What learning metric source to use? Part 1: Surveys

Surveys, polls, and observational metrics are all valuable tools to help learning and development programs. However, it is important to use the right metric for the decisions that need to be made. Each of these metrics has its benefits and drawbacks, which we will explore in detail. By understanding the strengths and weaknesses of each metric type, you can use them more effectively to make informed decisions about your learning and development programs. In this first part, I will explain when to use surveys in learning and development programs. In the next two parts, I will explain observation and poll used for training.

First, a survey is a tool used to measure opinions or perceptions. It is a questionnaire that asks a set of questions to collect data from a group of people. Surveys are typically used to measure the attitudes or opinions of a population on a certain topic.

This means that surveys are subjective, and it may seem like that means they are bad. Not so! They are only bad when they are used for the wrong reasons. Surveys can be valuable for measuring opinions and satisfaction in learning and development programs. They can help assess participants’ attitudes on various topics, which can then be used to make informed decisions about the program.

People are at the heart of every learning and development program. Many factors drive people, and emotions and perceptions are part of every decision a person makes. Change management is highly dependent on these levers of human behavior, and surveys give insight into the emotional reasons people do what they do.

A person’s perception is powerful information. It can explain behaviors a person takes that could otherwise not be explained. It is also a measure that cannot be argued away. If everyone says your company doesn’t care about the customer, you can’t argue that. Even if the company has a ton of data that shows all the caring actions it has taken for its customers, their perception is their perception. If someone says they hate broccoli, you can’t counter with, “You’re wrong! You love broccoli!” However, understanding that someone doesn’t like an ingredient can explain why someone isn’t eating your award-winning dish. 

Suppose you are attempting to identify why something in your program is going exceptionally well or bad that can otherwise not be explained. In that case, surveys may provide the insight needed to clarify things. Once you understand where a person is coming from and how they feel, you can take action to counter misconceptions or multiply positive experiences.

For example, say your learning and development program is proven effective. Participants are checking all the boxes and meeting all the objectives. However, after participation in the program, they never sign up for another program. It would be helpful to learn that participants thought the training was boring. That information can be learned from surveys. Once you know their perception, you can take action so that perception doesn’t appear as often.

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04/14/2023 11:20 am GMT

Surveys provide a huge benefit in DEI and help identify trends of bias and exclusion. As a learning and development professional, you must be diligent and identify when bias and exclusions occur within your programs. Capturing perceptions allows for a unique view of a person’s biases or their view of your own unconscious biases. For example, you could discover that unconscious bias was a factor in a facilitator’s negative reviews.

Surveys are problematic when they are used in an attempt to prove program success or effectiveness. For more information, see my post, Can surveys measure program success?

In short, the only thing surveys prove is how someone feels or views things at the time of the survey.

So, when should you use surveys in learning and development programs? You should use surveys when you need help explaining behaviors that can otherwise not be explained by non-subjective metrics. Surveys help you understand how someone feels and how they see things. A person’s perception is not something to argue with. If someone says they hate broccoli, you can’t counter with, “You’re wrong! You love broccoli!” However, understanding that someone doesn’t like an ingredient can explain why someone isn’t eating your award-winning dish. 

Surveys are important tools for understanding why people behave as they do, especially in learning and development programs. By asking questions and listening to participant responses, you can get insight into what is working well and what needs to be improved. Surveys can help you understand how someone feels and sees things, which is invaluable information when making decisions about your training program. Although you can’t argue with a person’s perception, it can be an invaluable tool to help you make positive changes in your program, so it reaches that next level. Stay tuned for parts 2 and 3 to learn more about the use of observations and polls for learning programs. When has a survey helped you make a decision about your training program? Share your story in the comments below!

Kelly Burns (12)

Kelly is an instructional design leader with years of experience developing learning and development (L&D) programs. She also owns Violu Learning, LLC, which provides training and consulting services to businesses and organizations worldwide. Kelly is obsessed with return on investment (ROI) and will travel anywhere as long as she has wifi and coffee.