sample questions for presentation feedback

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11 Excellent Questions for Your Post-Webinar Survey

June 16th, 2020 ON24

In today’s data-conscious age, we all know that it’s critical to gather attendee feedback after your webinars . What’s not so clear? The best post-webinar survey questions to ask.

Asking the right post-survey questions will 1) provide the meaningful data you need to improve the quality and responsiveness of your programs 2) understand your attendees and deepen the relationships you’ve begun with them.

It’s easy to make webinar mistakes. Learn how you can avoid them in “10 Common Webinar Mistakes and How to Avoid Them.” [ Watch Now]

Here’s a robust, post-webinar survey used by one of our clients that serves as a great template for follow-up.

It provides three specific pieces of audience feedback that you can use to make your programs better: their views on the value of the webinar , the knowledge and skills of the speaker(s) and the likelihood that they will recommend your program to colleagues (the ‘net promoter score’). Note that, when it comes to surveys, timing truly is everything. More on that below.

Pick and choose among these, or consider using all:

[Event Name] Feedback

Thank you for attending [Event Name].

Your views on the program are important to us. Please provide feedback on this session by completing this survey.

1. What percentage of the information was new to you?

Select: 100% 75% 50% 25% 0%

2. I can use this session information:

Select: Immediately In 2-6 months In 7-12 months Never

3. Would you like to learn more about this topic?

Select: Yes No

4. Please rate the speaker’s knowledge of the topic:

Select: Excellent Good Fair Poor

5. Please rate the speaker’s presentation skills:

6. Please rate the content of the slides/virtual aids:

7. How accurate was the session description?

8. How did the session compare to your expectations?

9. Overall session evaluation:

[If relevant: Additional comments about the breakout:]

10. How likely are you to recommend this session to a colleague? (with 10 being most likely to recommend)

Select: 0 1 2 3 4 5 6 7 8 9 10

11. Please rate your overall experience:

You can of course ask other questions to gain further insight into the needs and interests of your audience. Keep in mind, though, that longer surveys – those that take more than a few minutes to complete – typically generate fewer responses, so if you’re looking for different feedback you may want to swap out questions rather than tacking on new ones.

Remember: with follow-up surveys, timing is everything

Mention the post-webinar survey – and ask people to fill it in – just after the presentation has concluded, right before you start Q&A.

Your attendees are engaged, they’ve either asked questions and are waiting to hear them answered, or are ready to participate in Q&A. The worst time to first mention a survey is in an email when the webinar concludes. By then, your audience is completely disengaged. Recipe for success: mention the survey at engaged moments in the webinar and send soon after.

Post-Webinar Survey Questions to Ask for Written Responses

• How could we make the program better?  

______________________________

The answers help you identify improvements you could make to your webinars in general and the current presentation in particular.

• Takeaways: What was your single biggest takeaway?

____________________________________

Responses to this question will confirm you’re focusing on the right issues and/or identify modifications you might want to make to the substance of your webinar.

• Length / pace: The [length / pace] of the webinar was: Too Long/Slow / Just Right / Too Short/Fast

Questions on the length and pace of your program can help you understand how to adjust the delivery of your insight to make the session more relevant and interesting to your audience.

• Additional interests: What would you like to see next?

___________________________________

This question is a good one to include because it helps you align your content calendar to the actual interests and needs of your targets.

• Reasons for attending: Why did you attend today’s program? Required for job / Interesting Topic / Knowledgeable Presenters / CLE

While it doesn’t need to appear on every survey, this question can help if you’re trying to understand what motivates your audience to sign up for your webinars.

• Prior webinars: Have you attended any of our webinars in the past? If so, which ones?

This is a useful question to include when you want to find out how well you’re attracting new participants to your programs.

Don’t put your audience to sleep. Learn how to deliver webinars that engage and intrigue with our on-demand event. [ Watch Now ]

Your Post-Webinar Survey Checklist

Download our post-webinar survey checklist so you’re always ready to ask the right question at the right time. Just click here or on the image below.

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30 Post-Event Survey Questions to Gather Feedback

May 9, 2022 | Events

You put so much time and effort into planning your corporate event — but how much did your guests, speakers, sponsors, and others enjoy their overall experience? By sending the right post event survey questions to the right audiences, you can learn about your event’s strengths and weaknesses from your audience’s point of view.

In this blog, we’ll touch on the basics of event feedback survey etiquette and offer example event survey questions to help you get started.

Getting Started With Event Feedback Surveys

Let’s start with the fundamental questions you may have about event feedback surveys: Who should you send a post event questionnaire to, and what should the event feedback questions look like? What is the best method for sending out survey questions after an event, and when should you send them? And why bother sending a feedback survey, anyway? We’ll answer all these and more below, so read on for a crash course in post event feedback survey etiquette and best practices!

Who to survey for event satisfaction

Anyone present at your event can be surveyed to determine their overall satisfaction with their event experience. Attendees are the most commonly surveyed, but you can gather important and informative data for your future events by sending event surveys to:

How to survey for event feedback

These days, the most effective way to send a feedback form after an event is through email, usually via a third-party survey generator service like Google Forms or Survey Monkey. Typically, event planners will gather attendees’ email addresses during the guest list compilation process or through digital RSVPs or ticket purchase/registration. You may also survey attendees during an event using iPads pre-loaded with your survey, and gather their emails for follow–up surveys and future branded communications at the end of the survey.

When to survey for event feedback

Sending survey recipients the right questions at the right stage in their journey with your event is critical to gathering the specific information you’re after. There are advantages to soliciting survey responses before, during, and after your event depending on how you intend to use the information gleaned.

• Before : Sending out a survey before an event can help you plan events that better meet your audience’s desires and expectations. For example, a theater may send out a survey to season ticket holders to determine what shows and types of entertainment they’d like to see in the forthcoming season.
• During : Surveying guests during an event — for example, at points throughout a weekend-long conference or after a specific checkpoint in your event, like registration or after dinner — can help you gather up-to-the-minute data about your guests’ satisfaction with certain elements of your event. Guests surveyed during an event are more likely to answer questions honestly, as they have not had time for their memory of the event to fade or be affected by hindsight.
• After : Post-event surveys allow you to gather a 360° view of your guests’ experience and can touch on virtually every aspect of your event. This data can be used to inform future events based on what attendees did and did not enjoy and the specific feedback they provide.

Why survey for feedback

Simply put, surveying for feedback after an event provides valuable insight straight from those whose opinion matters most: Your guests. Post-event survey questions for attendees can help you:

• Determine whether you achieved your event goals
• Understand your guests’ experience and how it could be improved
• Learn specifics about your guests’ priorities for this and future events

Post Event Survey Questions

When choosing what types of questions to ask on a survey after an event, you’ll likely want to include a variety of types to elicit diversified responses. While some question topics are better suited to certain formats, you should ultimately choose question types that reflect the kind of information and quality of responses you’re interested in. 

• Yes or No: A simple yes-or-no question is ideal for determining whether the survey recipient is interested in further communications from your company regarding future events, volunteer opportunities, etc. These types of questions can also be followed by an open-ended question (“Why or why not?” or “If you answered yes, what specific elements did you enjoy about this event?”) to elicit a more detailed response.
• Multiple Choice: Multiple choice questions can be ratings-based, in which respondents select a number between 1 and 10 or select a satisfaction level between “Extremely Satisfied” and “Not At All Satisfied,” to rank elements of your event. They can also list a variety of elements of your event and ask the survey respondents to select the element(s) they most enjoyed or felt could be improved. You may choose to allow respondents to select only one answer out of the multiple choices, as in the 1-10 example, or allow them to select as many answers as apply to them when asking about their enjoyment of a variety of elements.
• Open-ended: Open-ended questions give survey recipients the opportunity to respond in their own words and provide qualitative feedback about your event. While these responses are harder to analyze from a quantitative data point of view, they often elicit the most candid and specific responses from participants who choose to put the time and thought into answering them thoroughly.

When choosing types of questions for your post event survey, consider: What style of response would be most helpful to you as you compile the survey data? Is a yes-or-no response or multiple choice answer sufficient, or would an open-ended question that the recipient can answer with as much or as little detail be more appropriate? Remember that some survey recipients may not want to write out answers to open-ended questions, while others may write a great deal.

General Questions To Ask Attendees After An Event

These general questions to ask after an event are appropriate to send following any type of event. While they do not necessarily target specific elements of your event, your guests’ responses to the more open-ended questions below will likely touch on areas of strength or improvement. These general questions are crucial in opening up the respondent’s mind to the many facets of your event, prompting them to think critically about their experience with each. Most of these questions can be phrased as multiple-choice or open-ended questions depending on your preference, though some are better suited to the yes or no format.

• How satisfied were you with this event?
• What elements or parts of this event did you enjoy the most?
• What, if anything, did you dislike about this event?
• Are you likely to attend this or other events hosted by us in the future?
• Would you recommend this event to others?
• How can we improve this event in the future?
• Is there any other feedback you would like to share about this event?

Post Conference Survey Questions

There’s a lot to consider when planning your conference survey questions. You’ll want to ask some general questions like the ones listed above, but also hone in on some specifics, like the respondents’ thoughts on the conference topic(s), presentations, structure, etc. Here are some conference attendee feedback survey question examples to get you started:

Do you plan to attend this conference again in the future? Why or why not?

Which topics covered at this conference were you most interested in, do you feel this conference was structured well, what was your biggest takeaway from this conference, how satisfied are you with the networking opportunities presented at this conference.

Open-Ended : This question begins as a yes or no question but ends with an opportunity for a more specific response, which is critical to providing context for their ultimate decision to attend or not attend your conference in the future. This question reveals the respondent’s enthusiasm for your event, helping you to estimate future attendance levels, but can also reveal deal-breaking details about your event and areas of potential improvement.

Multiple Choice: For this question, list the various topics covered by conference presentations, speakers, activities, etc., and allow respondents to choose one or more. This should help you determine which topics are the most interesting to your audience, and can potentially inform programming for the next year’s conference if the most popular topics remain relevant.

Yes/No: This yes or no question can optionally be followed by a “Why or why not?” open-ended question for more specific responses, but even a binary response can point to problem areas in the overall flow of your conference. If a respondent answers “No,” they’ll likely elaborate in their open-ended responses to more general questions, even if this one is not followed by “Why or why not?” 

This is also a great question to ask volunteers, vendors, and anyone else who worked on the conference, as these individuals will have the most firsthand knowledge of the organization of the event and any pitfalls they personally experienced.

Open-Ended : This question helps determine what attendees learned from your event and what they gained from it, i.e. their takeaway. Do the responses to this question match your goals for the event? If not, this is a great opportunity for you to understand what guests got out of your event versus their own expectations as well as your own. It can help you better align your conference programming with your goals for future events.

Multiple Choice: If your conference includes dedicated networking time — which may or may not be everyone’s cup of tea, depending on the industry and individual personalities of those present — your post-corporate event survey questions should give guests an opportunity to provide feedback on that experience. 

Offer multiple-choice responses of “Extremely Satisfied,” “Very Satisfied,” “Satisfied,” “Less Than Satisfied,” and “Not At All Satisfied,” with an optional additional response of “I do not enjoy networking during conferences” to cover those for whom networking is not a priority. This will help you determine the value of networking time for future conferences and, if guests elaborate in open-ended questions about their experience with the networking opportunities, help determine the duration of future networking time and any activities or offerings therein.

Workshop Survey Questions

Workshops tend to be more hands-on and rooted in firsthand experiences with the topic, so it’s important to gear some of your post workshop survey questions to those elements. You may also give attendees an opportunity to provide feedback on the instructors or presenters for the workshop, as the quality of these individuals’ instruction or presentation is a major component of the overall experience. The open-ended questions listed below are also intended to elicit more qualitative, experiential responses, which may be helpful in replicating a similar atmosphere or activity in future events. Here are some examples of survey questions for workshop feedback to get you headed in the right direction:

Did this workshop meet your expectations? Why or why not?

Did this workshop improve your skills or overall understanding of the topic, how satisfied were you with the quality of the instruction at this workshop, what were your favorite moments or experiences during this workshop, what types of workshops would you like to see from us in the future do you have suggestions for future workshop topics or activities you’d like to share with us.

Open-Ended: Your guests’ expectations headed into an event are particularly important for events like workshops, which are centered on hands-on participation. Your guests likely expect to participate a great deal in the scheduled activity or with the featured instructor or presenter, and likely anticipate receiving some amount of feedback on their work or participation. They may also expect some kind of take-home item or other significant takeaways from the experience. 

By asking this question, you’ll learn whether or not your guests achieved their goal(s) for your event — and whether their goals aligned with yours. This open-ended question allows attendees to share specifics about which of their expectations were met and to what degree, as well as what elements of the event did not meet their expectations and why.

Yes/No: Particularly for workshops and corporate events with an overarching theme or topic, it’s critical that your guests leave feeling that the information provided was new, useful, and worth the time and money spent to attend. This yes or no question will help you determine whether your event was successful in communicating its core ideas or goals and point to overall guest satisfaction.

Multiple Choice : As mentioned above, the instruction, presentations and/or leadership of your workshop can be make-or-break for guests’ satisfaction with your event. If guests found the instructor to be hard to understand, too quick to move on, unengaging or otherwise unsatisfactory, they will be less likely to walk away feeling your event was worth attending — and less likely to attend other events hosted by your organization in the future. 

Offer multiple-choice responses of “Extremely Satisfied,” “Very Satisfied,” “Satisfied,” “Less Than Satisfied,” and “Not At All Satisfied.” You also have the option of adding an open-ended follow-up question, like “What did you like about this instructor/presenter? What, if anything, did you not like?” to get into the specifics behind the initial response.

Open-Ended: This question gives guests the chance to describe what they liked most about your event and why they liked that moment or activity. It’s a lovely way to gain insight into the little things that make an event memorable, like interactions with other guests, the charisma or sense of humor of the speaker, and other small details you may not have considered as integral elements of your event. You’ll learn what you did right with this event and what experiences are most valuable to your audience, helping you to plan future events that emphasize the moments a majority of your guests agreed upon as being worthwhile.

Open-Ended: Your post-event survey can be a great jumping-off point for planning your next workshop or event. After all, the best way to learn what your audience is interested in is simply to ask! You might be surprised by the topics your guests would like to see covered at a similar workshop in the future, or you may have your ideas for future programming validated by their responses  — either way, this question should give you some excellent, audience-approved material for future workshops and content.

Survey Questions for After a Presentation

Like any event, a presentation should be engaging and useful to its audience. Your post-presentation survey questions should gauge these elements but also get into specifics, like the quality of the information provided, whether the presentation achieved its goals, and whether the duration of the presentation should be changed to optimize audience enjoyment. Here are some sample presentation review questions to get your audience talking: 

What did you enjoy most about this presentation? What, if anything, did you not enjoy?

Was the length of the presentation too long, too short, or just right, did this presentation improve your understanding of the topic, did you have any outstanding questions about the topic after this presentation how could we improve this presentation for future audiences.

Open-Ended: These more general questions will help you measure the overall success of your presentation in terms of what your audience did and did not find enjoyable. Their feedback can help you design future presentations that are better aligned with audience needs, goals, and expectations. 

Multiple Choice : Is there anything worse than a presentation that drags on and on? Only a presentation that is too short and uninformative to be useful! This multiple-choice question will give you some insight into whether your audience was enjoying your presentation and wanting more, or bored stiff by the long-awaited end. Aggregate the data from these responses and edit your presentation’s duration accordingly for future events! 

Yes/No: Like the similar question listed for post-workshop feedback prompts above, this yes-or-no question should help you determine whether your presentation has achieved its ultimate goal: Communicating an idea to your audience in a manner they understand. If many respondents answer “No” to this question, take a look at both the content of your presentation and the presenter themselves for areas of improvement, especially when it comes to clarity of content and delivery. 

Open-Ended: Leaving your presentation audience with outstanding questions isn’t always a bad thing. It may mean they’re interested in your topic and would love to dive deeper! Alternatively, they may be confused about the information presented and why it matters to them — which is why this open-ended question pairs perfectly with the yes/no question above. 

Post Event Sponsor Survey Questions

As stakeholders in your event, you should carefully weigh the feedback of your event sponsors. It’s most important that your event sponsors feel they got their money’s worth out of the event. That will look different to every sponsor, but you can generally expect your sponsors to want to see a great turnout of guests that are in their target audience, engaging with their brand in some significant way throughout the event. Here are some expertly-crafted post event evaluation questions for event sponsors:

How relevant was this event’s audience to your business, organization, and/or industry?

What do you feel was the roi of sponsoring this event, would you recommend sponsoring this event to a friend in business why or why not, would you be interested in sponsoring this event again next year.

Multiple Choice : As mentioned above, sponsors want to know that their brand was positioned before an audience that may convert to loyal customers. This question will help you determine your sponsors’ general satisfaction with the audience of your event as it relates to their goals for both your partnership and their marketing or sales efforts. This information can help you decide whether this partnership is viable for future events in a similar vein. 

Open-Ended: This question should give you a good idea of whether your sponsorship packages ultimately proved valuable to your sponsors. By keeping this question open-ended, you’ll learn specifics about what your sponsors found valuable. If their responses are positive, you may use their answers as proof to other future sponsors that your event is a worthwhile investment. If their responses are less than glowing, you can use the specifics mentioned to better design your sponsorship packages for the future. 

Open-Ended: The best review an event can receive is a recommendation to a friend — especially when that friend may be a potential sponsor! People are more likely to pursue opportunities recommended to them first-hand by a friend, so the responses you receive to this question will help you measure the satisfaction of your sponsors with your sponsorship package offerings and their experience as a whole. 

