gathering employee information helps companies make the most informed decisions. Knowing which developmental training would help align the employees with the organization’s business objectives helps employers create the most impactful learning experience.

Tips for Creating an Effective Learning and Development Survey

Before we look at specific questions to include in your survey, let’s examine its other aspects. For an L&D survey to serve its purpose, employees need to actually take it, understand the questions, and share honest answers.

First off, avoid these survey pitfalls:

• Using leading or biased questions. Avoid phrasing questions in a way that may lead respondents to a particular answer. This can skew the results and give you an inaccurate picture of what your employees really want or need.
• Forgetting to explain the purpose. Don’t launch the survey without explaining how the company will use the results. Employees are more likely to give the feedback more thought if they understand its purpose.
• Ignoring response options for “N/A”. Some questions may not apply to every survey-taker. Always include options like “Not Applicable” or “Prefer Not to Answer” to ensure responses are relevant and honest.

Now that we’ve talked about what NOT to do with L&D surveys, let’s go over some tips for crafting one that employees will be happy to respond to.  

• Use simple language. Questions should be short and easy to understand so that respondents can provide accurate answers.
• Keep it concise. Limiting the number of questions to keep employees engaged throughout the survey. Only ask questions that give insight into the overall goal.
• Include a mix of question types. Using multiple-choice, rating scales, and open-ended questions gather different kinds of insights.
• Be specific. Frame questions around specific skills or topics rather than broad, vague concepts. This helps respondents provide clearer, more actionable feedback.
• Allow for anonymity. Don’t require employees to add their names to the survey.  This approach encourages honesty, especially if employees have concerns about the current L&D programs.
• Test the survey. Run the survey with a small group of employees to see if the questions are clear and that the survey functions smoothly before rolling it out to everyone.

Best practices for employee surveys >>

Get tips, examples questions, ways to boost scores, and more!

Sample Learning and Development Survey Questions

Building an effective L&D survey for your company isn’t a one-size-fits-all task. Choose the questions (or create your own) that fit with your company, its culture, and your objectives. Here are some example questions that can give you a head start.

Agreement Scale Questions (e.g., 1 = Strongly Disagree, 5 = Strongly Agree)

1. I feel the current learning and development programs currently offered by the company are relevant to my job role.
2. The training I receive helps me improve my skills and perform better in my role.
3. I have access to the resources I need to continue my professional growth.
4. The learning opportunities provided align with my career development goals.
5. The company’s learning programs are delivered in an engaging and effective manner.
6. I have opportunities to apply the skills I learn in training to my daily work.
7. I feel supported by my manager when it comes to my learning and development needs.
8. I am satisfied with the variety of learning formats available (e.g., online courses, workshops, coaching).
9. The learning and development opportunities offered are accessible when I need them.
10. The training provided effectively addresses the challenges I face in my current role.
11. I receive regular feedback that helps me identify areas for development.
12. The skills I am gaining through the learning programs are helping me prepare for future roles in the company.

Yes or No Questions

1. Have you participated in any training or development opportunities in the past six months?
2. Is your manager supportive of your learning and development efforts?
3. Do you find the learning materials provided to be easy to understand?
4. Have you been able to apply what you’ve learned in training to your current job?
5. Are you satisfied with the frequency of learning and development opportunities offered by the company?
6. Do you feel comfortable suggesting new training topics to your manager?
7. Have you received training that has helped you overcome specific challenges in your role?
8. Do you think the company invests enough in employee learning and development?
9. Are you aware of the learning and development resources available to you?
10. Do you believe that the learning programs offered align with the company’s overall goals?

Multiple Choice Questions

With the multiple-choice format, questions can be either “pick one” or “choose all that apply”.

1. How often do you engage in learning and development activities provided by the company?
   • Weekly
   • Monthly
   • Quarterly
   • Rarely
   • Never
2. What type of learning format do you find most effective?
   • Online courses
   • In-person workshops
   • Mentorship/coaching
   • Self-paced materials
   • Group discussions
3. How would you rate your satisfaction with the current learning resources available?
   • Very satisfied
   • Satisfied
   • Neutral
   • Unsatisfied
   • Very unsatisfied
4. Which skills are you most interested in developing further?
   • Leadership and management
   • Technical skills
   • Communication skills
   • Time management
   • Creativity and innovation
5. What is the biggest barrier to your participation in learning and development programs?
   • Lack of time
   • Irrelevant content
   • Lack of awareness about opportunities
   • Unengaging delivery format
   • Lack of management support

Short Answer Questions

1. What specific skills do you think would help you perform better in your current role?
2. What challenges do you face when trying to participate in training programs?
3. How do you prefer to receive feedback about your performance and progress?
4. What types of training topics would you like to see offered in the future?
5. How has the current L&D program impacted your career growth?
6. What motivates you to engage in learning and development activities?
7. What additional support would help you achieve your learning goals?
8. What do you think is missing from the current learning and development program?
9. How can your manager better support your learning and development journey?
10. Describe one learning method or format that has worked best for you in the past.

Tips for Gaining and Using Insights from a Learning and Development Survey

You can create the most engaging, eye-opening survey ever, but it won’t make any improvements to your L&D programs if you don’t use what you learn. What should you do after your employee survey runs? 

• Identify common patterns. Look for areas where employees consistently express needs. Do they mention specific skills they want to develop? Are you repeatedly hearing about the same challenges they face?
• Prioritize actions. For example, if a common issue is a lack of time for learning, consider incorporating less time-consuming opportunities that fit into busy schedules. If there’s interest in specific skills, design targeted workshops or bring in expert trainers to hone those skills.
• Share the results. Have you ever spent time filling out a survey for your employer and then…crickets? This is frustrating! Communicate the steps being taken to address their feedback. This transparency builds trust and engagement, showing that their input matters.
• Rinse and repeat. Continue measuring how effective the implemented changes are by tracking participation rates and gathering ongoing feedback.

Learning and Development Surveys Help Build High-Functioning (and Satisfied) Employees

Used thoughtfully, L&D surveys can give organizations a heads-up on employee pain points, how the current program is performing, and the changes that could make it better. It all starts with the overall goal and then moves to creating a survey that maximizes employee participation. Finally, analyzing and using the results is where the survey either helps build a better program or falls by the wayside. By turning survey insights into actionable improvements, you can create an L&D program that is responsive, influential, and aligned with both employee growth and company goals.