good feedback questions for presentations

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30 presentation feedback examples

Jump to section

You're doing great

You should think of improving

Tips to improve

3 things to look for when providing presentation feedback

3 tips for giving effective feedback.

We’re all learning as we go. 

And that’s perfectly OK — that’s part of being human. On my own personal growth journey, I know I need to get better at public speaking and presenting. It’s one of those things that doesn’t necessarily come naturally to me. 

And I know there are plenty of people in my shoes. So when it comes to presenting in the workplace, it can be intimidating. But there’s one thing that can help people continue to get better at presentations: feedback . 

The following examples not only relate to presentations. They can also be helpful for public speaking and captivating your audience. 

You’re doing great 

• You really have the natural ability to hand out presentation material in a very organized way! Good job!
• Your presentations are often compelling and visually stunning. You really know how to effectively captivate the audience. Well done!
• You often allow your colleagues to make presentations on your behalf. This is a great learning opportunity for them and they often thrive at the challenge.
• Keeping presentations focused on key agenda items can be tough, but you’re really good at it. You effectively outline exactly what it is that you will be discussing and you make sure you keep to it. Well done!!
• You created downloadable visual presentations and bound them for the client. Excellent way to portray the company! Well done!
• Your content was relevant and your format was visually appealing and easy to follow and understand. Great job! You’re a real designer at heart!
• You always remain consistent with the way you present and often your presentations have the same style and layout. This is great for continuity. Well done!
• You always remain consistent with every presentation, whether it be one on ones, small group chats, with peers, direct reports, and the company bosses. You have no problem presenting in any one of these situations. Well done!
• You are an effective presenter both to employees and to potential clients. When controversial topics come up, you deal with them in a timely manner and you make sure these topics are fully dealt with before moving on. Well done!
• You effectively command attention and you have no problem managing groups during the presentation.

You should think of improving 

• You’re a great presenter in certain situations, but you struggle to present in others. Try to be more consistent when presenting so that you get one single-minded message across. This will also help you broaden your presentation skills by being able to portray one single idea or message.
• You tend to be a little shy when making presentations. You have the self-confidence in one-on-one conversations , so you definitely have the ability to make compelling presentations. Come on! You can do it!
• During presentations, there seems to be quite a lack of focus . I know it can be difficult to stick to the subject matter, however you need to in order for people to understand what the presentation is about and what is trying to be achieved.
• To engage with your audience and make them attentively listen to what you have to say, you need to be able to use your voice in an effective manner to achieve this. Try to focus on certain words that require extra attention and emphasis these words during your presentation.
• Knowing your audience is critical to the success of any presentation. Learn to pick up on their body language and social cues to gauge your style and tone. Listen to what your audience has to say and adjust your presentation accordingly.

• During presentations, it’s expected that there will be tough questions . Try to prepare at least a couple of days before the time so that you can handle these questions in an effective manner.
• To be an effective presenter you need to be able to adjust to varying audiences and circumstances. Try learning about who will be in the room at the time of the presentation and adjust accordingly.
• Remember not to take debate as a personal attack. You tend to lose your cool a little too often, which hinders the discussion and people feel alienated. You can disagree without conflict .
• The only way you are going to get better at public speaking is by practicing, practicing, practicing. Learn your speech by heart, practice in the mirror, practice in front of the mirror. Eventually, you’ll become a natural and you won't be afraid of public speaking any longer.
• Your presentations are beautiful and I have no doubt you have strong presentation software skills. However, your content tends to be a bit weak and often you lack the substance. Without important content, the presentation is empty.

Tips to improve 

• Remember it’s always good to present about the things you are passionate about . When you speak to people about your passions they can sense it. The same goes for presentations. Identify what it is that excites you and somehow bring it into every presentation. it’ll make it easier to present and your audience will feel the energy you portray.
• Sometimes it can be easier to plan with the end result in mind. Try visualizing what it is you are exactly expecting your audience to come away with and develop your presentation around that.
• Simplicity is a beautiful thing. Try to keep your presentations as simple as possible. Make it visually appealing with the least amount of words possible. Try interactive pictures and videos to fully immerse your audience in the presentation.
• It’s a fine balance between winging the presentation and memorizing the presentation. If you wing it too much it may come across as if you didn't prepare. If you memorize it, the presentation may come off a bit robotic. Try to find the sweet spot, if you can.
• When presenting, try to present in a way that is cause for curiosity . Make people interested in what you have to say to really captivate them. Have a look at some TED talks to get some tips on how you can go about doing this.
• Remember presentations should be about quality, not quantity. Presentations that are text-heavy and go on for longer than they should bore your audience and people are less likely to remember them.
• Try to arrive at every staff meeting on time and always be well prepared. This will ensure that meetings will go smoothly in the future.
• Remember to respect other people's time by always arriving on time or five minutes before the presentation.
• Remember to ask the others in the meeting for their point of view if there are individuals during presentations.
• If you notice presentations are deviating off-topic, try to steer it back to the important topic being discussed.

Presentation feedback can be intimidating. It’s likely the presenter has spent a good deal of time and energy on creating the presentation.