Post Fundraising Event Survey Questions

Fundraisers are about asking people for money—so you’d better be sure they get their money’s worth of fun, food, and fulfillment! Your event satisfaction survey questions should focus on your guests’ enjoyment of the event and their willingness to participate in the future, like these samples: 

• How would you rate the following elements of this event: Location, food, entertainment, duration? 

How would you rate the quality of the auction items/prizes/etc.?

How can we improve our fundraisers in the future, would you be interested in volunteering for this or similar fundraising events in the future, how would you rate the following elements of this event: location/venue, food, entertainment, duration .

Multiple Choice : This is a multi-faceted question that gives your guests an opportunity to rate the various core elements of your fundraiser. Break it into sections for each element and allow guests to rate them on a scale of 1-10, with 10 being the best that element could possibly be. This will give you a quick look at your areas of strength and give you a starting point for planning future events that improve on weaker areas. Event venue, food/beverage offerings, entertainment, and duration are particularly important for fundraising events because, unlike a conference or workshop, your guests aren’t there with the goal of learning or development — they are there to have a great time in exchange for their donations to your cause. Without a fantastic venue, delicious food and drink, and enjoyable entertainment, your guests are unlikely to be motivated to attend — much less throw a hefty donation your way! 

Multiple Choice : Many fundraising events feature a silent or online auction, raffle, or other prize-based activities to encourage donations. If your event has an auction or raffle at the center of its festivities, be sure to give guests the opportunity to rate the quality of the offerings or prizes on a scale of 1-10. 

If many guests give the items a low rating, it’s time to consider ways to improve your prizes for your next fundraiser, or consider a different method of driving donations. If many guests rank the quality of the items highly, but the auction bids or raffle entries do not reflect that level of interest, it is possible that your starting bid or ticket cost was simply too high for your guests’ ideal price range. Consider starting future auctions or raffles at a lower cost and use the quality of your prizes to drive the excitement and, in turn, the bids! 

Open-Ended: Like all the more general post-event survey questions, this open-ended question is designed to give guests a chance to talk about what they did and did not like about your fundraiser. You’ll learn a lot about what guests want and expect from an event at which they are expected to donate, which can go a long way when planning your next fundraiser and determining event specifics that will drive guest satisfaction. 

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Blog > Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

10.26.20   •  #powerpoint #feedback #presentation.

Do you know whether you are a good presenter or not? If you do, chances are it's because people have told you so - they've given you feedback. Getting other's opinions about your performance is something that's important for most aspects in life, especially professionally. However, today we're focusing on a specific aspect, which is (as you may have guessed from the title): presentations.

The importance of feedback

Take a minute to think about the first presentation you've given: what was it like? Was it perfect? Probably not. Practise makes perfect, and nobody does everything right in the beginning. Even if you're a natural at speaking and presenting, there is usually something to improve and to work on. And this is where feedback comes in - because how are you going to know what it is that you should improve? You can and should of course assess yourself after each and every presentation you give, as that is an important part of learning and improvement. The problem is that you yourself are not aware of all the things that you do well (or wrong) during your presentation. But your audience is! And that's why you should get audience feedback.

Qualities of good Feedback

Before we get into the different ways of how you can get feedback from your audience, let's briefly discuss what makes good feedback. P.S.: These do not just apply for presentations, but for any kind of feedback.

• Good feedback is constructive, not destructive. The person receiving feedback should feel empowered and inspired to work on their skills, not discouraged. You can of course criticize on an objective level, but mean and insulting comments have to be kept to yourself.
• Good feedback involves saying bot what has to be improved (if there is anything) and what is already good (there is almost always something!)
• After receiving good feedback, the recipient is aware of the steps he can and should take in order to improve.

Ways of receiving / giving Feedback after a Presentation

1. print a feedback form.

Let's start with a classic: the feedback / evaluation sheet. It contains several questions, these can be either open (aka "What did you like about the presentation?") or answered on a scale (e.g. from "strongly disagree" to "strongly agree"). The second question format makes a lot of sense if you have a large audience, and it also makes it easy to get an overview of the results. That's why in our feedback forms (which you can download at the end of this post), you'll find mainly statements with scales. This has been a proven way for getting and giving valuable feedback efficiently for years. We do like the feedback form a lot, though you have to be aware that you'll need to invest some time to prepare, count up and analyse.

• ask specifically what you want to ask
• good overview of the results
• anonymous (people are likely to be more honest)
• easy to access: you can just download a feedback sheet online (ours, for example, which you'll find at the end of this blog post!)
• analysing the results can be time-consuming
• you have to print out the sheets, it takes preparation

2. Online: Get digital Feedback

In the year 2020, there's got to be a better way of giving feedback, right? There is, and you should definitely try it out! SlideLizard is a free PowerPoint extension that allows you to get your audience's feedback in the quickest and easiest way possible. You can of course customize the feedback question form to your specific needs and make sure you get exactly the kind of feedback you need. Click here to download SlideLizard right now, or scroll down to read some more about the tool.

• quick and easy to access
• easy and fast export, analysis and overview of feedback
• save feedback directly on your computer
• Participants need a working Internet connection (but that usually isn't a problem nowadays)

3. Verbal Feedback

"So, how did you like the presentation?", asks the lecturer. A few people in the audience nod friendly, one or two might even say something about how the slides were nice and the content interesting. Getting verbal feedback is hard, especially in big groups. If you really want to analyse and improve your presentation habits and skills, we recommend using one of the other methods. However, if you have no internet connection and forgot to bring your feedback sheets, asking for verbal feedback is still better than nothing.

• no prerequisites
• open format
• okay for small audiences
• not anonymous (people might not be honest)
• time consuming
• no detailed evaluation
• no way to save the feedback (except for your memory)
• not suitable for big audiences

Feedback to yourself - Self Assessment

I've mentioned before that it is incredibly important to not only let others tell you what went well and what didn't in your presentation. Your own impressions are of huge value, too. After each presentation you give, ask yourself the following questions (or better yet, write your answers down!):

• What went wrong (in my opinion)? What can I do in order to avoid this from happening next time?
• What went well? What was well received by the audience? What should I do more of?
• How was I feeling during this presentation? (Nervous? Confident? ...)

Tip: If you really want to actively work on your presentation skills, filming yourself while presenting and analysing the video after is a great way to go. You'll get a different view on the way you talk, move, and come across.

Digital Feedback with SlideLizard

Were you intrigued by the idea of easy Online-feedback? With SlideLizard your attendees can easily give you feedback directly with their Smartphone. After the presentation you can analyze the result in detail.

• type in your own feedback questions
• choose your rating scale: 1-5 points, 1-6 points, 1-5 stars or 1-6 stars;
• show your attendees an open text field and let them enter any text they want

Note: SlideLizard is amazing for giving and receiving feedback, but it's definitely not the only thing it's great for. Once you download the extension, you get access to the most amazing tools - most importantly, live polls and quizzes, live Q&A sessions, attendee note taking, content and slide sharing, and presentation analytics. And the best thing about all this? You can get it for free, and it is really easy to use, as it is directly integrated in PowerPoint! Click here to discover more about SlideLizard.

Free Download: Printable Feedback Sheets for Business or School Presentations

If you'd rather stick with the good old paper-and-pen method, that's okay, too. You can choose between one of our two feedback sheet templates: there is one tailored to business presentations and seminars, and one that is created specifically for teachers assessing their students. Both forms can be downloaded as a Word, Excel, or pdf file. A lot of thought has gone into both of the forms, so you can benefit as much as possible; however, if you feel like you need to change some questions in order to better suit your needs, feel free to do so!

Feedback form for business

Template as PDF, Word & Excel - perfect for seminars, trainings,...

Feedback form for teachers (school or university)

Template as PDF, Word & Excel - perfect for school or university,...

Where can I find a free feedback form for presentations?

There are many templates available online. We designed two exclusive, free-to-download feedback sheets, which you can get in our blog article

What's the best way to get feedback for presentations?

You can get feedback on your presentations by using feedback sheets, asking for feedback verbally, or, the easiest and fastest option: get digital feedback with an online tool

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About the author.

Pia Lehner-Mittermaier

Pia works in Marketing as a graphic designer and writer at SlideLizard. She uses her vivid imagination and creativity to produce good content.

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Learning Management Systems (LMS) are online platforms that provide learning resources and support the organisation of learning processes.

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How to Give Feedback on Presentation (Step by Step Guide)

Presentations can be a powerful tool to inform, persuade, or inspire. But let's be honest, they can also be nerve-wracking experiences. You pour your heart and soul into crafting the content, but the real test lies in how it resonates with your audience.

Did your message land? Were you able to communicate key points effectively? The answer often hinges on one crucial element: presentation feedback.

Here's the thing: Feedback isn't just about pointing out flaws. It's a double-edged sword that can elevate your presentation skills and drive you towards becoming a confident and impactful presenter. 

Constructive feedback provides valuable insights that can help you refine your delivery, strengthen your content, and connect with your audience on a deeper level. Presentation feedback acts as a mirror, reflecting our strengths and weaknesses and empowering us to continuously hone our craft.

But how do you ensure you're giving and receiving feedback that's truly helpful? This blog will equip you with the tools to navigate the feedback process effectively. 

Characteristics of Effective Feedback

Not all feedback is created equal. Effective feedback is a carefully crafted message that provides clear direction for improvement while fostering a positive learning environment.

Here are the key characteristics that define effective feedback on presentations:

(1) Specific

Ditch vague comments like "good job" or "it needs work" . Instead, pinpoint specific aspects of the presentation that were strong and areas where improvement is possible.

For example, "Instead of saying 'your slides were a bit crowded,' you could offer: 'The information on slide 5 seems overwhelming. Consider breaking it down into two slides or using bullet points to improve readability.'"

Another example of effective feedback might be: "The data you presented on target audience demographics was clear and well-organized (positive note).

However, consider briefly explaining how this data will be used to tailor the campaign message for different audience segments (actionable suggestion)."

(2) Actionable

Good feedback goes beyond simply identifying issues. It provides concrete suggestions for improvement.

Instead of saying, "Your body language seemed stiff," offer actionable advice like "Focusing on maintaining eye contact with different audience members can help project confidence and connect with the audience on a more personal level."

(3) Respectful

Remember, the goal is to provide constructive criticism, not tear someone down. Maintain a respectful and encouraging tone.

Phrase your feedback in a way that focuses on the presentation itself, not the presenter's personality.

(4) Future-Oriented

Effective feedback should be focused on something other than past mistakes. Frame your suggestions in a way that guides the presenter towards future presentations.

(5) Balanced

While constructive criticism is important, don't neglect to acknowledge the presenter's strengths.

A positive note at the beginning or end of your feedback can create a more receptive environment and reinforce positive behaviors.

Giving Feedback Like a Pro: A Step-By-Step Guide

So, you're ready to provide effective feedback on a presentation, but where do you begin? 

This step-by-step guide will equip you with the tools to deliver clear, actionable feedback that is ultimately well-received.

Step 1: Preparation

Before diving headfirst into feedback, take a moment to familiarize yourself with the context of the presentation. Review the presentation material beforehand, focusing on the topic, objectives, and key messages the presenter aimed to convey.

Understanding the presenter's goals allows you to tailor your feedback for maximum impact.

Step 2: Active Observation

Shift your mindset from passive observer to active listener. Pay close attention to the presenter's delivery, both verbal and nonverbal.

This includes:

• Content:  Is the information clear, concise, and well-organized? Does it effectively support the  key points ?
• Delivery:  Is the pace appropriate? Does the presenter use vocal variety to keep the audience engaged?
• Visual Aids:  Are the slides visually appealing and easy to understand? Do they complement the spoken content or create distractions?
• Body Language:  Does the presenter maintain good posture and eye contact with the audience? Does their body language convey confidence and enthusiasm?

Step 3: The Feedback Framework

Now for the heart of the matter: delivering your feedback!

Here's a framework to ensure your message is clear and constructive:

(1) Set the Stage

Briefly acknowledge the topic and  objectives  of the presentation. This helps the presenter understand the context within which you're providing feedback.

(2) Specificity is Crucial

Avoid vague comments. Instead, highlight specific aspects of the presentation that were effective and areas for improvement.

For example, "The opening story did a great job of grabbing the audience's attention (positive note). However, some of the technical terminology on the following slides might have been confusing for a non-specialist audience (actionable suggestion)."

(3) The Positive Sandwich

Frame your feedback with a positive note. Compliment the presenter on something they did well before offering constructive criticism. This creates a more receptive environment for feedback.

(4) Open-Ended Questions

Don't just tell; prompt discussion. Use open-ended questions to encourage the presenter to reflect on their delivery and explore potential improvements.

For example, "How did you feel the audience responded to that particular statistic?"

(5) Focus on the Future

Instead of dwelling on what went wrong, frame your feedback in a way that guides the presenter towards future presentations.

For example, "Consider adding a real-world example to illustrate that point for your next audience."

(6) Delivery Matters

Remember, even the most valuable feedback can fall flat if delivered poorly. Maintain a respectful and encouraging tone, and avoid accusatory language.

Focus on providing helpful suggestions for improvement.

(7) Consider the Audience

Tailoring your feedback to the audience can also be beneficial. If you're providing feedback to a colleague for a client presentation, your focus might be on the clarity and persuasiveness of the message.

For internal presentations, you might emphasize the organization and flow of the content.

Receiving Feedback Gracefully: A Practical Guide

So you've just delivered a presentation, and now comes the feedback.

While constructive criticism can feel daunting, it's actually a gift – a valuable opportunity to identify areas for improvement and elevate your presentation skills. But how do you ensure you receive feedback with grace and a growth mindset?

Here are some practical tips to help you navigate the process effectively:

(1) Maintain a Positive Attitude

It's natural to feel defensive when receiving feedback, especially if it's critical. However, resist the urge to get discouraged.

Remember, the goal is to learn and grow. Approach the feedback session with an open mind and a willingness to listen. Thank the person for their time and effort, and express your genuine interest in their insights.

(2) Active Listening is Key

Don't just hear the feedback; actively listen. Pay close attention to the specific points being raised. Ask clarifying questions if needed to ensure you fully understand the feedback.

Taking notes can also be helpful to remember key points for later reflection. If taking notes manually feels distracting and difficult, consider utilizing AI note-taking assistants like  Wudpecker .

Wudpecker's AI features automatically transcribe meetings and generate summaries, capturing key points and decisions. This will free you from the burden of note-taking, allowing you to fully engage in the discussion. 

(3) Separate Feedback from Emotion

It's easy to take feedback personally. However, try to separate the feedback from your own emotions.

Focus on the content of the message, not the delivery. Remember, the feedback is about the presentation, not you as a person.

(4) Identify Actionable Items

As you listen to the feedback, identify specific, actionable items you can work on to improve your future presentations.

This might involve refining your content structure, incorporating new visual aids, or practicing your delivery techniques.

(5) Don't Try to Defend Yourself

The urge to defend your choices is understandable but resist it. Instead, acknowledge the feedback and take time to process it later.

You can always ask follow-up questions for clarification, but avoid getting into a defensive debate.

(6) Express Gratitude

Thank the person for their feedback, regardless of whether it's positive or critical. Their willingness to share their insights is a valuable asset to your growth as a presenter.

(7) Reflect and Refine

Once you've received the feedback, take some time to reflect on it. Consider which points resonate most and identify areas where you can make improvements.

Develop a plan to incorporate the actionable items into your presentation skills development strategy.

Enhancing Presentation Skills Through Feedback

We've established that presentation feedback is a powerful tool for improvement. But how exactly can you leverage this feedback to enhance your presentation skills and become a more confident and impactful communicator? 

Here are some ways to turn feedback into action:

Self-Evaluation and Targeted Feedback

Seeking feedback doesn't have to be a one-time event. Develop a habit of self-evaluation after each presentation. Consider areas where you felt strong and areas where you could improve.

Based on your self-assessment, identify specific aspects you'd like to get targeted feedback on from colleagues or mentors. This targeted approach allows you to delve deeper into specific skills and receive focused insights.

Embrace Diverse Feedback Sources

Don't limit yourself to feedback from just one or two people. Seek feedback from a diverse audience whenever possible.

This could include colleagues, managers, clients, or even friends and family who witnessed your presentation.

Each person will have a unique perspective, offering valuable insights into how your message resonated with different audience members.

Leverage Technology

Technology can be a powerful tool for gathering feedback. Consider using online feedback forms or survey tools to collect anonymous feedback from a wider audience.

You can also record your presentations and watch them back to identify areas for improvement in areas like pacing, body language, and vocal variety.

Practice Makes Progress

Once you've identified areas for improvement based on feedback, it's time to put that knowledge into action!

Practice your delivery with a focus on the specific skills you're working on.

Role-play with a colleague, record yourself practicing, or join a public speaking group to gain experience and refine your presentation style.

Consistency Is Key

Remember, presentation skills don't develop overnight. The key to becoming a confident and impactful presenter lies in consistent effort and dedication.

Integrate feedback into your ongoing development plan, actively seek opportunities to present, and continuously strive to refine your craft.

Presentations can be powerful tools for informing, persuading, and inspiring, but mastering the art of delivery takes dedication and continuous improvement.

This blog has equipped you with the knowledge to harness the power of presentation feedback. You've learned how to provide clear, actionable feedback that empowers presenters, and you've explored strategies for receiving feedback with grace and a growth mindset.

