The impact survey is made up of six core building blocks, each grounded in behavioural research. Together, they measure the key predictors of whether learning leads to real-world change.
What the standard impact gives us: A universal, scientifically validated baseline that:
works for ANY programme topic
captures the key predictors of real behaviour change
enables meaningful before–after comparison
stays simple and low-friction for mobile users
1. Intro screen: setting the tone
Let’s have a quick check-in… Everyone’s experience at work is different, and that’s completely okay.
This intro slide isn’t just polite, it’s scientifically designed to encourage psychological safety and better data.
Theory:
Social Desirability Reduction (Podsakoff)
Psychological Safety Framing (Edmondson)
Transfer Design Best Practices (Grossman & Salas)
Why it matters:
Sets a neutral, non-judgmental tone
Reduces bias in responses
Prepares learners to answer honestly
Interpretation tip
✅ No scoring here, but it influences quality of all other responses.
2. Task-specific confidence
How confident are you in handling situations related to [the focus of this programme]?
Measures how ready the learner feels to apply new skills in real-world scenarios.
Theory:
Self-Efficacy Theory (Bandura)
Theory of Planned Behaviour (Ajzen)
Training Alignment (Grossman & Salas)
Why it matters:
Indicates readiness for skill transfer
Strong predictor of performance
Builds on learner confidence, a faster alternative to business metrics
🔎 Quick tips for analysis
If high: Learners feel capable and ready to act
If low: May signal lack of clarity, support, or training gaps
💡 Use open-text feedback to find blockers or doubts
3. Behavioural frequency
In your last few [shifts/workdays], how often did you use your skills in situations related to [this programme]?
Looks at how often a skill is applied, because frequency beats yes/no answers in predicting behaviour.
Theory:
Behaviour Frequency Method (Podsakoff)
Experience Sampling / Past-Behaviour Prediction
Transfer Theory (Baldwin & Ford)
Why it matters:
More reliable than binary answers
Connects practice to real-world usage
Highlights early signs of application
Interpretation tip
If high: Learners are using skills consistently at work
If low: May indicate few opportunities, low relevance, or workflow barriers
💡 Pair with role or team data to see where skills aren’t being used
4. Intention to apply skills
How likely are you to use [programme-related skills] in your upcoming shifts or workdays?
Intention is the single strongest predictor of behaviour change.
Theory:
Theory of Planned Behaviour (Ajzen)
Transfer Motivation
Self-Efficacy Theory (Bandura)
Why it matters:
Best predictor of future skill use
Captures motivation to apply learning
Often improves before behaviours do
🔎 Quick tips for analysis
If high: Learners are motivated to apply learning
If low: May show doubts about usefulness or relevance
💡 Track this before and after a boost or nudge to see impact
5. Perceived positive impact
How much do you feel this programme has improved your ability to make a positive impact at work?
Helps link learning to broader work outcomes like engagement and effectiveness.
Theory:
Perceived Impact Theory (Grant)
Prosocial Motivation Research
Self-Determination Theory (Deci & Ryan)
Why it matters:
Predicts retention and job satisfaction
Connects skills to sense of purpose
Reinforces internal motivation to perform
🔎 Quick tips for analysis
If high: Learners see value in the programme and feel it matters
If low: May signal disconnect between training and role expectations
💡 Use to prioritise which programmes need clearer impact framing
6. Open reflection
What’s one thing that would help you feel even more confident or effective in your role?
A reflective question that strengthens learning and uncovers unmet needs.
Theory:
Reflective Learning Theory (Schön)
Metacognition
Self-directed learning
Indirect bias reduction (Podsakoff)
Why it matters:
Encourages self-awareness and ownership
Strengthens consolidation and transfer
Provides qualitative insight for L&D or managers
🔎 Quick tips for analysis
Use to surface:
Hidden barriers to learning transfer
Gaps in support, tools, or confidence
Team-level trends across regions or roles
➕ Can I add more questions?
Yes. The default survey includes five validated questions, but you can add more based on your programme’s goals.