Language training satisfaction survey – what, how and why to survey?

After selecting a language service provider and a few months of training delivery, it is worth checking whether the classes are actually beneficial and meet the expectations of the participants. And above all – whether they are effective from a company perspective.

Do companies really survey satisfaction?

Some do. Others… assume that if no one complains, it means everything is working. Meanwhile, a lack of feedback is not always good news – especially if you invest in employee development and are concerned about efficiency.

Therefore, one of the important tasks of HR departments should be to monitor the mood and evaluation of language course participants. Simple but well thought-out satisfaction surveys – conducted periodically – are best suited for this.

Who is responsible for the survey – HR or the school?

A good language school often conducts its own quality surveys. Example:

🔹 At Prolang, we call new participants after just the first two weeks of study (depends on the intensity of the course) to check group fit and first impressions.
🔹 Every six months we carry out a satisfaction survey – we check both organisational and methodological issues.

But it is also worth conducting our own internal surveys, as the school may not have access to the whole context: the specifics of the company, the expectations of superiors or the real impact of the course on work.

What options do we have for satisfaction surveys?

1. “We react if someone complains ” – a risky solution.
2. Face-to-face interviews – e.g. with selected participants or their superiors
3. Anonymous survey – the most common and effective way

What is worth measuring?

The type of questions asked depends on the role that language courses play in the company:

1️⃣ Language as a benefit

The aim is participant satisfaction and a positive impact on motivation.

🔹 Motivation and needs

• Does the course meet your expectations?
• What do you value most about the classes?
• Do you feel that the course develops your language skills?

🔹 Organisation and adaptation

• Does the teaching schedule fit in with your work responsibilities?
• Are the teaching method and materials attractive and useful?
• Is the number of classes appropriate?

🔹 Impact on job satisfaction

• Does taking the course make you feel that the company is investing in your development?
• Would you recommend this class to other employees?

2️⃣ Language as a working tool

Here, the effectiveness of the course and its impact on work is key.

🔹 Matching to duties

• Does the course focus on the language needed for your job (e.g. industry terminology)?
• Do you practise real work situations (e.g. emails, presentations, conversations with customers)?
• How do you assess the usefulness of the course in your daily work?

🔹 Effect on efficiency

• Do you feel more confident in your professional interactions in English?
• Have you noticed an improvement in completing tasks that require language skills?
• Do superiors or colleagues see your progress?

🔹 Organisational assessment

• Does the form of the course (online/offline, individual/group) suit you?
• Does the course have the right intensity to produce results?
• What could be improved?

Summary for HR

If the course is a benefit – research the satisfaction and motivation of participants
If the course is a working tool – research the effects and usefulness of the language in a professional context

🎯 Research conducted jointly by the school and HR has the best effect, with a clear division:

• School studies the quality of the courses
• HR examines the impact of training on work and development

By the way, we are proud to publish the results of our Quality Survey after the first half of 2025.