Remember, the journey to becoming a captivating presenter is an ongoing process. Embrace the power of feedback, actively seek opportunities to practice, and never stop refining your skills.

By consistently seeking improvement, you'll transform those nervous presentation jitters into the confidence and clarity needed to deliver truly impactful presentations that resonate with any audience.

What Is an Example of Feedback on a Presentation?

Scenario:  You listened to a presentation on the benefits of switching to a new project management software. 

Here's how you could provide constructive feedback:

Positive Aspects:

• Clear Introduction:  "The introduction did a great job of grabbing the audience's attention by highlighting the common pain points associated with traditional project management methods. It effectively set the stage for the presentation."

Areas for Improvement:

• Visual Aids:  "The slides felt a bit text-heavy at times. Consider incorporating more visuals like charts, graphs, or even screenshots to illustrate the features and benefits of the new software."
• Content Depth:  "While you covered the key features of the software, it might be beneficial to delve deeper into how it addresses specific challenges faced by different user groups within the company (e.g., project managers vs. team members)."

Actionable Suggestions:

• "For your next presentation, you could try including a short demo of the software in action to showcase its user-friendliness."
• "Consider adding a slide that compares the new software to existing options, highlighting its unique advantages."

How Do You Comment on a Good Presentation?

Here are some ways to comment on a good presentation:

Highlight Specific Strengths:

• Content:  "The information you presented was clear, concise, and well-organized. It was easy to follow and understand." (focuses on clarity and structure)
• Oral Presentation:  "You delivered the presentation with great enthusiasm and confidence. Your use of vocal variety kept the audience engaged." (highlights delivery skills)
• Visual Aids:  "The slides were visually appealing and effectively complemented your spoken points. They were easy to read and understand." (focuses on visuals)
• Structure:  "The flow of the presentation was logical and well-paced. You transitioned smoothly between topics and kept the audience engaged throughout." (highlights structure and audience engagement)

Focus on Impact:

• "Your presentation was very informative and insightful. I learned a lot about [topic]."
• "You did a great job capturing the audience's attention and keeping them engaged throughout the presentation."
• "Your presentation was well-organized and easy to follow. I felt like I had a clear understanding of the key points."
• "I particularly enjoyed [specific aspect of the presentation, e.g., the real-world example you used, the humor you incorporated]."

Positive and Encouraging Tone:

• "Overall, it was a very impressive presentation. Well done!"
• "I can tell you put a lot of effort into this presentation, and it showed. Great job!"
• "Thank you for sharing your insights with us. It was a very informative presentation."
• "I look forward to seeing more presentations from you in the future."
• Be genuine and specific in your compliments. Make sure you are giving constructive feedback.
• Tailor your comments to the presenter and the presentation content.
• Focus on both the delivery and the content itself.
• End with a positive feedback and encouraging note.

How Do You Give Peer Feedback to a Presentation?

Here are some things to keep in mind when giving peer feedback on presentation:

Before the Feedback:

• Preparation:  Review the presentation topic and objectives beforehand (if available) to understand the presenter's goals.
• Mindset: Approach the feedback with a positive and helpful attitude.

Delivering the Feedback:

• Start Positive:  Start by acknowledging the presenter's effort and highlighting your observed strength.
• Specificity is Key:  Focus on specific aspects of the presentation, both positive and areas for improvement. Avoid vague comments.
• Actionable Suggestions:  Don't just point out problems; offer suggestions for improvement. Use "I" statements to frame your feedback (e.g., "I found the opening story engaging. Perhaps adding a visual element could enhance it further").
• Respectful Tone:  Maintain a respectful and encouraging tone throughout the feedback session.
• Focus on the Future:  Frame your suggestions in a way that guides the presenter towards future presentations.
• Open-Ended Questions:  Consider asking open-ended questions to encourage discussion and reflection (e.g., "How did you feel the audience responded to that statistic?").

Here’s an Example of How You Might Structure Your Feedback:

"Thanks for the presentation, [presenter's name]. I really enjoyed the way you [positive aspect, e.g., explained the technical details clearly and concisely]. I noticed that [area for improvement, e.g., some of the slides seemed text-heavy]. Perhaps you could consider [actionable suggestion, e.g., using bullet points or visuals to break up the text]."

Additional Tips for Constructive Feedback:

• Tailor Your Feedback:  Consider the audience and purpose of the presentation when providing feedback.
• Be Mindful of Time:  Keep your feedback concise and focused on the most important points.
• Offer to Help:  If you have specific skills or resources that could benefit the presenter, offer your help.
• Welcome Questions:  Encourage the presenter to ask clarifying questions or seek further feedback.

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Feedback Survey Questions: Types, tips, and 31+ examples

Running surveys and asking questions is one of the most important things you can do when trying to collect feedback on your business, product or service. But how do you know what kind of questions are right? What questions would be best for your business?

This guide will provide a comprehensive introduction to feedback survey questions, including the different types of questions you can ask, best practices for question design, and example feedback survey questions you can start using today.

Question Types

In general, questions fall into one of the following question types:

• Open-ended questions: These questions allow respondents to provide feedback in their own words. This type of question is great for getting detailed feedback but can be difficult to analyse and track responses.
• Closed questions: These questions have predetermined answers that respondents select from a list. This type of question is good for tracking responses and generating quantitative data.
• Likert questions: These questions use a five-point scale to indicate how strongly the respondent agrees or disagrees with a statement. This type of question is good for generating overall feedback and tracking trends over time.

There are also two different types of open questions: ‘general’ questions, which ask about any topic that may be on the respondent’s mind, and ‘specific’ questions, which ask about a particular topic or issue.

When choosing questions for your feedback survey, it’s important to consider the following factors:

• What you want to learn from the feedback: Open-ended questions are great for getting detailed feedback, while closed questions can help you track responses and generate quantitative data.
• The target audience: Likert questions are good for getting feedback from a general audience, while specific questions are better suited for targeted surveys.
• How much time they have: Open-ended questions can take longer to answer than closed or Likert questions.

Multiple choice questions

A multiple-choice question is a type of question that gives the respondent a list of options to choose from. This is a great option for questions that have a right or wrong answer, or for questions where you want to know what the respondent prefers.

Here are some example questions:

• What is your favorite colour?
• Which of the following best describes your feelings about our product?
• Do you prefer a digital or paper receipt?

Rating scale questions

A rating scale question is a type of question that asks the respondent to rate something on a scale. This is a great option for questions where you want to know how the respondent feels about something, or for questions where there is no right or wrong answer.

• On a scale of 1 to 5, how satisfied are you with our product?
• On a scale of 0 to 10, how likely are you to recommend our product to a friend?

NPS is a great example of a rating scale question .

Likert scale questions

A Likert scale question is a type of question that asks respondents to rate something by choosing how much they agree or disagree with a statement using a rating scale, which typically includes five points from “strongly agree” to “strongly disagree.”

This is a great option for questions where you want to know the respondent’s opinion on something or questions where you want to measure how they feel about a certain topic.

For example, the Customer Effort Score (CES) uses a Likert scale question, “To what extent do you agree or disagree with the following: The company made it easy for me to (insert specific action*).”

Dropdown questions

A dropdown question is a type of question that asks the respondent to choose from a list of options. This is a great option for questions where you want to know what the respondent’s favorite thing is, or for questions where you want to know more about their background.

• What is your job title?
• Which of the following best describes your relationship with our business?
• Do you prefer to make/receive calls or send messages via text message when communicating about questions related to our product/service?

Open ended questions

An open-ended question is a type of question that asks respondents for free-form input. This is a great option for questions where you want to know what the respondent thinks about something or questions that need more context.

• What do you think of our product?
• Do you have any feedback on how we can improve our product/service?

Open-ended questions should be used sparingly because they can be difficult to analyze.

Demographic questions

A demographic question is a type of question that asks for information about the respondent’s background, such as their age, sex, or job title. This is a great option for questions where you want to know more about your respondents.

• What is your age?

Ranking questions

A ranking question is a type of question that asks the respondent to arrange things in order from best to worst. This can be helpful if you want to know where something ranks according to respondents, or when there are multiple options and you want one option chosen as “best” while others are chosen as “worst.”

• Please rank the following options in order of how important they are to you.
• Please rate the following options on a scale from one to five, with one being the worst and five being the best.
• Which of the following is your favorite color?

File upload questions

A file upload question is a type of question that asks the respondent to upload a file. This can be helpful if you want to see examples of something, or if you need more information from the respondent.

• Please attach a screenshot of your receipt.
• Please attach a copy of your driver’s license.
• Please upload a picture of your product.

Question design best practices

(or, “how to write effective survey questions that will get you valuable feedback”)

Now that we’ve gone over the different types of questions that can be used in a feedback survey, let’s take a look at some best practices for question design. These build on common survey methodologies .

When creating questions for a feedback survey, it’s important to keep the following in mind:

Questions should be clear and easy to understand

Questions should be clear and easy to understand so that respondents can easily answer questions. If questions are not clear, people will get frustrated with the survey. Additionally, if questions are confusing or misleading, it is possible for some respondents to provide inaccurate feedback because they misunderstood a question.

Questions should be relevant to the topic of the survey

Questions should be relevant to the topic of the survey so that questions are focused on the things that matter. If questions are not relevant, respondents will have a hard time understanding what you’re asking for in your feedback survey, and they may feel like their responses don’t really matter because the questions seem unrelated to the product or service being surveyed about.

Questions should be designed to elicit useful responses

Questions should be designed to elicit useful responses. If questions aren’t designed to elicit useful responses, it can make analysis more difficult, which means you’ll have a harder time trying to extract actionable insights from feedback survey results.

Questions should be unbiased and non-judgmental

Questions should be unbiased and non-judgmental so that respondents feel like their opinions are valued. If questions are biased or judgmental, respondents may feel like their answers don’t matter and they may be less likely to provide honest feedback.

Now that we’ve gone over the questions that can be asked and best practices for question design, let’s move on to some examples of survey questions.

Examples of good questions

How easy was it to understand the questions in this survey?

This is a great question for a feedback survey. The question is clear, easy to understand, and unbiased. This question allows for the respondent to give an honest answer.

Would you recommend this product to a friend?

This is another great example of questions that can be used in a feedback survey. The response options are limited, but they allow for more specific answers than “yes” or “no.” This question also has potential follow-up questions, such as “why” or “what would you recommend.”

On a scale from one to five, how satisfied are you with our product?

This is an example of a Likert scale question. This type of question allows respondents to rank their level of satisfaction on a scale from one to five. This question is relevant to the topic of the survey, and it is designed to elicit a useful response. It is also unbiased and non-judgmental.

What did you like best about our product?

This question allows respondents to share their positive experiences with the product. This question is relevant to the topic of the survey, and it is designed to elicit a useful response.

Examples of badly designed questions

What was wrong with our service?

This is not a good question. This question requires someone to come up with something negative and it may be awkward if they can’t think of anything.

Do you like kittens?

This question is not as relevant to the topic of the survey, and therefore may not elicit useful responses.

How much do you dislike puppies?

This is a leading, or biased, question and may produce unreliable results.

How easy is it for you to understand the meaning of the questions we’re asking in this survey?

This question is not clear, and it is difficult to understand. This question may also produce unreliable results.

Example feedback survey questions

Product feedback questions.

How would you rate our product?

This is a good example of questions that can be used in a feedback survey. The response options are limited, but they allow for more specific answers than “good” or “bad.” This question also has potential follow-up questions, such as “why” or “what did you like best?”

Was the quality of our product what you were expecting?

This is another good example question that can be used in a feedback survey. This question allows respondents to share their thoughts on the quality of the product. This question is relevant to the topic of the survey, and it is designed to elicit a useful response.

Did you encounter any problems using our product?

This is a good question for a feedback survey. The response options are limited, but they allow for more specific answers than “yes” or “no.” This question also has potential follow-up questions, such as “what was wrong?” or “how can we fix this problem in the future?”

Customer feedback questions

How likely are you to recommend our product to a friend?

This is an example of a question that can be used in a customer experience survey . The question is designed to elicit information about the respondent’s likelihood of recommending the product to a friend.

Why did you choose our product over the competition?

This question allows respondents to share their thoughts on why they chose the product over the competition. This information can help understand what aspects of the product are most appealing to customers.

How often do you use our product?

This question is designed to understand how often customers use the product. This information can help determine customer engagement and identify areas where the product could be improved.

How would you feel if you could no longer use our product?

This question is designed to elicit feelings about whether customers would be disappointed if they could no longer access the product. The responses can help measure product-market fit.

What could we do to improve your experience with our product?

This question is designed to understand what can be done to improve customer experience. This information might include ways that customers would like the company to provide support or how they’d prefer contact about questions related to their account.

Which features of our product are most important to you?

This question allows respondents to share their thoughts on the features of the product that are most important to them. This information can help prioritize and streamline future development.

What could we do to make our product more valuable to you?

This question is designed to understand what would increase the value of a product or service for customers. This information might clarify where improvements should be prioritised, as well as how much people are willing to pay for the product.

How would you rate your overall experience with our product?

This question is designed to understand how customers rate their experience using a particular product or service. This information might help identify areas that need improvement and specific questions on which surveys should focus.

Employee feedback questions

How likely are you to recommend our company to a friend or relative?

This is an example of a question that can be used in a feedback survey to measure employee loyalty.

On a scale from one to ten, how satisfied are you with your job?

This is an example of a question that can be used in a feedback survey to measure employee satisfaction .

How do you think we can improve our company?

Open-ended questions like these allow employees to share their thoughts and suggestions on ways the company can improve.

What do you like most about your job?

Likert scale questions are a great way to measure employee satisfaction because they allow employees to express their opinion on a range of topics.

How often do you feel appreciated for the work that you do?

This question is designed to measure employee satisfaction with recognition. It’s important for employees to feel valued and appreciated, so this question can help identify areas of improvement in the workplace.

How often does your supervisor or manager provide feedback on your performance?

This question measures how often supervisors provide feedback about an employee’s performance. This information can help identify areas of improvement for employees who feel that they’re not receiving enough feedback.

What could we do to make you more excited about coming to work?

This question helps employees share what would increase their motivation and excitement about working at the company. Employees need to be engaged to drive success, so questions like this can help identify areas of improvement.

How would you rate your experience during the interview process?

This question is designed to understand how likely candidates are to recommend working at a company, as well as what they liked most about the interview process.

Market feedback questions

How likely are you to purchase our product?

This is an example of a question that can be used in a feedback survey to measure market demand.

On a scale from one to ten, how interested are you in our product?

This is an example of a question that can be used in a feedback survey to measure customer interest in a product.

How likely are you to recommend our company or products?

This question measures customer loyalty, which is an important measure of success for companies that depend on referrals and word-of-mouth advertising.

What can we do to improve your opinion about our brand?

Companies often seek the opinions of their customers because customers have valuable insights into what they like and dislike about a company. This question is designed to understand what customers would change or improve about the brand, as well as how likely they are to recommend it to others.

Key takeaways

When creating questions for a feedback survey, it is important to keep the following in mind:

• The purpose of the survey: What are you trying to learn from the respondents?
• The audience for the survey: Who will be taking the survey?
• The format of the questions: How will the questions be asked?
• The questions themselves: What questions will be asked?

By following best practices for question design and avoiding bad questions, you can create a feedback survey that produces useful responses. And by using questions that are relevant to the topic of the survey, easy to understand, and unbiased, you can create a survey that respondents will be happy to take.

Co-founder, TRACX

Tom is the co-founder of TRACX, a no-code marketing platform that allows local business owners to collect customer feedback and create engaging marketing campaigns. With over 17 years of experience in entrepreneurship, product development, and marketing for businesses large and small, Tom is currently responsible for developing product and marketing strategies for TRACX.

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25 Post Event Survey Questions to Ask

Published: March 31, 2021

Just like Joey from "Friends," we recognize the importance of giving and receiving in marketing. One of the best things to give and receive is feedback.

Without feedback, we would never be able to improve. And even though it's hard, feedback is a great way to measure success.

With a post event survey, you'll learn what attendees thought about the event, how they heard about it, and what they enjoyed most. Measuring attendee satisfaction will help you improve your event marketing and figure out what's working and what isn't.

In fact, 90% of virtual event organizers use surveys to measure attendee satisfaction. And 80% report that attendee engagement and satisfaction were KPIs used for measuring event success.

To design a post event survey, you'll want to ask several types of questions -- from Yes/No, rating, to open-ended questions.

Below, let's review the best post event survey questions to ask.

Post Event Survey Questions

• How satisfied were you with the event?
• What was your favorite experience or moment of the event?
• What could we improve on?
• How useful was the event?
• Did the event meet your expectations?
• How likely would you be to attend our events in the future?
• Would you recommend our events to a friend or colleague?
• Did you have an opportunity and place to ask questions and participate?
• What would have made this event better?
• Why did you attend this event?
• How did you hear about this event?
• Have you attended this event before?
• Would you want to attend this event again in the future?
• Have you attended our other events before?
• Were you satisfied with the amount of activities/workshops?
• Were you satisfied with the quality of the content?
• How helpful was the staff at the event?
• What was your biggest takeaway from the event?
• How satisfied were you with the virtual experience?
• What were your favorite virtual features?
• How easy-to-navigate was the platform for the event?
• How satisfied were you with the networking opportunities provided?
• What topics would you want to see more of at future events?
• How did this event impact your perception of our company?
• Please share any additional comments, thoughts, suggestions for future events.

