Learning and Development Survey
Employees know which skills they need to develop. Collect skill gap ratings, learning preferences, and development goals directly from them.
Learning and development (L&D) teams that design training programs without employee input often invest in content that misses what employees actually need. Training that misses the mark on format or content drains the L&D budget without improving performance. Typeform's learning and development survey gives L&D teams a direct channel to collect input on employee training needs and skill gaps.
The survey captures training format preferences, skill gap ratings, learning goal priorities, and current program satisfaction in one submission. Questions appear one at a time, so employees move through each development area at a thoughtful pace. Conditional logic adapts the survey based on an employee's role, department, and current skill level. A manager sees questions about leadership development and team coaching; an individual contributor sees questions about technical skills and career growth priorities.
Customize the survey to match your organization's L&D strategy, role structure, and development framework. Send it via email or your HRIS annually or ahead of your next L&D planning cycle. Responses feed into Google Sheets via Zapier, so your L&D team allocates training resources based on what employees actually need. Your training budget goes to programs that move performance, not content designed around what leadership assumed employees needed.
A learning and development survey is a questionnaire employees fill out to share their training needs, skill gaps, and learning preferences with their L&D team. It gives training teams a clear picture of where to focus development resources and which training formats employees actually prefer. Use this learning and development survey to help your L&D team focus training resources around what employees actually need to grow.
When training doesn't match what employees actually need, completion rates drop and performance suffers. The L&D budget resets, the skill gaps remain, and the cycle repeats. A learning and development survey gives your L&D team the necessary input to design training programs that employees actually complete and apply.
Cover the areas that shape training decisions:
- Skill gap identification by role and department
- Preferred learning formats (video, instructor-led, self-paced, on-the-job)
- Current training program satisfaction and feedback
- Career development goals and growth priorities
- Manager support for development and coaching quality
Yes. Include questions asking employees to name their top skill gaps and most important career goal for the next year. Skill gaps and development needs vary by role. Conditional logic routes each employee to role-specific questions, so responses capture what that individual needs to grow, not just what the team needs. Your L&D team and management builds plans grounded in what each employee identified as their gap.
Run the survey before and after a training initiative to compare skill gap ratings and see whether the program worked. Employees who finished a program but still rate the same skill as a gap signal the training didn't land. Year-over-year comparisons tell your L&D team whether the organization's skill profile is improving or declining in specific areas.
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