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How to Conduct an EVP Survey: Measuring the Employee Value Proposition and Strengthening the Employer Brand

Automate Learning Satisfaction Evaluation

Employee training should deliver tangible results. However, HR and managers often lack clarity on how effective it truly was.

Feedback forms help quickly gather participant opinions, assess their satisfaction levels, and check if expectations were met.

With QForm, you can launch a survey in minutes and see the results in analytics immediately. This provides honest feedback and allows for timely adjustments to the program's content, format, or delivery method.

Use a template

Why Survey Employees After Training

Evaluate Usefulness

The feedback form reveals what employees have retained and whether they can apply the knowledge in their work. It immediately shows if the results matched expectations.

Identify Shortcomings

The responses help identify which topics were difficult or unclear. If the same issues are repeatedly mentioned, it indicates a systemic problem.

Save Budget

If the training isn't delivering the desired effect, it can be replaced with a more effective format, allowing you to allocate funds where they will yield better results.

What are the advantages of QForm?

It simplifies working with questionnaires: no need to spend time on manual processing or complex configurations.

Quick survey launch.
Flexible question customization.
All analytics in one place.
Filters for searching responses.
Export and integration capabilities.
Personal data protection.

What Types of Questions Are Suitable for Training Evaluation

To ensure post-training feedback is valuable, choose formats that collect both numerical data and comments. QForm provides tools that simplify this process.

Scales and Ratings

These help gauge overall satisfaction and assess specific aspects such as the quality of delivery, relevance of materials, and the trainer's performance.

Checkboxes and Lists

Ideal for selecting reasons behind a positive or negative assessment, as well as identifying useful topics or modules.

Open-Ended Questions

Provide detailed responses: what was liked, what needs improvement, which topics to add. This helps uncover nuances not visible in numerical data.

Question Logic

If a low rating is given, the system can automatically ask for details to gain deeper insight into the cause.

Anonymous Format

Ensures answer honesty, especially when criticizing the program or trainer.

Convenient Access

The survey can be completed on a phone or computer at any time, which increases the response rate.

What to Evaluate in Corporate Training?

Product/Service Quality: indicates how useful the training was and whether it provided valuable knowledge.
Question: How useful and relevant do you consider the training?
Service Quality: reflects the performance of the team that organized the training.
Question: How would you rate the support and organization provided by the training team?
Ease of Interaction: assesses how easy it was to communicate with the trainer and receive assistance.
Question: How convenient was it to communicate with the trainer and get answers to your questions?
Delivery and Fulfillment of Commitments: shows whether participants received everything that was promised on time.
Question: Did you receive all materials and access rights on time?
Value for Money: helps understand if the cost is justified by the training results.
Question: How do you rate the value for money of the training?
Reduction of Form-Filling Errors: checks whether the feedback form was convenient and easy to complete.
Question: Did you encounter any difficulties while completing the feedback form?

Use a template

Key Considerations Before Launching a Manager Evaluation

For the survey to provide honest feedback and a solid foundation for change, carefully plan the entire process from preparation to analysis.

1. Notify Employees in Advance

Explain the purpose of the evaluation, how it contributes to developing a better management culture, and what will happen with the results. This increases participation and reduces apprehension.

2. Ensure Confidentiality

Anonymity is a mandatory requirement for obtaining candid responses. Use tools that prevent identification of individual employees, especially within small teams.

3. Define the Action Plan for Results

Before launching the survey, determine who will process the data, how it will be presented to managers, and what subsequent actions are planned. This transforms feedback into a meaningful process rather than a mere formality.

4. Maintain Regularity

A single survey only provides a snapshot of the current situation. Conducting follow-up evaluations after 6-12 months helps identify which changes were effective and where difficulties persist.

5. Consider the Context

The evaluation cannot be one-size-fits-all. For example, during periods of restructuring, employees may perceive management styles differently. Always interpret data within the context of the company's and team's current situation.

Conclusion

QForm goes beyond simply collecting employee opinions to establish a systematic management evaluation framework. The platform is tailored for HR and internal communications needs. It enables you to assess managers using a clear methodology, engage teams, and track how the situation evolves over time.

The form builder supports various implementation scenarios: evaluating a new manager after a probation period, regular monitoring of leadership style, or targeted surveys following team changes.

With user-friendly forms, flexible access settings, and analytics that are easy to incorporate into reports and discussions, QForm becomes a practical tool for developing management capabilities within your organization.