1. How satisfied were you with the event?

First and foremost, it's important to ask attendees about their overall satisfaction with an event. You can also ask participants to rate specific things including the venue, date, speakers, vendors, catering, quality of sessions, amount of sessions, and more.

This will help you gauge specifically how well you did in each area, but also the overall satisfaction of attendees.

This is probably the first and most important question that is asked on most surveys. It's a great starting point for the specific questions that follow next.

2. What was your favorite experience or moment of the event?

This question should be open-ended and let the participants describe what they liked most about the event and why they liked that moment.

This will help you discover what you did right and what experiences are most valuable to your event attendees.

With this information, you can get an idea about how to plan events in the future and figure out if there's anything that a majority of your attendees agree with or want to see again.

The Ultimate Event Planning Checklist

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• Event Program and Content
• Post-Event Follow-up

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3. What could we improve on?

Again, this will be an open-ended question that lets your participants give constructive feedback. While it's hard to hear sometimes, this will help you figure out what resonates with your audiences and what doesn't.

By tracking what audiences don't like, you can then improve and iterate future events so people don't have those barriers about attending your next event.

The point of getting feedback isn't just to receive positive feedback, but to figure out what isn't working as well.

4. How useful was the event?

This is a great question for figuring out how actionable the event content was. Did your attendees find the information useful? Did they learn anything? Were they able to apply something they learned from your event into their work flow?

Depending on the type of event you're holding, this can be a great way to figure out if people felt they got their money's worth.

5. Did the event meet your expectations?

Similar to the question above, this question measures if people got what they thought they were going to get. This answers the question, "Did my audience achieve their goal by attending this event?"

This should be an open-ended question that allows users to expand and explain why the event met their expectations, or why it didn't.

6. How likely would you be to attend our events in the future?

With this question, you'll learn how many people plan to keep up to date with your events. If they were generally satisfied, they'll say yes. If they weren't, they'll say no.

This does a good job of figuring out how well you marketed and sold your company as an authority and trustworthy leader in the industry.

7. Would you recommend our events to a friend or colleague?

Given that people are more likely to purchase a product their friend has shared with them and the importance of customer reviews, referrals are a great way to measure how satisfied your event attendees are.

Liking your event or products isn't enough -- do they like you enough to talk about you with their friends? That's the true mark of success for an event.

8. Did you have an opportunity and place to ask questions and participate?

Whether you provided online support or you had event helpers around the building, it's important to note whether attendees noticed that help and if they felt supported. When you run an event, there are bound to be questions about registration, access to certain workshops, and more.

This question lets you know that your audience knew where to go if they had a question. If they didn't feel like they had a space to ask questions, then you can do better about promoting your support channels.

9. What would have made this event better?

This is a great question to crowdsource event ideas from your target audience. What do they want to see? What gaps did they see in your event from competitors? With this question, you'll be able to brainstorm ways to improve your next event.

10. Why did you attend this event?

You can use this question as a way to inform your pre event marketing. This will let you know what your audience liked about your marketing and what they expected from you. This open-ended question will give you a chance to show up for your audience and give them what they want.

11. How did you hear about this event?

Again, this is a great way to evaluate your pre event marketing. Where are attendees learning about your event? What marketing channels are working best? What marketing channels aren't working at all?

This will tell you where to focus your pre event marketing for your next event and let you know places where you need to pay more attention and improve on.

12. Have you attended this event before?

A great metric to keep track of is how many repeat attendees you have coming to your regular or annual events. This will let you know how many people see the value in your event and want to continue attending.

Again, this metric will let you know where to focus your marketing efforts. Do you want to increase repeat attendance? Then perhaps you need to focus on the customer experience during the event. Do you have great repeat customers but not enough new acquisitions? This will let you know that you need to focus on pre event marketing channels.

13. Would you want to attend this event again in the future?

This question, while similar to one of the above, measures how likely someone is to attend the same event in the future. Do they see value in attending this event every year? Or do they feel like they got everything they needed?

Again, just like it's easier to retain customers than get new ones, it's easier to convince former participants to attend the same event again. This will reveal if your audience is excited about coming to your event in the future and then you can compare with the number of attendees who actually came back the next year.

14. Have you attended our other events before?

This question will let you know how many loyal followers you have. Are the people coming to your events in your community? Or are these new people who haven't heard of your brand before? This will help you measure where you're acquiring event attendees.

15. Were you satisfied with the amount of activities/workshops?

This is a specific question that measures satisfaction with the quantity of activities or workshops available to attendees. Essentially, was there enough for your participants to do during the event. Or was there too much? Either way, this question is important to figure out if you and your audience are aligned on what content they want.

16. Were you satisfied with the quality of the content?

Once you know how much content to offer your audience, it's time to ask about the quality of the content. Did they find the information helpful? Was this worth paying for? This will help establish trust with your audience that you can present high quality content and information that they find valuable and useful.

This will also help you gauge what content your audience is interested in. If they were not satisfied with the quality, it could be because the type of content, the speakers, or the way it was presented.

17. How helpful was the staff at the event?

This is an excellent question that will help you figure out how your staff performed during this event. When attendees asked questions or used support, was the staff friendly and helpful? Or was there a staffing issue?

This will help you figure out how quickly issues were resolved and if participants enjoyed their experience.

18. What was your biggest takeaway from the event?

Again, this helps you determine what people were able to learn from your event and what they got out of it. Does that align with your goals for the event? If not, this is a great way to learn what people took away from your event and what they expected.

19. How satisfied were you with the virtual experience?

If you're holding a virtual event, it's important to add post event questions that measure the success of the virtual experience.

You can leave this as a rating and/or an optional open-ended question to let people explain why they were or were not satisfied with the virtual experience. Attendees might comment on the ease of navigation or the audio quality, for instance.

20. What were your favorite virtual features?

If you offered any special online features or an event app, this is the place to figure out what your attendees thought about those features. This lets you measure the success of your virtual platform overall -- did this platform provide features that your audience liked? Or were there other features they wished were available?

21. How easy to navigate was the platform for the event?

Similarly, this question is meant to measure the effectiveness of your online platform for your virtual events. If the platform isn't intuitive or easy for participants to use, then they probably won't consider coming back for your other events. This will help you gauge if improvements need to be made to the online experience.

22. How satisfied were you with the networking opportunities provided?

Lots of marketing events are meant to allow networking and a lot of people attend these events to network with other professionals. If networking is something that your audience wants from you, it's important to measure the success of your networking opportunities.

This can be a rating question or an open-ended question so your attendees can elaborate on what they liked about the networking opportunities or didn't like.

23. What topics would you want to see more of at future events?

Again, it's always a good idea to learn what content your audience wants to see. How can you figure that out? Just ask.

In your survey, you can ask what type of topics they're interested in learning about in the future. This will also give you new perspectives and content ideas for your next event.

24. How did this event impact your perception of our company?

This is a great question for learning how effective your brand story and messaging is at your event. Is your branding clear through your event marketing materials? How does it fit in to the larger strategic picture? This question will let you track how effective your event was in terms of branding.

25. Please share any additional comments, thoughts, suggestions for future events.

Of course, ending with an open-ended question where participants can leave feedback on any area is a best practice. You want your attendees to feel like they can tell you their overall thoughts and opinions.

Hopefully the questions in your survey got your attendees thinking and they might also feel like there are other topics to cover. Since you can't ask every question you'd probably like to, this helps you figure out what's important to your audience.

Post event surveys are mainly used to measure how successful an event was. These surveys will give you information that you need to improve future events.

Now, post event survey questions aren't the only type of surveys you'll want to send out. You might consider also sending a pre-event survey. A pre-event survey will help you measure your current event marketing, see what got people excited about the event in the first place, and how to tailor the event to the actual attendees.

Here are some examples of what that might look like.

Pre Event Survey Questions

• What are you most excited about?
• Why did you choose to attend this event?
• Do you have special accommodations you would like us to be aware of?
• Was there any event information that was difficult for you to find?
• Which social media platform do you use the most?

1. How did you hear about this event?

This question is great to ask either before or after an event. You could send this in a pre event survey to figure out what marketing channels are working the best. This will help you make changes to your budget and priorities when you continue marketing the event.

2. What are you most excited about?

With this pre event question, you can gauge what people are most looking forward to. Again, this will help inform your marketing budget and priorities so you can fulfill any customer expectations.

3. Have you attended this event before?

Similar to the first question, this can be asked before or after an event. The reason to find this out before an event is to see if you are getting a lot of repeat attendees or if you need to do more marketing to previous attendees.

4. Why did you choose to attend this event?

This is a great question to ask before an event because it will tell you what people are most looking forward to. This will help you prepare for an event so you can deliver on what people are expecting.

5. Do you have special accommodations you would like us to be aware of?

Logistically, this is important to know. If you don't have a lot of attendees, and accommodations need to be made, then you should be aware of what those accommodations are. If you're holding a larger event, you need to consider the type of accommodations you'll need to make for various attendees.

6. Was there any event information that was difficult for you to find?

Again, this will help you make adjustments to the pre event and registration process while it's still going on. This should help you get more registrants, ultimately, because you can pivot your strategy in real time.

7. Which social media platform do you use the most?

If you don't have a plan for how you're going to communicate with your attendees during the event, social media is a great option. But what platform would work best? You can use a pre event survey to learn what social media platforms your audience uses the most, so you can provide helpful information during your event.

Conducting pre or post event surveys is an important part of measuring the success of your event team and marketing team. To do this, you can use a survey tool, like HubSpot . Regardless of the tool you use, remember that the goal of sending a survey is to receive both positive and constructive feedback so that you can improve your event marketing and events.

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16 constructive feedback examples — and tips for how to use them

Giving constructive feedback is nerve-wracking for many people. But feedback is also necessary for thriving in the workplace. 

It helps people flex and grow into new skills, capabilities, and roles. It creates more positive and productive relationships between employees. And it helps to reach goals and drive business value.

But feedback is a two-way street. More often than not, it’s likely every employee will have to give constructive feedback in their careers. That’s why it’s helpful to have constructive feedback examples to leverage for the right situation. 

We know employees want feedback. But one study found that people want feedback if they’re on the receiving end . In fact, in every case, participants rated their desire for feedback higher as the receiver. While the fear of feedback is very real, it’s important to not shy away from constructive feedback opportunities. After all, it could be the difference between a flailing and thriving team. 

If you’re trying to overcome your fear of providing feedback, we’ve compiled a list of 16 constructive feedback examples for you to use. We’ll also share some best practices on how to give effective feedback . 

What is constructive feedback? 

When you hear the word feedback, what’s the first thing that comes to mind? What feelings do you have associated with feedback? Oftentimes, feedback conversations are anxiety-ridden because it’s assumed to be negative feedback. Unfortunately, feedback has this binary stigma, it’s either good or bad.

But in reality, there are plenty of types of feedback leveraged in both personal and professional relationships. They don’t all fall into one camp or the other. And each type of feedback is serving a purpose to ultimately better an individual, team, or work environment. 

For example, positive feedback can be used to reinforce desired behaviors or big accomplishments. Real-time feedback is reserved for those “in the moment” situations. Like if I’ve made a mistake or a typo in a blog, I’d want my teammates to give me real-time feedback . 

However, constructive feedback is its own ball game. 

What is constructive feedback?

Constructive feedback is a supportive way to improve areas of opportunity for an individual person, team, relationship, or environment. In many ways, constructive feedback is a combination of constructive criticism paired with coaching skills. 

16 constructive feedback examples to use 

To truly invest in building a feedback culture , your employees need to feel comfortable giving feedback. After all, organizations are people, which means we’re all human. We make mistakes but we’re all capable of growth and development. And most importantly, everyone everywhere should be able to live with more purpose, clarity, and passion. 

But we won’t unlock everyone’s full potential unless your people are comfortable giving feedback. Some employee feedback might be easier to give than others, like ways to improve a presentation. 

But sometimes, constructive feedback can be tricky, like managing conflict between team members or addressing negative behavior. As any leader will tell you, it’s critical to address negative behaviors and redirect them to positive outcomes. Letting toxic behavior go unchecked can lead to issues with employee engagement , company culture, and overall, your business’s bottom line. 

Regardless of where on the feedback spectrum your organization falls, having concrete examples will help set up your people for success. Let’s talk through some examples of constructive feedback. For any of these themes, it’s always good to have specific examples handy to help reinforce the feedback you’re giving. We’ll also give some sample scenarios of when these phrases might be most impactful and appropriate. 

Constructive feedback examples about communication skills  

An employee speaks over others and interrupts in team meetings.

“I’ve noticed you can cut off team members or interrupt others. You share plenty of good ideas and do good work. To share some communication feedback , I’d love to see how you can support others in voicing their own ideas in our team meetings.” 

An employee who doesn’t speak up or share ideas in team meetings.

“I’ve noticed that you don’t often share ideas in big meetings. But in our one-on-one meetings , you come up with plenty of meaningful and creative ideas to help solve problems. What can I do to help make you more comfortable speaking up in front of the team?” 

An employee who is brutally honest and blunt.

“Last week, I noticed you told a teammate that their work wasn’t useful to you. It might be true that their work isn’t contributing to your work, but there’s other work being spread across the team that will help us reach our organizational goals. I’d love to work with you on ways to improve your communication skills to help build your feedback skills, too. Would you be interested in pursuing some professional development opportunities?”  

An employee who has trouble building rapport because of poor communication skills in customer and prospect meetings.

“I’ve noticed you dive right into the presentation with our customer and prospect meetings. To build a relationship and rapport, it’s good to make sure we’re getting to know everyone as people. Why don’t you try learning more about their work, priorities, and life outside of the office in our next meeting?” 

Constructive feedback examples about collaboration 

An employee who doesn’t hold to their commitments on group or team projects.

“I noticed I asked you for a deliverable on this key project by the end of last week. I still haven’t received this deliverable and wanted to follow up. If a deadline doesn’t work well with your bandwidth, would you be able to check in with me? I’d love to get a good idea of what you can commit to without overloading your workload.”  

An employee who likes to gatekeep or protect their work, which hurts productivity and teamwork .

“Our teams have been working together on this cross-functional project for a couple of months. But yesterday, we learned that your team came across a roadblock last month that hasn’t been resolved. I’d love to be a partner to you if you hit any issues in reaching our goals. Would you be willing to share your project plan or help provide some more visibility into your team’s work? I think it would help us with problem-solving and preventing problems down the line.” 

An employee who dominates a cross-functional project and doesn’t often accept new ways of doing things.

“I’ve noticed that two team members have voiced ideas that you have shut down. In the spirit of giving honest feedback, it feels like ideas or new solutions to problems aren’t welcome. Is there a way we could explore some of these ideas? I think it would help to show that we’re team players and want to encourage everyone’s contributions to this project.” 

Constructive feedback examples about time management 

An employee who is always late to morning meetings or one-on-ones.

“I’ve noticed that you’re often late to our morning meetings with the rest of the team. Sometimes, you’re late to our one-on-ones, too. Is there a way I can help you with building better time management skills ? Sometimes, the tardiness can come off like you don’t care about the meeting or the person you’re meeting with, which I know you don’t mean.” 

A direct report who struggles to meet deadlines.

“Thanks for letting me know you’re running behind schedule and need an extension. I’ve noticed this is the third time you’ve asked for an extension in the past two weeks. In our next one-on-one, can you come up with a list of projects and the amount of time that you’re spending on each project? I wonder if we can see how you’re managing your time and identify efficiencies.” 

An employee who continuously misses team meetings.

“I’ve noticed you haven’t been present at the last few team meetings. I wanted to check in to see how things are going. What do you have on your plate right now? I’m concerned you’re missing critical information that can help you in your role and your career.” 

Constructive feedback examples about boundaries 

A manager who expects the entire team to work on weekends.

“I’ve noticed you send us emails and project plans over the weekends. I put in a lot of hard work during the week, and won’t be able to answer your emails until the work week starts again. It’s important that I maintain my work-life balance to be able to perform my best.” 

An employee who delegates work to other team members.

“I’ve noticed you’ve delegated some aspects of this project that fall into your scope of work. I have a full plate with my responsibilities in XYZ right now. But if you need assistance, it might be worth bringing up your workload to our manager.” 

A direct report who is stressed about employee performance but is at risk of burning out.

“I know we have performance reviews coming up and I’ve noticed an increase in working hours for you. I hope you know that I recognize your work ethic but it’s important that you prioritize your work-life balance, too. We don’t want you to burn out.”  

Constructive feedback examples about managing 

A leader who is struggling with team members working together well in group settings.

“I’ve noticed your team’s scores on our employee engagement surveys. It seems like they don’t collaborate well or work well in group settings, given their feedback. Let’s work on building some leadership skills to help build trust within your team.” 

A leader who is struggling to engage their remote team.

“In my last skip-levels with your team, I heard some feedback about the lack of connections . It sounds like some of your team members feel isolated, especially in this remote environment. Let’s work on ways we can put some virtual team-building activities together.” 

A leader who is micromanaging , damaging employee morale.

“In the last employee engagement pulse survey, I took a look at the leadership feedback. It sounds like some of your employees feel that you micromanage them, which can damage trust and employee engagement. In our next one-on-one, let’s talk through some projects that you can step back from and delegate to one of your direct reports. We want to make sure employees on your team feel ownership and autonomy over their work.” 

8 tips for providing constructive feedback 

Asking for and receiving feedback isn’t an easy task. 

But as we know, more people would prefer to receive feedback than give it. If giving constructive feedback feels daunting, we’ve rounded up eight tips to help ease your nerves. These best practices can help make sure you’re nailing your feedback delivery for optimal results, too.

