Why Asking Questions & Getting Answers is Vital to Online Training



We get it—training is time consuming. You’ve already spent the time developing or organizing an online training program. Your employees have already used up valuable work time. By the time it’s all over, you just want to take a deep breath and get back to your daily norm. Unfortunately, this reaction could be undermining the entire purpose of your training in the first place.

Ideally, you want your online training to be something that can grow and evolve with the needs of your company and employees. The best way to do this? Get feedback. More specifically, seek in-depth and informative feedback that can help you better understand the training needs of your employees. 

Now, did you read the above paragraphs and have this thought: Nah, I think our training survey does just fine. Raise your hand. Don’t be shy. That’s what we thought.

We’re not trying to knock your training survey. It probably provides you with some very valuable feedback, especially if you’re using a pre- and post-training survey. But here’s the thing: It could be so much better. 

The more thorough and open-ended the questions you ask post-training, the more knowledge and opportunities you’ll have to make your training something worth investing in. After all, what’s the purpose of spending your company’s time and money on online training if your employees aren’t benefitting as much as possible? 

Still not convinced? Read on!

3 Reasons Your Online Training Needs In-Depth Follow-up Questions

  • To know how much your employees understood: Sitting through training is one thing. Interacting with an online training program is another. And digesting and understanding that online training is a whole other animal. Simply asking your employees, “Did you understand the concepts discussed in today’s training?” isn’t enough to know for sure. For starters, they’re more likely to automatically answer with a resounding and enthusiastic “Yes!” for fear of facing consequences if they answer truthfully. With thorough follow-up questioning, you can see immediately how well your training program worked and what areas need improvement.
  • To know whether your online training is effective: Depending on how you structure your questioning and requests for feedback, you’ll probably be able to tell if an information gap was the result of your employees not fully engaging or your training program not fully working. If an employee indicates that he really struggled to understand a concept or procedure despite his best efforts, it might be a sign that your training program needs some improvement. Taking the time to evaluate your training program can help to improve your employees’ experience and make for more worthwhile, valuable training down the line.
  • To know whether your employees liked it: While their ability to understand and learn from your online training is the top priority, you also want your employees to enjoy their training as much as possible. If they have a more positive experience, they’re more likely to internalize concepts and remember information. Maybe they even have ideas for how to improve the experience. And here’s the trick: You need to also create an environment where employees feel comfortable giving honest feedback. Reassure them that you only want to make their training the best it can be and their feedback is crucial to achieving that goal.

Asking specific, worthwhile and in-depth questions gives you the opportunity to put your online training program under the microscope. Yes, it’s a bit extra work on the back end, but we promise the answers and feedback you receive will be worth it when you see how positively it affects your employees’ experience and the success of future training materials. 

If you're interested, check out ExpandShare's eLearning Services to see how your program can be an epic success.

Will Holland