Ways to Use Polls in Your Virtual Training

Virtual training is one of the most popular ways to deliver training these days. It’s convenient for employees, it’s cost-effective, and it’s a great way to get training that fits into the busy schedules of people all over the world. But what do polls have to do with virtual training? Plenty!

Ways to Use Polls in Your Virtual Training

Polls are a great way to gather feedback from employees about the training they’ve received.  This information can then be used to make improvements or changes to future sessions. In this article, we’ll show you some ways to use polls in your virtual training sessions.

1. Ask Employees What They Thought of the Session

One of the first things you should do is ask employees what they thought of the session. This will help you to gauge how well your session was delivered and if there were any specific areas that they found particularly helpful or informative. 

It can also be useful to find out whether there are any potential improvements that could be made to future sessions.

2. Get Feedback on How Well You Followed Through on Content Lessons Learned

Another important thing to consider is whether employees felt like all content lessons learned in the session were actually followed through within the work environment.

 This is an important question to ask because if employees feel like their skills were not properly applied in the workplace, they may not be happy with the training experience.

Ways to Use Polls in Your Virtual Training

3. Ask Employees What They Thought of the Trainer’s Appearance, Voice, and Brilliance

Another way to get feedback about your trainer is to assess how well they followed through on delivering content material in an engaging and exciting manner. 

Did their voice match that of what was described in the lesson materials? Were their eyes clear and bright during the presentation? Was there enough energy shown during demonstrations or explanations?

4. Ask Employees If They Would Like to Receive Similar Training in the Future

Another question you can ask is whether employees would like to receive similar training in the future. This will help you decide which sessions or topics should be covered more fully next time around. Also, if there are any areas that employees would like more information on, you can provide additional resources in future sessions.

5. Thank Employees for their Feedback

After conducting these assessments and getting feedback from employees, it is important to thank them for their input. This will show them that your attention was focused on what they said was important and helps to build trust between the trainer and the participants.

Also, it is important to follow up with employees after the training session. This way, you can address any questions or concerns that were raised and make sure that their participation in future sessions goes as smoothly as possible.

Also Read: How to Start a Virtual Call Center

Why You Should Use Polls in Your Virtual Training

Once you have collected feedback from employees, it is important to take that information into account when making decisions about which training programs to offer. This will help you determine which content lessons are most relevant and useful for your workforce.

Additionally, you can use web conferencing tools like Adobe Connect to ask employees their opinions about the training content. This will allow you to get real-time feedback and make adjustments as needed.


Time and again, polls have proved to be one of the most effective ways of getting high-quality feedback from your audience. It is a fact that people value their opinions more than you can imagine and will not hesitate to share their thoughts publicly if they are happy or dissatisfied with how the session went.

You can also use other types of surveys like an anonymous survey where only your virtual audience will answer questions while reading through content.

This way, you can know what they actually want as far as content is concerned without being put on the spot in front of your colleagues. After all, it’s their job performance that you’re worried about!

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