Be clear and direct (without being brutally honest). Make sure you’re clear, concise, and direct. Dancing around the topic isn’t helpful for you or the person you’re giving feedback to. 

Provide specific examples. Get really specific and cite recent examples. If you’re vague and high-level, the employee might not connect feedback with their actions.

Set goals for the behavior you’d like to see changed. If there’s a behavior that’s consistent, try setting a goal with your employee. For example, let’s say a team member dominates the conversation in team meetings. Could you set a goal for how many times they encourage other team members to speak and share their ideas? 

Give time and space for clarifying questions. Constructive feedback can be hard to hear. It can also take some time to process. Make sure you give the person the time and space for questions and follow-up. 

Know when to give feedback in person versus written communication. Some constructive feedback simply shouldn’t be put in an email or a Slack message. Know the right communication forum to deliver your feedback.   

Check-in. Make an intentional effort to check in with the person on how they’re doing in the respective area of feedback. For example, let’s say you’ve given a teammate feedback on their presentation skills . Follow up on how they’ve invested in building their public speaking skills . Ask if you can help them practice before a big meeting or presentation. 

Ask for feedback in return. Feedback can feel hierarchical and top-down sometimes. Make sure that you open the door to gather feedback in return from your employees. 

Start giving effective constructive feedback 

Meaningful feedback can be the difference between a flailing and thriving team. To create a feedback culture in your organization, constructive feedback is a necessary ingredient. 

Think about the role of coaching to help build feedback muscles with your employees. With access to virtual coaching , you can make sure your employees are set up for success. BetterUp can help your workforce reach its full potential.

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Unlock the power of clear and persuasive communication. Our coaches can guide you to build strong relationships and succeed in both personal and professional life.

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

5 types of feedback that make a difference (and how to use them)

Are you receptive to feedback follow this step-by-step guide, handle feedback like a boss and make it work for you, how to give constructive feedback as a manager, should you use the feedback sandwich 7 pros and cons, why coworker feedback is so important and 5 ways to give it, how to get feedback from your employees, feedback in communication: 5 areas to become a better communicator, how to give negative feedback to a manager, with examples, similar articles, 30 customer service review examples to develop your team, how to give feedback using this 4-step framework, how to embrace constructive conflict, 25 performance review questions (and how to use them), stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Presentation Feedback Survey Template

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Could your presenting skills use a refresher?

Delivering a presentation at a meeting or an event isn’t easy. But, in the moment, it’s hard to know if well it went. Pressure can get to the best of us, so invite your audience to share their thoughts with a presentation feedback survey.

Presentation feedback survey FAQs:

Getting open and honest feedback.

It’s hard to critique someone face to face. If you want honest feedback, an anonymous survey is the way forward. It’ll make getting opinions from your audience a much easier process.

But, how do you get feedback that actually helps you improve? It’s all about the questions you ask. We recommend a mix of open and closed questions. Be as specific as possible—our flexible typeforms make it easy.

Embedding surveys into your event strategy

Whether you’re running a two-day conference, a webinar or a small networking event, feedback surveys are an essential part of your strategy.

In order to provide the best event, you need to know more about your audience’s experience. Following your presentation, gather your feedback and analyse areas for improvement ahead of your next event. Reviewing your feedback survey results is easy with Typeform. Download a shareable report, or simply export the data into a spreadsheet.

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How to Give Effective Presentation Feedback

A conversation with sam j. lubner, md, facp.

Giving an effective scientific presentation, like all public speaking, is an acquired skill that takes practice to perfect. When delivered successfully, an oral presentation can be an invaluable opportunity to showcase your latest research results among your colleagues and peers. It can also promote attendee engagement and help audience members retain the information being presented, enhancing the educational benefit of your talk, according to Sam J. ­Lubner, MD, FACP , Associate Professor of Medicine and Program Director, Hematology-Oncology Fellowship, at the University of Wisconsin Carbone Cancer Center, and a member of ASCO’s Education Council.

Sam J. ­Lubner, MD, FACP

In 2019, the Education Council launched a pilot program to provide a group of selected speakers at the ASCO Annual Meeting with feedback on their presentations. Although some of the reviewers, which included members of the Education Council and Education Scholars Program, as well as ASCO’s program directors, conveyed information to the presenters that was goal-referenced, tangible, transparent, actionable, specific, and personalized—the hallmarks of effective feedback—others provided comments that were too vague to improve the speaker’s performance, said Dr. Lubner. For example, they offered comments such as “Great session” or “Your slides were too complicated,” without being specific about what made the session “great” or the slides “too complicated.”

“Giving a presentation at a scientific meeting is different from what we were trained to do. We’re trained to take care of patients, and while we do have some training in presentation, it usually centers around how to deliver clinical information,” said Dr. Lubner. “What we are trying to do with the Education Council’s presentation feedback project is to apply evidence-based methods for giving effective feedback to make presentations at ASCO’s Annual Meeting, international meetings, symposia, and conferences more clinically relevant and educationally beneficial.”

GUEST EDITOR

The ASCO Post talked with Dr. Lubner about how to give effective feedback and how to become a more effective presenter.

Defining Effective Feedback

Feedback is often confused with giving advice, praise, and evaluation, but none of these descriptions are exactly accurate. What constitutes effective feedback?

When I was looking over the literature on feedback to prepare myself on how to give effective feedback to the medical students and residents I oversee, I was amazed to find the information is largely outdated. For example, recommendations in the 1980s and 1990s called for employing the “sandwich” feedback method, which involves saying something positive, then saying what needs to be improved, and then making another positive remark. But that method is time-intensive, and it feels disingenuous to me.

What constitutes helpful feedback to me is information that is goal-referenced, actionable, specific, and has immediate impact. It should be constructive, descriptive, and nonjudgmental. After I give feedback to a student or resident, my next comments often start with a self-reflective question, “How did that go?” and that opens the door to further discussion. The mnemonic I use to provide better feedback and achieve learning goals is SMART: specific, measurable, achievable, realistic, and timely, as described here:

• Specific: Avoid using ambiguous language, for example, “Your presentation was great.” Be specific about what made the presentation “great,” such as, “Starting your presentation off with a provocative question grabbed my attention.”
• Measurable: Suggest quantifiable objectives to meet so there is no uncertainty about what the goals are. For example, “Next time, try a summary slide with one or two take-home points for the audience.”
• Achievable: The goal of the presentation should be attainable. For example, “Trim your slides to no more than six lines per slide and no more than six words per line; otherwise, you are just reading your slides.”
• Realistic: The feedback you give should relate to the goal the presenter is trying to achieve. For example, “Relating the research results back to an initial case presentation will solidify the take-home point that for cancer x, treatment y is the best choice.”
• Timely: Feedback given directly after completion of the presentation is more effective than feedback provided at a later date.

The ultimate goal of effective feedback is to help the presenter become more adept at relaying his or her research in an engaging and concise way, to maintain the audience’s attention and ensure that they retain the information presented.

“Giving a presentation at a scientific meeting is different from what we were trained to do.” — Sam J. Lubner, MD, FACP Tweet this quote

Honing Your Communication Skills

What are some specific tips on how to give effective feedback?

There are five tips that immediately come to mind: (1) focus on description rather than judgment; (2) focus on observation rather than inference; (3) focus on observable behaviors; (4) share both positive and constructive specific points of feedback with the presenter; and (5) focus on the most important points to improve future ­presentations.

Becoming a Proficient Presenter

How can ASCO faculty become more proficient at delivering their research at the Annual Meeting and at ASCO’s thematic meetings?

ASCO has published faculty guidelines and best practices to help speakers immediately involve an audience in their presentation and hold their attention throughout the talk. They include the following recommendations:

• Be engaging. Include content that will grab the audience’s attention early. For example, interesting facts, images, or a short video to hold the audience’s focus.
• Be cohesive and concise. When preparing slides, make sure the presentation has a clear and logical flow to it, from the introduction to its conclusion. Establish key points and clearly define their importance and impact in a concise, digestible manner.
• Include take-home points. Speakers should briefly summarize key findings from their research and ensure that their conclusion is fully supported by the data in their presentation. If possible, they should provide recommendations or actions to help solidify their message. Thinking about and answering this question—if the audience remembers one thing from my presentation, what do I want it to be?—will help speakers focus their presentation.
• When it comes to slide design, remember, less is more. It’s imperative to keep slides simple to make an impact on the audience.

Another method to keep the audience engaged and enhance the educational benefit of the talk is to use the Think-Pair ( ± Share) strategy, by which the speaker asks attendees to think through questions using two to three steps. They include:

• Think independently about the question that has been posed, forming ideas.
• Pair to discuss thoughts, allowing learners to articulate their ideas and to consider those of others.
• Share (as a pair) the ideas with the larger group.

The value of this exercise is that it helps participants retain the information presented, encourages individual participation, and refines ideas and knowledge through collaboration.

RECOMMENDATIONS FOR SLIDE DESIGN

• Have a single point per line.
• Use < 6 words per line.
• Use < 6 lines per slide.
• Use < 30 characters per slide.
• Use simple words.
• When using tables, maintain a maximum of 6 rows and 6 columns.
• Avoid busy graphics or tables. If you find yourself apologizing to the audience because your slide is too busy, it’s a bad slide and should not be included in the presentation.
• Use cues, not full thoughts, to make your point.
• Keep to one slide per minute as a guide to the length of the presentation.
• Include summary/take-home points per concept. We are all physicians who care about our patients and believe in adhering to good science. Highlight the information you want the audience to take away from your presentation and how that information applies to excellent patient care.

Speakers should also avoid using shorthand communication or dehumanizing language when describing research results. For example, do not refer to patients as a disease: “The study included 250 EGFR mutants.” Say instead, “The study included 250 patients with EGFR -mutant tumors.” And do not use language that appears to blame patients when their cancer progresses after treatment, such as, “Six patients failed to respond to [study drug].” Instead say, “Six patients had tumors that did not respond to [study drug].”

We all have respect for our patients, families, and colleagues, but sometimes our language doesn’t reflect that level of respect, and we need to be more careful and precise in the language we use when talking with our patients and our colleagues.

ASCO has developed a document titled “The Language of Respect” to provide guidance on appropriate respectful language to use when talking with patients, family members, or other health-care providers and when giving presentations at the Annual Meeting and other ASCO symposia. Presenters should keep these critical points in mind and put them into practice when delivering research data at these meetings. ■

DISCLOSURE: Dr. Lubner has been employed by Farcast Biosciences and has held a leadership role at Farcast Biosciences.

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Top 16 event feedback questions for post-event surveys

One of the best ways to find out what people liked and didn’t like about your event is to ask them in a survey. Feedback helps you figure out how well your event went. It lets you know how happy the attendees are and gives you ideas for making future events better. By asking the right event feedback questions, you’ll find out what your attendees thought of the event, how you could make it better, and what they’d like to see in the future. Pre-event survey questions are a valuable tool for gauging attendee expectations and preferences before the event takes place.

Understanding your attendees’ happiness will help you improve your event marketing and focus on what works. According to data from 2020, 87% of event marketers see participant happiness as a possible key to success. 55% of event organizers of all kinds (seminars, workshops, exhibitions, trade shows, etc.) use live polling after the event to find out how happy the attendees were.

Undoubtedly, something as simple as a survey after-event success greatly affects how well it went. And the best way to get the information you need is to ask different kinds of questions.

LEARN ABOUT:  Testimonial Questions

Content Index

What are event feedback questions?

Types of event survey questions, how to conduct an event feedback survey, tips for conducting an effective event feedback survey, top 16 event feedback survey questions for a post-event survey questionnaire, post-event survey: how to send it, advantages and disadvantages of event feedback questions.

Event feedback questions are survey questions asked after an event has concluded to help the attendees understand their opinions about the event. Every attendee has a unique experience, so it is essential to understand every individual’s opinion. 

These event feedback survey questions can be asked for public events, training courses, conferences, conclaves, exhibitions, and webinars. These survey feedback questions help researchers collect objective and actionable feedback to host better events in the future and provide satisfaction to their attendees. Positive feedback can help in a lot of things.

LEARN ABOUT: Event Surveys

For example, a training institute has carried out a training session for software professionals. The organizers believed that it could have been better in certain aspects, such as the facilities and material provided to the attendees.

LEARN ABOUT: Speaker evaluation form

However, the data suggested that the attendees appreciated the event. There were many signups for the next training sessions. It also shed light on other things that needed improvements, such as the registration process and the audio system. The organizers can use surveys such as event evaluation survey , event planning survey , or conference evaluation survey to understand the attendees’ expectations and work on improvement areas.

FREE EVENT FEEDBACK SURVEY TEMPLATE

You might want to ask different types of questions depending on the type of event and the people you want to reach. There is a right time and place to ask each kind of question based on the kind of feedback you want.

Interval scale questions

With the help of these questions, participants can score various parts of the event on a scale from one to 10 or on any other scale that makes sense for their business. 

Open-ended questions

Open-ended questions let your guests say more about their reviews and freely share their thoughts. Make sure there is enough room in the form field for your guests to grow if the event is done online.

Yes/No Questions

Questions like “Did you attend a particular part of the event” or “Did you receive all of the information” are appropriate here.

Multiple-choice questions

There are plenty of options in this selection! Give participants the option of picking from a predetermined list of choices.

Finding out what worked well and what needs to be changed for events in the future can be done by using a post-event survey to get participant input. To create a post-event feedback survey that is successful, follow the instructions below:

Step 1: Set objectives

Before making your survey, you should decide what information you want to get from your attendees. Do you want to know if they had a good time at the event? Do they care about what you tell them? Knowing your goals can help you order your questions and find the right information. The poll should be as short as possible. Some people may find it hard to answer questions with no right answer. You can make it easy for people to fill out your survey by giving them choices.

Step 2: Sign into QuestionPro

Choose a platform like QuestionPro that is easy to use and lets you change the survey to fit your needs. Start making your questions after an event with QuestionPro now!

Step 3: Create a survey

Create questions that will help you gather the information you need while keeping in mind the goals you set in step one. Make sure your questions are easy to understand and have choices for answers that cover every possible situation. 

Step 4: Test the survey

Before sending the survey to users, you should test it to make sure it works as it should and that all the questions are easy to understand. 

Step 5: Send the survey to participants

Once you’re happy with your survey, it’s time to send it to the people who are going to fill it out. You can email it, share it on social media, or put a link to it on the website for your event.

Step 6: Analyze the data

After getting feedback, spend some time looking at the numbers to see if there are any places that could be better for future corporate events. Use the notes to make changes and improve the experience of participants at future events.

Learn About: 360 Feedback Forms

Timing is important

Once the event sponsors have concluded, the organization should not wait for a long time. As soon as the function is over, ask the attendees how they felt, as the experience is still fresh for them. You can send the event feedback surveys over a thank you email or even ask them to answer on their way out of the event to collect data that would be most accurate. A comprehensive data asset management strategy fosters trust, minimizes risks, and empowers businesses to harness the full potential of their customer data.

Use images and videos

Online surveys can be exhaustive, especially after attending an event. Most attendees would rather leave than sit and answer multiple questions. Hence, keeping the study small and adding attractive images would give you a good survey response rate from your audience.

Evaluate the speakers/instructors

After the event, attendees might remember only those speakers they liked. Hence if you evaluate all the speakers, the attendees can suggest which speaker they liked and why. You can choose the future event speakers as per the audience’s interest to get a large footfall for the event. 

Mobile optimized survey

Post an event, and attendees generally tend to leave immediately. It can be challenging to get the audience to answer your survey quickly. So, the surveys should be mobile-optimized. Answering questions on mobile gives flexibility to the attendees. They are more likely to complete the survey.

Attractive survey design

The survey design chosen for your post-event feedback survey must be appealing. Keep brand consistency in mind while designing your event feedback questionnaire. Brand your survey design such that it creates a lasting impression.

Thank your respondent

Having a thank you page at the end of your survey is vital, as the respondent has made an effort to spare some time for you. Furthermore, to keep the event fresh in their minds and create a lasting impression, you can add links to interesting articles by the speakers or add photographs taken at the event. 

Mention your next event

An event feedback survey can also act as a promotional asset. You can mention your upcoming event in these questions and get an approximate idea of how many people will attend the next event and what they expect from it.

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An event feedback questions survey will enable the organizers to understand if they could deliver an event that met the expectations of its audience. Carrying out such a study will also help the host learn improvement areas. 

Use below event feedback simple survey questions to evaluate an event’s success.

• Considering your complete experience at the event, how likely are you to recommend our future events to your friends or colleagues?
• On a scale of 1 to 7, 7 being the highest, how would you rate the event?
• What are the three things that you liked the most?
• What are the three things that you disliked the most?
• Extremely helpful
• Very helpful
• Somewhat helpful
• Not so helpful
• Not at all helpful
• All of the information
• Most of the information
• Some of the information
• A little of the information
• None of the information
• Strongly disagree
• Strongly agree
• What was the reason you chose to participate in our event, and what were your expectations from the event?
• Very dissatisfied
• Dissatisfied
• Very satisfied
• No, the communication was one way
• Yes, it was very interactive
• Do you have any other comments/suggestions that would help us make future events better?

Depending on your general goals and the type of event, you could send your post-event surveys to attendees in a number of ways. Check out the ideas below for how to follow up on surveys after an event. Don’t forget that you can pick more than one post-event survey questions to reach the most people!

This is one of the best ways to get a form to people at an event. Why? Almost everyone has an email address, and getting feedback is easy if you do it right. You should only think about using email feedback if you know your email lists are clean and you’ll be able to reach everyone at the event.

