Waiting for sales data is slow and inconclusive. Sales performance is influenced by many variables, making it hard to attribute improvements directly to learning.
So instead of asking “Did sales go up?”, we can ask something far more powerful:
Do employees feel more capable?
Do employees feel more capable?
This question lies at the heart of self-efficacy, a research-backed predictor of whether someone will use what they’ve learned.
When learners feel confident in applying skills at work, they’re more likely to actually use them. And when they do, performance follows.
Examples:
How well an employee thinks they can upsell products
How confident a manager feels in their leadership
How knowledgeable a team member feels about compliance
This is what the TinQwise Impact Survey helps measure.
What does the impact survey measure?
The impact survey captures the strongest predictors of behaviour change at work:
Confidence to apply learning (self-efficacy)
Actual usage of skills (behavioural frequency)
Motivation to continue applying learning
Perceived impact on work
Clarity around role and processes
Support from peers and managers
Psychological safety to learn, ask, and experiment
Barriers to using skills
These predictors are directly linked to:
🎯 Retention
⚙️ Operational performance (OpEx)
💬 Customer experience
Available types of questions for the TinQwise impact survey:
There are currently 4 types of questions for the impact survey:
Mood question (1–5 rating)
Scale question
Multiple choice text question
Open question
Why it matters
It’s faster than waiting for business metrics
It reveals learning gaps early
It gives L&D and store managers actionable insight into performance before it affects KPIs
The takeaway
TinQwise Impact rooted in self-efficacy/learner confideence help L&D teams and managers act sooner, supporting learners and improving performance without waiting for sales data.
Want to measure learning impact faster?
👉 How to create and use TinQwise Impact: this how-to article explains everything you need to know to set up and act on learner self-efficacy insights.