Social media

This choice is great for people who are very active on social media or whose event has a big social component. If your event had a closed Facebook or LinkedIn group for communication or a hashtag for live-tweeting, post the link to those groups so people can comment.

Attendee app

If you’re holding a virtual event, you’ll want to make sure that the software you’re using makes everything go smoothly. With the right software, you’ll also be able to talk to your crowd during and after the event.

Your site is

You might have a landing page for the event or an integration with your event software. In this case, your website would be the best place to host the comments after the event.

If your event is in person, it’s important to share your link for follow-up after the event while your audience is still paying attention. Even though it will be harder to put together and remember later, some events may get more responses if they are given in person.

LEARN ABOUT: Travel Survey Questionnaire And Survey Template

Advantages of post-event surveys:

• Feedback collection for organizers
• Identifying improvement opportunities
• Engaging attendees in the event evaluation process

Disadvantages of post-event surveys:

• Low response rates
• Potential bias in responses
• Limited depth of feedback
• Time-consuming for both organizers and attendees.

Event feedback questions are important for event leaders to get useful information and gathering feedback from event attendees. These questions can be used to determine how happy people are in general, their skills and weaknesses, and how to plan for future events. By using well-designed feedback forms, event planners can learn more about what attendee satisfaction is, how effective different parts of the event are, and how they could be made better. 

QuestionPro is an online survey platform that makes creating and sending feedback surveys for events easy. QuestionPro makes it easy for organizers to make customized feedback surveys thanks to its easy-to-use interface, customizable question types, and advanced features like branching logic and data analysis tools. The platform has many features that make it easy for event planners to collect and examine valuable feedback data, finding trends, patterns, and insights they can use.  

QuestionPro’s reporting and visualization tools make it easy to look at constructive feedback data in depth and show it in a clear way. It can be used as one of the event survey tools. This makes it easier to find key areas that need improvement and make smart choices about improving future events. By using QuestionPro, event leaders can use the power of feedback to keep getting better, give their attendees great experiences, and meet their ever-changing needs.

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Frequently Asked Questions(FAQ)

Event feedback is important because it gives organizers useful information and helps them understand how people felt about the event, how satisfied they were, and what could be done better.

Event feedback helps the people in charge figure out what went well and what didn’t, so they can make smart decisions and changes that will improve future events.

Share a summary of the feedback results with the attendees made because of what they said. Email, social media, or a message after the event to inform people about these changes.

Event surveys should have a mix of open-ended and closed-ended questions, like rating scales. Closed-ended questions give numbers, while open-ended questions let people give more detailed comments.

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How to give feedback on a presentation

Knowing how to give feedback on a presentation helps people become better presenters, sharpens their message, and gauges audience engagement ahead of time.

December 7, 2022

How many times have you been asked to give feedback on a presentation, and, while trying to organize your thoughts after hearing the presentation in real-time, found it hard to muster anything more than, "It's good"?

Or, you've taken the time to give thoughtful, nuanced advice on how a colleague can improve their presentation, only to find that you don't know exactly how to communicate it, or they don't know exactly how to implement it?

Any kind of creative feedback is difficult to conceptualize without the proper context, and that's doubly true for presentations, where you're often asked to listen to the presentation, absorb the information it's conveying, process your thoughts, and deliver a critique — all in real time. No one can give good feedback that way, but it's not the presenter's fault (or yours!). You just need a better feedback process.

Giving better presentation feedback requires examining two things:

• The feedback itself
• How it's being given (and received)

Ready to learn how to improve them both? Let's get started.

Why it's important to give feedback on a presentation

Giving feedback on a presentation comes with several key benefits.

It promotes growth and builds better presentation skills

No one is born an effective presenter. It takes time, skill, and practice to build public speaking and communication skills to where you can knock a presentation out of the park — every time.

As the old adage goes, practice makes perfect. Giving practice presentations for feedback from trusted peers and colleagues gives you an opportunity to get more presenting time under your belt — with lower stakes.

And by giving effective, actionable feedback (more on that below) to a colleague, you help ensure their next presentation is even better, which can benefit your company or organization.

It helps sharpen the message

When it comes to getting the message exactly right in a presentation, self evaluation can really only go so far. Sometimes it takes another point of view (or several of them, from all across your organization) to collaborate and craft exactly what key points you want attendees to take away from a presentation. Giving feedback allows you to help refine and sharpen the message — and to work with others who are also giving feedback — until it's perfect.

It gauges audience engagement

One of the hardest things about giving a presentation is holding audience attention from the first slide until the last.

This is especially true for an oral presentation that doesn't have any audiovisual components. In this case, it's crucial to know if there are any points where audience members might be more prone to losing focus — like if your presentation gets a little too in the weeds.

Giving feedback allows you to put yourself in the audience's shoes. Try to see and hear the presentation from their perspective, and if there's any point where you feel your mind start to wander, make a note of it — that's a point where audience engagement may be at risk during the real thing.

All feedback is not created equal

It's important to note that not all feedback is good feedback.

Not all feedback provides a benefit to the person giving the presentation. It isn't all actionable. It isn't all relevant. It isn't all useful.

When feedback is bad, it's usually for one of two reasons.

The feedback itself is of poor quality

Even when you have the best of intentions, you might still give bad feedback.

Some examples of poor quality feedback include:

• Feedback that's vague or unclear
• Feedback that's overly personal or meant as an attack
• Feedback that's dishonest, even if intended to spare the presenter's feelings

The feedback isn't communicated effectively

It's also possible to have useful feedback to give to a presenter, but to lack an effective system for communicating it. This can be especially challenging when there are multiple people trying to give feedback on one presentation at the same time. 

That's why bubbles is the best way to give feedback on a presentation. 

The presenter can record their speech, including a video of their screen to capture a Powerpoint presentation or any other visual aid they plan to use. Then, colleagues who are giving feedback can do so by leaving their comments at the exact, time-stamped moment where their feedback applies — and they can give their critique in text, audio, or video. Anyone can respond to a comment within a thread that captures (and preserves) all the context of the conversation so far. This makes it easier for a group to give feedback collaboratively, and makes it possible for the presenter to refer back to feedback at any time.

6 ways to give effective feedback on a presentation

Ready to give feedback that will turn a good presentation into a great one? The six tips below will help you give feedback that's effective and useful to the presenter, leaving them with clear takeaways they can use to level up their presentation. Let's get started.

Be specific

When giving feedback, try to be as specific as possible. Rather than saying something like, "I thought the presentation was effective," tell the presenter exactly what was effective. For example, a better piece of feedback is: "The key takeaway from the fifth slide was clear and really resonated with me." It tells the presenter exactly what you thought worked, rather than a vague, catch-all compliment.

If you're having trouble being more specific with your feedback (like if you aren't sure how to articulate your advice), sometimes an example can help! In your bubble comment, use a snippet of your own presentation (or even a Ted Talk or other professional speaking event) to more clearly illustrate what you're asking the presenter to do or change.

When you leave comments on the presenter's bubble, be sure to time-stamp them to the exact part of the presentation where the feedback applies. This can help ensure that the presenter gets the most value from your feedback, and can see what you mean in the proper context.

Be actionable

Even if your feedback is as specific as possible, it won't help the presenter if there's nothing they can do about it. That's why the next tip is to give feedback that's actionable — that is, don't just tell the presenter what they should change, but tell them what steps they can take to improve.

For example, don't just say someone needs to work on their body language while presenting. Tell them, as specifically as possible, how their body language could be improved; for example, if they should make more eye contact with audience members or gesture more with their hands while speaking.

You can even take this a step further and explain why you made this suggestion. For example, this feedback might be something like, "I would suggest making an effort to make eye contact with more members of the audience. This will engage more people and hold their attention, while helping your speech sound more natural."

Be constructive

In the same vein as giving actionable feedback is making sure you're giving constructive feedback — that is, that your feedback is about things the presenter can control and change.

Constructive criticism can be difficult to do well. It requires pointing out ways a presenter can improve — sometimes ways that can feel personal to them as they're on the receiving end of the feedback. But if the feedback is truly constructive, it's better to give it than to sugarcoat your critique to spare a presenter's feelings. And if hurting the presenter's feelings is the goal for the feedback, it's definitely not constructive.

Call out positives along with points of improvement

When giving feedback on a presentation, it can be easy to only focus on things you feel the presenter needs to improve. But it's just as important to give positive feedback that lets them know what they're doing well.

In fact, you might want to work even harder to find the positives than to point out places where the presenter can improve. In one study, conducted by academic Emily Heaphy and consultant Marcial Losada, team effectiveness was measured and compared with the ratio of positive and negative comments that team members made to one another. Heaphy and Losada found that in the most effective teams, the ratio was 5.6 — meaning those team members gave each other nearly six positive comments for every single negative one.

Medium performing teams averaged 1.9 positive comments for each negative one. And low performing teams were more negative than positive, with a 0.36 ratio (nearly three negative comments for every positive one).

The research shows that, as tempting as it may be to only point out ways a presenter can improve, it may help them even more to find as many positives as possible to go along with your constructive criticism.

This is another tip where you have a balance to strike. You should give feedback to the presenter quickly, but not so quickly that you don't have time to absorb their presentation and process your thoughts, first.

Giving feedback in real-time (for example, in a review meeting) can seem effective, since it gives the presenter a way of receiving feedback instantly. However, giving instant feedback isn't always ideal for the colleagues who are critiquing the presentation, who might give more helpful feedback if they have more time to gather their thoughts.

When you use bubbles to give feedback on a presentation, it allows everyone on the team to give feedback at their own pace. It also allows people to watch the presentation more than once, or go back through certain sections they'd like to revisit before giving feedback.

It also eliminates the need to schedule a meeting to deliver presentation feedback. Even if the presenter and people giving feedback are separated by time zones , they can watch the presentation and deliver feedback at times that are convenient for them — and the presenter can access (and action) that feedback whenever they're back online.

Do a few rounds of feedback

As everyone gives their feedback, they can collaborate in comment threads in the bubble. This allows everyone to see what's been said already, including all the context and nuance of the discussion, keeping everyone on the same page. The presenter can follow up with comments, and those giving feedback can watch the presentation more than once to give a few rounds of feedback.

This helps ensure that feedback is as comprehensive as possible, and that the presenter and everyone critiquing their presentation is able to focus on any key messages that come out of the feedback rounds — what changes are most impactful? What will really take this presentation to the next level?

Make feedback more comprehensive and collaborative

Giving feedback on a presentation will be most effective when your entire team can work together, seamlessly, to give comprehensive feedback to the presenter. With bubbles, you can have that conversation together, with all the context necessary to craft the perfect presentation.

Get started today with bubbles' free Chrome extension and start working together, in context.

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Table of Contents

What is an event survey, types of event survey questions, general event survey questions, survey questions for event attendees, survey questions for event volunteers, survey questions for sponsors and partners, survey questions for speakers and vips, survey questions for employees, survey questions for virtual events, 14 survey questions for hybrid event attendees, sponsors, and exhibitors, key takeaways: do more with event survey question data, 51 event survey questions you need to ask for the best insights.

Get inside the minds of your attendees and other stakeholders with these 51 must-ask event survey questions for virtual, in-person, and hybrid events.

What do your attendees think about your event? How about sponsors? Are they likely to support your event next year? What was the experience like for in-person versus virtual attendees at your hybrid event?

It’s hard to measure how well an event went when you only have your own experience to guide you. That’s why event tools like event surveys and event evaluations are critical for measuring attendee satisfaction. Pre-event and post-event survey questions help you gather important stakeholder feedback that would otherwise get lost in the shuffle or never shared at all. You can pair the insights you gain from event surveys with event KPIs pulled from your event platform to create a fully developed picture of how successful your event was, and how you can improve it in the future.

Don’t forget: All feedback is good feedback. Although negative feedback can sting, it’s essential for optimizing your event strategy and delivering the kinds of event experiences your attendees need, want, and expect. In this article, you’ll find event survey questions of all varieties to help you measure success and deliver the best events possible.

Event surveys are questionnaires designed to collect feedback from your attendees and can include a combination of multiple-choice and open-ended questions. You can send surveys to participants before, during, or after the event, and they are often shared digitally. Any person who interacted with your event should receive a survey because sponsors, attendees, and your event staff will all have unique perspectives on different aspects of your event.

Successful event strategies depend on stakeholder satisfaction and event surveys are one of the best ways to measure this. Whether your goal is to build a case for pitching event sponsors, to create a great virtual event experience, or to improve attendee experience on the fly, event surveys lift the curtain and give organizers insight into how attendees feel.

There are several different ways that you can pose questions to stakeholders, including the following:

• NPS Questions: A multiple-choice question that asks participants to rate an item on a numeric scale. The resulting values determine the net promoter score ( NPS )
• Yes-no Questions: A binary question that is often followed by an open-ended question based on conditional logic
• Open-ended Questions: While harder to analyze en-masse, open-ended questions can provide valuable qualitative feedback

In this post, we’ll indicate whether each question functions best as an NPS question, Yes-no question, or open-ended qualitative question. These Question Type suggestions are just that — suggestions, it’s up to you to determine the best use for your event survey.

Read on to see 51 great event survey questions and how they can help you better evaluate your event.

1. What is your level of satisfaction with this event?

Question Type: NPS

Survey questions like this one are pretty straightforward. It’s a good starting point for the questions that follow and allows you to get the big picture idea of how the event went in general and if it met expectations. A best practice in event surveys is to start off more general and get more granular towards the end.

2. Which elements of the event did you like the most?

Question Type: Open-ended

Questions like this help you get an idea of what is worth repeating for future iterations of the event. Keep track of each point and tally the number of times it was mentioned. Rank them in order from most votes to least and prioritize the winners next year.

3. What, if anything, did you dislike about this event?

Although you may be hesitant to ask this question, knowing your shortcomings allows you to learn from them. Don’t write a survey that forces respondents to leave a glowing review. Instead, show them how much you value their opinion and display those changes at your next event.

4. Are you likely to participate in one of our events in the future?

This one is very important because it reveals how enthusiastic the survey participant is about your event. Compare these numbers to the actual number of attendees who come back next year. While plans do change, you should ideally see the majority of them return. If not, consider what adjustments need to be made.

5. How likely are you to tell a friend about this event?

Using an NPS to inquire about referrals is another great way to measure event success. While some people may have enjoyed the event themselves, the true test of their experience is to see whether or not they’d subject a friend to it. Follow up on positive responses to this question with referral links and special offers.

6. Is there anything else you would like us to know?

Open-ended questions allow participants to give you feedback on anything your event survey may not have covered. You won’t be able to cover every aspect of the event in the survey. This question serves as a catchall for any additional feedback.

7. Why did you choose to attend our event and what are you hoping to take away from the experience?

Use this question before the event to make schedule adjustments or other tweaks that magnify the most coveted aspects of the experience. Give the people what they want and show them that your focus is truly on their experience

8. What did you most enjoy about today?

This is a great question for multi-day events. Remember to address any concerns or negative feedback personally and do your best to apply the feedback for the following days. Multi-day events present a unique opportunity to improve your event before it’s even over.

9. Please indicate your satisfaction with the following aspects of the event:

• Venue/ Event Platform
• Quality of Sessions
• Amount of Sessions Offered
• Date(s) of Event

All of these big-picture event characteristics shape the experience for attendees. You may find some surprising insights for the next time you plan an event. And because all of these factors are within your control, the changes will be easy to make and measure in the future.

Note: In the era of hybrid events, the virtual event platform you use to power your experience is the venue. As a result, you should be evaluating the experience of attendees in navigating it similar to how you would ask an attendee to rate a traditional venue.

10. How satisfied were you with the networking opportunities provided?

Networking is a key element of events, but with the rise of virtual events, networking has become more complicated. According to the Evolution of Events Report , 68.8% of event marketers believe it is more difficult to provide networking opportunities when hosting a virtual event. Ask this event survey question to make sure you have found the right solution for your attendees. Be sure to have a text box along with the NPS rating so participants can elaborate on their experiences.

11. Did you have any issues registering for or attending this event?

Question Type: Yes-no

This event survey question can illuminate areas where your event platform or registration software may not be a user-friendly experience and causes frustration with attendees. If you realize there is a pattern in the responses, talk to your event platform provider or user-experience team to improve on the experience. The last thing you want is for attendees to have trouble even accessing the event because it sets the tone for the rest of the event.

12. How satisfied were you with the speakers and sessions at our event?

Attendee satisfaction is one of the key indicators that people will come back to your events. Making sure your speakers and sessions were interesting and valuable is a top priority to ensure attendees were satisfied with the experience. Questions like this one help you get an idea of what is worth repeating for future events.

13. What topics would you like to see more of at our next event?

Your post-event survey can be a launching point for ideas for your next event. Attendees may have suggestions and interesting perspectives you otherwise wouldn’t have known. Ask attendees what they want to see and design your next event with their feedback in mind.

14. Were you happy with the time for discussion during sessions?

We’ve all been to an event where the session ran out of time leaving nothing for discussion, and quite frankly, it’s a letdown. If attendees felt like there was not enough time, consider carving out more time for attendees to participate in the discussion.

15. How did you feel about the duration of the content?

Content length is especially important for virtual events. Attention spans are getting shorter and tuning in from home provides a plethora of distractions. In our Virtual Benchmarks Report , we found the average virtual attendee only watches 68% of a virtual session that is 20 minutes or longer. That comes out to just over 13 minutes. By asking this event survey question you can gauge if your sessions were the appropriate length for your audience or use the insights to take action to improve durations for the next event.

16. How did you hear about this event?

The main objective of this question is to find out where attendees first heard about your event. Use the information you gather from this event survey question to see what marketing channels are working the best for your event, and where you need to improve.

17. Would you recommend this event as a positive volunteer opportunity to your network?

Similar to attendees, your volunteers often represent the backbone of your event. Knowing that they enjoyed the experience enough to recommend future volunteers should be gratifying. Plus, there usually aren’t enough volunteers to go around, so having some people to follow up with could help build out your team.

18. Are you interested in volunteering with us in the future?

If volunteers are willing to come back again then you know you’ve thrown a great event. Keep a list of these names and calculate how many volunteers you’ll need for next year.

19. Please share your thoughts on the event as a whole.

This open-ended question shows sponsors and partners that you value their opinion as collaborators. You’ll also want to start with a broad question like this one because it will help them think critically about the details in the following points.

20. Did this year’s event meet your expectations? Why or why not?

Question Type: Yes-no, Open-ended

While you may already know their goals, you might not know what they were expecting from this event. Generally speaking, it’s often hard for anyone to gauge their assumptions about an experience until it is over, which is why including this question along with a prompt to further explain their answer is often more insightful than simply checking yes or no.

21. How relevant was the audience for your business/industry?

Question: NPS

To create a great sponsor partnership, you need to ensure the event audience is relevant to sponsors. Often brands sign up to sponsor events to achieve sales and marketing goals, or brand visibility. If the audience is not relevant, sponsors will have less success engaging with attendees and fall flat on their goals.

22. What was the ROI of sponsoring this event?

This question will give you a good idea of if your sponsorship packages were valuable or not. Keeping the question opened ended will help educate you on exactly what the sponsors found valuable. If the responses are good and the event ROI was high, you could also use these answers as proof demonstrating to future sponsors your sponsorship opportunities are a great investment.

Bonus Tip: According to our Event Marketing Report , 54% of event marketers have trouble showing event ROI to key decision-makers. Make sure to give your sponsors plenty of data to help them track ROI and make sure their event sponsorship made an impact.

23. Will we see you again next year?

Ideally, all of your sponsors and partners would love to do the event every year. Be sure to do a pulse check and determine if their experience of the event was all they’d hoped it would be. Follow up with no responses for more information as to why they won’t be returning.

24. Did you receive all the information you needed to successfully present before the event?

Preparation is a key element to any presentation’s success. By asking your speakers if they felt they had the information needed to successfully present you can identify strengths and weaknesses in your speaker preparation. If a speaker answers no, be sure to personally follow up with them to get more information, not only will they feel heard but you will gain invaluable insight into how to create a better experience next time.

25. How would you rate our event venue and equipment in regards to how it served your keynote?

For in-person events, speakers are the most concerned with the elements of the venue that either enhance or detract from their presentation. No one else can give you a better idea of venue effectiveness the way a speaker can. You can modify this question for virtual and hybrid events as well. For example “How would you rate working with our production team and virtual platform?”

26. Is there anything we could have done to make your event experience easier or more convenient?

This is especially important for the VIPs you hope to impress. Cater to their needs and ensure their continued involvement for years to come.

27. Do you have a friend or colleague who would enjoy speaking at our future events?

Speakers are often very involved in their communities and networks and surround themselves with pros in their field. You can easily source new and fresh presenters for next year from this group. And with the recommendation of someone who has already done it, the decision will be a no-brainer for them.

28. How would you rate the organization of this event?

Your team will be intimately familiar with the cogs of your event. If they were confused or unclear about what was happening during the event, your entire system might need a total revamp. If they felt comfortable and empowered for the duration of the event then you have a strong model to replicate in the future.

29. Do you feel roles were clearly communicated?

To have a successful event team experience you must have clear roles and responsibilities. If roles aren’t clear it can lead to problems and miscommunications that impact the execution of your event. Asking your team for feedback will let you know if there are areas to improve in team communication next event.

30. Do you think the event met its goals?

This question is a warm-up for the following. Reflecting as a team on event goals will give you a greater sense of whether you accomplished your event goals or not.

31. What impact do you see this event having on your immediate business goals?

Make sure to tie your event back into your main mission statement by asking employees to directly reflect on the impact it has had on what they’re trying to accomplish at this moment in time. If you don’t connect the event evaluation to the greater objective or plan, the event itself can feel isolated and unnecessary. Asking fellow employees to put the benefits into their own words reinforces their positive experience at the event and secures its slot in the marketing budget for next year.

32. Are you satisfied with the results of this event in regards to the impact it has made on your department?

Zooming back out again, employees should consider how the actions of the marketing department directly affect their greater purpose in the company. Asking this question will even help you learn and make connections between how your event can (and should) support the company as a whole.

33. How satisfied were you with the platform experience?

Your virtual platform can make or break your event. Asking this question allows you to find out how attendees felt about the overall virtual experience. Make sure to include a prompt with room to add more in case participants wish to elaborate.

34. What features did you like best about the event experience?

Questions like this allow you to narrow in on those experiences while planning your next event. Knowing what worked and what is worth repeating saves you time when producing your next event. Keep a list of each point and find themes and popular responses to prioritize popular experiences next year.

35. Did you find the event easy to navigate?

Success at a virtual event goes hand-in-hand with how easily attendees can navigate the experience. If attendees can’t find parts of the event due to a poor navigation design, they won’t be able to experience the event in full. This question will gauge if any improvements need to be made in the next iterations.

36. If you used tech support, how would you rate your experience?

When an attendee runs into an issue attending your virtual event, they contact your support team. Can’t log in? Contact event support. No audio? Contact event support. How the issue is resolved will leave a lasting impression. No matter if you have live chat, email, or a knowledge base this question will help give you insight into if your current tech support system is working or not.

37. How would you rate the quality of audio and video at the event?

There are many variables when it comes to audio and video at virtual events. Many speakers are presenting from their homes which leaves room for poor internet connections, bad audio quality, or less than stellar backgrounds. Ask attendees to rate the quality of audio and video. If attendees weren’t satisfied, do an AV audit and identify areas of improvement, then relay that information to speakers and presenters at the following event. Improvements might include minimum internet speeds, types of approved microphones, or sending presenter kits directly to speaker’s homes to ensure quality audio and visual.

Although many of the questions above can be altered for a hybrid audience, we wanted to break out some questions specifically for hybrid events. Below, you’ll find questions followed by the type of question.

Hybrid Event Survey Questions for Both Audiences

• Did you participate in the event virtually or in-person? (Multiple-choice: Virtual, In-person)
• Were the before, during, and post-event communications clear? (Yes-no)
• Were you able to effectively network in a hybrid environment? (Yes-no)
• How would you prefer to attend your next hybrid event? ( Multiple choice: Virtual, In-person, No preference)

Hybrid Event Survey Questions for Virtual Attendees

• Pre-event question: As a virtual attendee, do you want the opportunity to engage with in-person attendees? (Yes-no)
• Why did you choose to participate virtually rather than attend in-person? ( Open-ended)
• As a virtual attendee, do you feel like you were part of the live experience? (Yes-no)
• Do you feel not attending the event onsite hindered your overall experience? (Yes-no)

Note:  This pre-event question allows you to provide different options in the future or to change plans before the event kicks off.

Hybrid Event Survey Questions for In-Person Attendees

• How many virtual attendees did you engage with? ( Multiple-choice)
• How would you rate your experience talking to virtual attendees? (NPS)
• Why did you choose to attend in-person? (Open-ended)
• What types of on-site activities would you enjoy in the future? (Open-ended)

Hybrid Event Survey Questions for Sponsors and Exhibitors

• As a sponsor, which format did you prefer to engage with attendees? ( Multiple choice: Virtual, In-person, Both)
• As an exhibitor, did you have the resources to effectively manage both an in-person and virtual booth at the same time? (Yes-no)

Event engagement is so much more than selling tickets. With the help of event survey tools you can get to the core of the question, “How do I know if my event was successful?” and see if your event was a success. When crafting your surveys, keep these general ideas in mind:

• Feedback is good. Every participant in your event, whether they are involved behind the scenes or on the front-end, has something valuable to teach you.
• People love to share their opinion , an event survey gives them a platform to do so and feel valued.
• Find your people. By knowing who you’ve won over this year you’ll already have a jump start on making next year even more successful.
• Keep it short. While it would be great to ask all the questions mentioned above, be respectful of participants’ time and keep your survey short.
• If you don’t know, just ask . People love helping others (and talking about themselves), so chances are they’ll be more than willing to share their experience with you.

Editor’s Note:  This post was originally published in November 2018 and has been updated for relevance.

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7 Questions to Help with Presentation Feedback

10+ Sample Workshop Feedback Form Sample Forms

Sample training feedback forms - 16+ free documents in pdf, doc, customer feedback forms.

However, it is also important that one evaluates these presentations to see if all the information within it is accurate. This is very important as there may be some presenters that were not able to do proper research and may include false information. So it’s very important to provide presenters with feedback regarding how well they were able to inform others about a topic and to tell them any issues .

How to Give Constructive Feedback for Presentations

Follow these steps to ensure that the presenter knows what he or she did right and wrong:

• Phrase whatever criticism you have positively. The aim of feedback is not to put someone down, rather it’s to help that person improve. So be sure that whatever you say only has the intention to help that person. If the presenter did something well, then point it out, if that person did something wrong, then tell that person in a respectful and professional manner.
• Be clear and concise with what you have to say. It will not help if you’re being vague  during an evaluation . Point out specific details of the presentation that have either impressed you, or ones you think the presenter should have worked on. So if a presenter has a problem with the PowerPoint presentation, then point out the particulars of the PowerPoint such as the slides, font, or the information it contains.
• Provide feedback regarding the behavior of the presenter. If there are mannerisms that you think the presenter should change, then state it in a way that points it out properly. With proper feedback , you can show the presenter what things he or she needs to change that could help benefit the presentation. A good example would be telling the presenter that a certain outline wasn’t clear enough due to the structure of the presentation being all jumbled.
• Be tough, but not mean when there are mistakes.  If you are going to point out the problems of a presentation, make sure you are doing it in a way that doesn’t seem like you are putting the presenter down. If it’s a big problem, then do not be afraid to be clear as to what the problem is, but do in a manner that the presenter understands what the problem is without feeling uncomfortable. It’s also very important that after providing negative feedback, the evaluator must also make suggestions and advice that the presenter can use to solve these problems.

Questions That Will Aid in Post Presentation Feedback

If you’re going to provide feedback on a presentation , then these are the questions that need to be answered for you to be able to tell the presenter how he or she was able to perform:

• Did the presenter run out of time?  If the presenter was able to present everything within the time limit, then you take a look at how he or she was able to do so. You will need to see if there was any extra time left, or if the presenter went beyond the agreed time to present a certain topic.
• If the presenter did a PowerPoint presentation, where there any mistakes in the slide contents? This is very important as slides are visual aids that can help one go into detail into a topic by presenting images and information. It could  have had the wrong images or certain information may not be related to the topic at all
• Was the text readable or not? You will need to provide feedback based on how the audience was able to read the text on the visual aids provided by the presenter. If the text is too small, then the audience won’t be able to read it, and there might be important information within the text the presenter might not have mentioned during the discussion.
• Were there any questions that the presenter was not able to answer? This is very important as it will tell you whether or not the presenter was able to properly research whatever was supposed to be presented. During an evaluation , it is always important to test the knowledge of the presenter as it will tell you if the presenter has any knowledge of the topic or if he or she just took whatever she found and claims to have done research.
• Did the presenter follow a proper structure? A presentation should always start with a proper introduction of the topic, followed by information that involves the topic, then finally the conclusion. Some audience members might give complaints regarding how the presenter was able to showcase the topic. So if you think that the structure of the presentation is all jumbled up, then point it out in your feedback.
• Was the presenter well prepared for the presentation? It is always best do an assessment as to whether or not the presenter was able to show that he or she had made all the necessary preparations for a topic that he or she wishes to discuss to an audience. You will need to determine if the presenter was able to clearly talk about the topic, if the structure was well thought out, if additional information was placed in and much more.
• See if the presenter was able to get the point of the topic across.  This is the most important question that needs to be answered because there is always a particular reason as to why a topic is presented.  If the presenter was able to make the message clear as to why the topic is important or why the topic is being presented, then one can give that person positive remarks.

If you plan on evaluating presentations, then feel free to make use of documents such as presentation forms in PDF  that are available here in which you may print out and utilize.

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120 Questions to Ask When Requesting Feedback From Colleagues

Feedback is the flashlight that helps us navigate the sometimes foggy path of our career. It’s not just about ticking boxes; it’s about genuine connections and the “ aha ” moments that come from a fresh pair of eyes looking at our work.

So, here, you’ll find a simple, honest set of questions crafted to open up the lines of communication with your teammates. Grab a coffee, pull up a chair, and let’s get to the heart of what can really make us better at what we do.

Table of Contents

Setting the Stage for Feedback

• Could we schedule a time to discuss some feedback on my recent work?
• What’s the best way for me to ask for your input on a regular basis?
• How would you prefer to provide me with feedback, in written form or in-person?
• Is there anything specific you’d like me to prepare before we talk about feedback?
• Can you suggest a structure for our feedback sessions that you find effective?
• Do you have any initial thoughts on my work that you’d like to share right now?
• How often do you think we should have these feedback discussions?
• Would you be willing to give me both positive and constructive feedback?
• Do you need more time to observe my work, or can we start the feedback process?
• Is there someone else whose feedback you think would also be valuable to me?
• Would you be open to giving me real-time feedback when you notice something rather than waiting for a formal session?
• How can I make it easier for you to provide me with honest feedback?
• Are there any areas in particular you already think I could improve on?
• What are your expectations for our upcoming feedback session?
• Is there a feedback method you’ve used in the past that you found particularly effective?
• How detailed would you like the feedback to be?
• Would you prefer giving feedback on one project at a time or on my overall performance?
• Are you comfortable pointing out areas for improvement as you see them?
• How can I ensure that I understand and implement your feedback correctly?
• Would it be helpful if I came to the session with specific questions about my performance?

Inquiring About Specific Projects or Tasks

• What did you think about my approach to the [specific project/task]?
• In your opinion, what could I have done differently in [specific project/task]?
• Were the goals of [specific project/task] met effectively?
• Can you identify any strengths in my execution of [specific project/task]?
• What part of [specific project/task] do you think required more attention?
• How well did I manage my time during [specific project/task]?
• Do you feel the objectives of [specific project/task] were clear to me?
• In terms of outcomes, how do you rate my performance on [specific project/task]?
• Could you provide feedback on how I handled challenges during [specific project/task]?
• What are your thoughts on the level of creativity I brought to [specific project/task]?
• Did I communicate effectively with the team while working on [specific project/task]?
• Was my research thorough enough for [specific project/task]?
• How do you think I could improve my results in similar future projects?
• Were there any instances where you felt I went above and beyond on [specific project/task]?
• Do you believe I utilized all the resources available effectively for [specific project/task]?
• Was my contribution to [specific project/task] aligned with the team’s expectations?
• How did you view my problem-solving skills in the context of [specific project/task]?
• Did you notice any gaps in my skills or knowledge when working on [specific project/task]?
• What impact do you think my work on [specific project/task] had on the overall project goals?
• In hindsight, is there anything about [specific project/task] that we should discuss further?

Addressing Communication and Team Interaction

• How do you perceive my communication style within the team?
• Can you provide an example of when my communication was particularly effective?
• Have there been any instances where you felt my communication was lacking?
• In your view, how well do I listen and respond to my colleagues’ ideas?
• How do I handle conflicts or disagreements in the team?
• What can I do to improve trust and openness with my colleagues?
• Are there ways I could better support my teammates?
• How do you rate my collaboration with other departments or teams?
• Do you think I need to be more assertive or more receptive when dealing with team issues?
• How effectively do I handle feedback from others?
• Is there a situation where you believe I could have dealt with a team dynamic more effectively?
• In what ways have I contributed to the team’s success?
• Do you feel I am approachable for discussions and feedback?
• How has my presence influenced the team’s work environment?
• Can you provide feedback on my role during team meetings?
• What should I start doing, stop doing, or continue doing to enhance team interaction?
• How can I better facilitate collaboration within the team?
• Am I giving enough recognition and credit to my peers’ ideas and contributions?
• During team projects, do you feel I’m appropriately balancing leadership and membership roles?
• Are there any team exercises or approaches you recommend I engage in to foster better teamwork?

Soliciting Constructive Criticism for Professional Growth

• What are the top areas you believe I need to work on for professional development?
• Are there specific skills you think I should focus on improving?
• How can I be more effective in my current role?
• Can you share examples of when I could have handled a situation more professionally?
• What habits should I adopt to enhance my professional growth?
• In what ways could I increase my productivity or efficiency?
• Are there any resources or trainings you’d suggest I look into for professional improvement?
• What strengths should I leverage more in my professional endeavors?
• Is there a particular aspect of my work ethic you feel could use improvement?
• How well do you think I adapt to new roles or challenges?
• Are there any industry trends I should be more aware of to grow professionally?
• Could you suggest areas of specialization that might benefit my career advancement?
• What type of leadership or management style do you think would suit me best?
• Do you see any untapped potential in my skillset that I could develop further?
• How could I better demonstrate initiative and innovation in my work?
• What do you feel is holding me back from reaching my full potential?
• Can you identify any blind spots in my professional knowledge or abilities?
• What mindset changes would be beneficial for me to adopt for professional growth?
• How could I improve in setting and achieving career goals?
• What do you see as my most significant contribution to the team, and how can I build on it?

Exploring Personal Impact and Leadership

• How do you think my personal values and work ethic reflect in my job performance?
• Can you provide feedback on how I inspire or motivate others in the workplace?
• In what ways do you believe I influence the team’s morale?
• Do you see me as a leader within our team or organization?
• How do my personal goals align with the team’s objectives?
• What impact do you think my attitude has on our work environment?
• How could I better embody the qualities of a leader you admire?
• What personal strengths have I demonstrated that benefit the team?
• Have I shown growth in my ability to lead projects or initiatives?
• Are there aspects of my personality you think I should bring to the forefront more often?
• Do you think I am receptive to others’ personal and professional needs?
• How do you believe I handle responsibility and accountability?
• Could you provide examples of when my leadership had a positive impact?
• What areas of personal development should I focus on to better support the team?
• Are there leadership skills you feel I could improve upon?
• Can you suggest ways I can improve my personal influence within the organization?
• How have my actions reflected my commitment to our team’s success?
• Do you think I effectively model the company’s values and culture?
• Have you observed any problematic behaviors or attitudes that I need to address?
• What guidance can you offer for me to enhance my leadership presence?

Discussing Future Goals and Opportunities

• How do you view my potential for advancement within the company?
• What skills should I acquire to prepare for future roles I’m interested in?
• Are there upcoming projects or opportunities you think would be a good fit for me?
• How could I better align my career aspirations with the company’s direction?
• What steps would you recommend I take to reach my long-term career objectives?
• Can you suggest ways I can contribute more significantly to the organization’s goals?
• What kind of mentoring or support do you think would be helpful for my growth?
• Do you believe I am ready to take on more complex or higher-level tasks?
• How can I demonstrate to leadership that I’m prepared for more responsibility?
• Are there particular achievements or milestones I should be aiming for in the near future?
• Would you support my pursuit of professional certifications or continuing education?
• How can I stay informed about internal opportunities for advancement?
• What benchmarks should I be setting to track my progress towards my career goals?
• Can you provide insights on how the industry’s future trends may influence my career path?
• What networking opportunities within or outside the company should I explore?
• How can I make a case for my involvement in strategic initiatives?
• Do you see any areas within the company where I could make a more substantial impact?
• Can we map out a potential career path together based on my strengths and interests?
• What organizational challenges can I help address with my current skill set?
• How should I be leveraging performance feedback to maximize my future career opportunities?

Frequently Asked Questions

How do you ask your team members for feedback.

Requesting feedback from team members  is all about being clear, respectful, and open.

Start with a direct approach: “ I’d love to hear your thoughts on how I can improve my work. Can we set aside some time to talk? ”

Be specific about what you want feedback on and let them know you value their perspective.

What’s the best time to ask for feedback from employees?

The best time to ask for feedback is:

Immediately after a project or task completion , when details are fresh in the mind. During regular one-on-one meetings , ensuring a private and focused setting. Outside of high-stress periods , avoiding times of intense workload or tight deadlines.

How do you ask for a feedback performance review?

Approach the request for a feedback performance review with clarity and preparation: “ I’m eager to learn and grow. Can we schedule a performance review to discuss my recent work and how I can evolve in my role? ”

Come with specific areas you wish to discuss and show openness to learning.

How can you use feedback to improve your performance?

Using feedback for performance improvement involves active listening, reflection, and action.

Break the feedback down into  actionable steps , pinpointing  specific areas  for change.

Regularly  revisit the feedback , considering it a roadmap for your personal development, and track your progress over time.

Why is feedback important in improving one’s strengths and weaknesses?

Feedback is like a personal trainer for your career—it highlights your  strengths  to build on and  weaknesses  to address. It provides  perspective  and a  clear direction  for development.

By understanding how others perceive our work, we can focus on making targeted improvements and capitalizing on what we do best.

Final Thoughts

It’s clear—it’s not about the asking; it’s about the engaging. These questions are your conversation starters, the little nudges that encourage sharing and growth. Use them as your guide to foster those real, raw dialogues that shape careers and sharpen skills.

Take them, tweak them, and watch how a few thoughtful questions can pave the way to truly impactful changes.

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Jahrine Okutsu

Our approach

• Responsibility
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RECOMMENDED READS

• 5 Steps to Getting Started with Llama 2
• The Llama Ecosystem: Past, Present, and Future
• Introducing Code Llama, a state-of-the-art large language model for coding
• Meta and Microsoft Introduce the Next Generation of Llama
• Today, we’re introducing Meta Llama 3, the next generation of our state-of-the-art open source large language model.
• Llama 3 models will soon be available on AWS, Databricks, Google Cloud, Hugging Face, Kaggle, IBM WatsonX, Microsoft Azure, NVIDIA NIM, and Snowflake, and with support from hardware platforms offered by AMD, AWS, Dell, Intel, NVIDIA, and Qualcomm.
• We’re dedicated to developing Llama 3 in a responsible way, and we’re offering various resources to help others use it responsibly as well. This includes introducing new trust and safety tools with Llama Guard 2, Code Shield, and CyberSec Eval 2.
• In the coming months, we expect to introduce new capabilities, longer context windows, additional model sizes, and enhanced performance, and we’ll share the Llama 3 research paper.
• Meta AI, built with Llama 3 technology, is now one of the world’s leading AI assistants that can boost your intelligence and lighten your load—helping you learn, get things done, create content, and connect to make the most out of every moment. You can try Meta AI here .

Today, we’re excited to share the first two models of the next generation of Llama, Meta Llama 3, available for broad use. This release features pretrained and instruction-fine-tuned language models with 8B and 70B parameters that can support a broad range of use cases. This next generation of Llama demonstrates state-of-the-art performance on a wide range of industry benchmarks and offers new capabilities, including improved reasoning. We believe these are the best open source models of their class, period. In support of our longstanding open approach, we’re putting Llama 3 in the hands of the community. We want to kickstart the next wave of innovation in AI across the stack—from applications to developer tools to evals to inference optimizations and more. We can’t wait to see what you build and look forward to your feedback.

Our goals for Llama 3

With Llama 3, we set out to build the best open models that are on par with the best proprietary models available today. We wanted to address developer feedback to increase the overall helpfulness of Llama 3 and are doing so while continuing to play a leading role on responsible use and deployment of LLMs. We are embracing the open source ethos of releasing early and often to enable the community to get access to these models while they are still in development. The text-based models we are releasing today are the first in the Llama 3 collection of models. Our goal in the near future is to make Llama 3 multilingual and multimodal, have longer context, and continue to improve overall performance across core LLM capabilities such as reasoning and coding.

State-of-the-art performance

Our new 8B and 70B parameter Llama 3 models are a major leap over Llama 2 and establish a new state-of-the-art for LLM models at those scales. Thanks to improvements in pretraining and post-training, our pretrained and instruction-fine-tuned models are the best models existing today at the 8B and 70B parameter scale. Improvements in our post-training procedures substantially reduced false refusal rates, improved alignment, and increased diversity in model responses. We also saw greatly improved capabilities like reasoning, code generation, and instruction following making Llama 3 more steerable.

*Please see evaluation details for setting and parameters with which these evaluations are calculated.

In the development of Llama 3, we looked at model performance on standard benchmarks and also sought to optimize for performance for real-world scenarios. To this end, we developed a new high-quality human evaluation set. This evaluation set contains 1,800 prompts that cover 12 key use cases: asking for advice, brainstorming, classification, closed question answering, coding, creative writing, extraction, inhabiting a character/persona, open question answering, reasoning, rewriting, and summarization. To prevent accidental overfitting of our models on this evaluation set, even our own modeling teams do not have access to it. The chart below shows aggregated results of our human evaluations across of these categories and prompts against Claude Sonnet, Mistral Medium, and GPT-3.5.

Preference rankings by human annotators based on this evaluation set highlight the strong performance of our 70B instruction-following model compared to competing models of comparable size in real-world scenarios.

Our pretrained model also establishes a new state-of-the-art for LLM models at those scales.

To develop a great language model, we believe it’s important to innovate, scale, and optimize for simplicity. We adopted this design philosophy throughout the Llama 3 project with a focus on four key ingredients: the model architecture, the pretraining data, scaling up pretraining, and instruction fine-tuning.

Model architecture

In line with our design philosophy, we opted for a relatively standard decoder-only transformer architecture in Llama 3. Compared to Llama 2, we made several key improvements. Llama 3 uses a tokenizer with a vocabulary of 128K tokens that encodes language much more efficiently, which leads to substantially improved model performance. To improve the inference efficiency of Llama 3 models, we’ve adopted grouped query attention (GQA) across both the 8B and 70B sizes. We trained the models on sequences of 8,192 tokens, using a mask to ensure self-attention does not cross document boundaries.

Training data

To train the best language model, the curation of a large, high-quality training dataset is paramount. In line with our design principles, we invested heavily in pretraining data. Llama 3 is pretrained on over 15T tokens that were all collected from publicly available sources. Our training dataset is seven times larger than that used for Llama 2, and it includes four times more code. To prepare for upcoming multilingual use cases, over 5% of the Llama 3 pretraining dataset consists of high-quality non-English data that covers over 30 languages. However, we do not expect the same level of performance in these languages as in English.

To ensure Llama 3 is trained on data of the highest quality, we developed a series of data-filtering pipelines. These pipelines include using heuristic filters, NSFW filters, semantic deduplication approaches, and text classifiers to predict data quality. We found that previous generations of Llama are surprisingly good at identifying high-quality data, hence we used Llama 2 to generate the training data for the text-quality classifiers that are powering Llama 3.

We also performed extensive experiments to evaluate the best ways of mixing data from different sources in our final pretraining dataset. These experiments enabled us to select a data mix that ensures that Llama 3 performs well across use cases including trivia questions, STEM, coding, historical knowledge, etc.

Scaling up pretraining

To effectively leverage our pretraining data in Llama 3 models, we put substantial effort into scaling up pretraining. Specifically, we have developed a series of detailed scaling laws for downstream benchmark evaluations. These scaling laws enable us to select an optimal data mix and to make informed decisions on how to best use our training compute. Importantly, scaling laws allow us to predict the performance of our largest models on key tasks (for example, code generation as evaluated on the HumanEval benchmark—see above) before we actually train the models. This helps us ensure strong performance of our final models across a variety of use cases and capabilities.

We made several new observations on scaling behavior during the development of Llama 3. For example, while the Chinchilla-optimal amount of training compute for an 8B parameter model corresponds to ~200B tokens, we found that model performance continues to improve even after the model is trained on two orders of magnitude more data. Both our 8B and 70B parameter models continued to improve log-linearly after we trained them on up to 15T tokens. Larger models can match the performance of these smaller models with less training compute, but smaller models are generally preferred because they are much more efficient during inference.

To train our largest Llama 3 models, we combined three types of parallelization: data parallelization, model parallelization, and pipeline parallelization. Our most efficient implementation achieves a compute utilization of over 400 TFLOPS per GPU when trained on 16K GPUs simultaneously. We performed training runs on two custom-built 24K GPU clusters . To maximize GPU uptime, we developed an advanced new training stack that automates error detection, handling, and maintenance. We also greatly improved our hardware reliability and detection mechanisms for silent data corruption, and we developed new scalable storage systems that reduce overheads of checkpointing and rollback. Those improvements resulted in an overall effective training time of more than 95%. Combined, these improvements increased the efficiency of Llama 3 training by ~three times compared to Llama 2.

Instruction fine-tuning

To fully unlock the potential of our pretrained models in chat use cases, we innovated on our approach to instruction-tuning as well. Our approach to post-training is a combination of supervised fine-tuning (SFT), rejection sampling, proximal policy optimization (PPO), and direct preference optimization (DPO). The quality of the prompts that are used in SFT and the preference rankings that are used in PPO and DPO has an outsized influence on the performance of aligned models. Some of our biggest improvements in model quality came from carefully curating this data and performing multiple rounds of quality assurance on annotations provided by human annotators.

Learning from preference rankings via PPO and DPO also greatly improved the performance of Llama 3 on reasoning and coding tasks. We found that if you ask a model a reasoning question that it struggles to answer, the model will sometimes produce the right reasoning trace: The model knows how to produce the right answer, but it does not know how to select it. Training on preference rankings enables the model to learn how to select it.

Building with Llama 3

Our vision is to enable developers to customize Llama 3 to support relevant use cases and to make it easier to adopt best practices and improve the open ecosystem. With this release, we’re providing new trust and safety tools including updated components with both Llama Guard 2 and Cybersec Eval 2, and the introduction of Code Shield—an inference time guardrail for filtering insecure code produced by LLMs.

We’ve also co-developed Llama 3 with torchtune , the new PyTorch-native library for easily authoring, fine-tuning, and experimenting with LLMs. torchtune provides memory efficient and hackable training recipes written entirely in PyTorch. The library is integrated with popular platforms such as Hugging Face, Weights & Biases, and EleutherAI and even supports Executorch for enabling efficient inference to be run on a wide variety of mobile and edge devices. For everything from prompt engineering to using Llama 3 with LangChain we have a comprehensive getting started guide and takes you from downloading Llama 3 all the way to deployment at scale within your generative AI application.

A system-level approach to responsibility

We have designed Llama 3 models to be maximally helpful while ensuring an industry leading approach to responsibly deploying them. To achieve this, we have adopted a new, system-level approach to the responsible development and deployment of Llama. We envision Llama models as part of a broader system that puts the developer in the driver’s seat. Llama models will serve as a foundational piece of a system that developers design with their unique end goals in mind.

Instruction fine-tuning also plays a major role in ensuring the safety of our models. Our instruction-fine-tuned models have been red-teamed (tested) for safety through internal and external efforts. ​​Our red teaming approach leverages human experts and automation methods to generate adversarial prompts that try to elicit problematic responses. For instance, we apply comprehensive testing to assess risks of misuse related to Chemical, Biological, Cyber Security, and other risk areas. All of these efforts are iterative and used to inform safety fine-tuning of the models being released. You can read more about our efforts in the model card .

Llama Guard models are meant to be a foundation for prompt and response safety and can easily be fine-tuned to create a new taxonomy depending on application needs. As a starting point, the new Llama Guard 2 uses the recently announced MLCommons taxonomy, in an effort to support the emergence of industry standards in this important area. Additionally, CyberSecEval 2 expands on its predecessor by adding measures of an LLM’s propensity to allow for abuse of its code interpreter, offensive cybersecurity capabilities, and susceptibility to prompt injection attacks (learn more in our technical paper ). Finally, we’re introducing Code Shield which adds support for inference-time filtering of insecure code produced by LLMs. This offers mitigation of risks around insecure code suggestions, code interpreter abuse prevention, and secure command execution.

With the speed at which the generative AI space is moving, we believe an open approach is an important way to bring the ecosystem together and mitigate these potential harms. As part of that, we’re updating our Responsible Use Guide (RUG) that provides a comprehensive guide to responsible development with LLMs. As we outlined in the RUG, we recommend that all inputs and outputs be checked and filtered in accordance with content guidelines appropriate to the application. Additionally, many cloud service providers offer content moderation APIs and other tools for responsible deployment, and we encourage developers to also consider using these options.

Deploying Llama 3 at scale

Llama 3 will soon be available on all major platforms including cloud providers, model API providers, and much more. Llama 3 will be everywhere .

Our benchmarks show the tokenizer offers improved token efficiency, yielding up to 15% fewer tokens compared to Llama 2. Also, Group Query Attention (GQA) now has been added to Llama 3 8B as well. As a result, we observed that despite the model having 1B more parameters compared to Llama 2 7B, the improved tokenizer efficiency and GQA contribute to maintaining the inference efficiency on par with Llama 2 7B.

For examples of how to leverage all of these capabilities, check out Llama Recipes which contains all of our open source code that can be leveraged for everything from fine-tuning to deployment to model evaluation.

What’s next for Llama 3?

The Llama 3 8B and 70B models mark the beginning of what we plan to release for Llama 3. And there’s a lot more to come.

Our largest models are over 400B parameters and, while these models are still training, our team is excited about how they’re trending. Over the coming months, we’ll release multiple models with new capabilities including multimodality, the ability to converse in multiple languages, a much longer context window, and stronger overall capabilities. We will also publish a detailed research paper once we are done training Llama 3.

To give you a sneak preview for where these models are today as they continue training, we thought we could share some snapshots of how our largest LLM model is trending. Please note that this data is based on an early checkpoint of Llama 3 that is still training and these capabilities are not supported as part of the models released today.

We’re committed to the continued growth and development of an open AI ecosystem for releasing our models responsibly. We have long believed that openness leads to better, safer products, faster innovation, and a healthier overall market. This is good for Meta, and it is good for society. We’re taking a community-first approach with Llama 3, and starting today, these models are available on the leading cloud, hosting, and hardware platforms with many more to come.

Try Meta Llama 3 today

We’ve integrated our latest models into Meta AI, which we believe is the world’s leading AI assistant. It’s now built with Llama 3 technology and it’s available in more countries across our apps.

You can use Meta AI on Facebook, Instagram, WhatsApp, Messenger, and the web to get things done, learn, create, and connect with the things that matter to you. You can read more about the Meta AI experience here .

Visit the Llama 3 website to download the models and reference the Getting Started Guide for the latest list of all available platforms.

You’ll also soon be able to test multimodal Meta AI on our Ray-Ban Meta smart glasses.

As always, we look forward to seeing all the amazing products and experiences you will build with Meta Llama 3.

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