As an audience member, you can hone in on a few aspects of the presentation to help frame your feedback. If it's an oral presentation, you should consider also audience attention and visual aids.

It’s important to keep in mind three key aspects of the presentation when giving feedback. 

Communication

• Were the key messages clear? 
• Was the speaker clear and concise in their language?
• Did the presenter clearly communicate the key objectives? 
• Did the presenter give the audience clear takeaways? 
• How well did the presenter’s voice carry in the presentation space? 

Delivery 

• Was the presentation engaging? 
• How well did the presenter capture their audience? 
• Did the presenter engage employees in fun or innovative ways? 
• How interactive was the presentation? 
• How approachable did the presenter appear? 
• Was the presentation accessible to all? 

Body language and presence 

• How did the presenter carry themselves? 
• Did the presenter make eye contact with the audience? 
• How confident did the presenter appear based on nonverbal communication? 
• Were there any nonverbal distractions to the presentation? (i.e. too many hand gestures, facial expressions, etc.)  

There are plenty of benefits of feedback . But giving effective feedback isn’t an easy task. Here are some tips for giving effective feedback. 

1. Prepare what you’d like to say 

I’m willing to bet we’ve all felt like we’ve put our foot in our mouth at one point or another. Knee-jerk, emotional reactions are rarely helpful. In fact, they can do quite the opposite of help. 

Make sure you prepare thoughtfully. Think through what feedback would be most impactful and helpful for the recipient. How will you word certain phrases? What’s most important to communicate? What feedback isn’t helpful to the recipient? 

You can always do practice runs with your coach. Your coach will serve as a guide and consultant. You can practice how you’ll give feedback and get feedback … on your feedback. Sounds like a big loop, but it can be immensely helpful. 

2. Be direct and clear (but lead with empathy) 

Have you ever received feedback from someone where you’re not quite sure what they’re trying to say? Me, too. 

I’ve been in roundabout conversations where I walk away even more confused than I was before. This is where clear, direct, and concise communication comes into play. 

Be clear and direct in your message. But still, lead with empathy and kindness . Feedback doesn’t need to be harsh or cruel. If it’s coming from a place of care, the recipient should feel that care from you. 

3. Create dialogue (and listen carefully) 

Feedback is never a one-way street. Without the opportunity for dialogue, you’re already shutting down and not listening to the other person. Make sure you’re creating space for dialogue and active listening . Invite questions — or, even better, feedback. You should make the person feel safe, secure, and trusted . You should also make sure the person feels heard and valued. 

Your point of view is just that: it's one perspective. Invite team members to share their perspectives, including positive feedback . 

You might also offer the recipient the opportunity for self-evaluation . By doing a self-evaluation, you can reflect on things like communication skills and confidence. They might come to some of the same important points you did — all on their own.

Now, let’s go practice that feedback 

We're all learners in life.

It's OK to not be perfect . In fact, we shouldn't be. We're perfectly imperfect human beings, constantly learning , evolving, and bettering ourselves. 

The same goes for tough things like presentations. You might be working on perfecting your students' presentation. Or you might want to get better at capturing your audience's attention. No matter what, feedback is critical to that learning journey . 

Even a good presentation has the opportunity for improvement . Don't forget the role a coach can play in your feedback journey.

Your coach will be able to provide a unique point of view to help you better communicate key points. Your coach can also help with things like performance reviews , presentation evaluations, and even how to communicate with others.

Elevate your communication skills

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.

How to not be nervous for a presentation — 13 tips that work (really!)

6 presentation skills and how to improve them, how to give a good presentation that captivates any audience, josh bersin on the importance of talent management in the modern workplace, 8 clever hooks for presentations (with tips), reading the room gives you an edge — no matter who you're talking to, how to make a presentation interactive and exciting, the self presentation theory and how to present your best self, coaching insider: trusting your team as a new manager, similar articles, 30 communication feedback examples, 30 leadership feedback examples for managers, your guide to what storytelling is and how to be a good storyteller, 30 customer service review examples to develop your team, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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160 Questions to Ask After a Presentation

Asking questions after a presentation is not just about seeking clarity on what was discussed. It’s a golden opportunity to delve deeper, engage with the speaker, and enhance your understanding of the subject matter. But knowing which questions to ask isn’t always straightforward.

In this piece, we’re about to break down the art of crafting impactful questions post-presentation that will not only benefit you but also add value to the entire audience’s experience.

Table of Contents

Questions to Ask After a Presentation for Feedback

Questions to ask after a presentation interview, questions to ask students after a presentation, questions to ask after a research presentation, questions to ask after a business presentation, questions to ask after a marketing presentation, questions to ask after a book presentation, reflection questions to ask after a presentation, frequently asked questions, final thoughts.

• Can you summarize the key points of the presentation?
• What aspect of the presentation did you find most engaging?
• Were there any areas that were unclear or confusing? If so, what were they?
• How would you rate the overall organization and flow of the presentation?
• Did the visual aids (such as slides or charts) enhance your understanding of the topic? Why or why not?
• Did the presenter maintain good eye contact and use body language effectively?
• Was the presenter’s tone and pace suitable for the content and audience?
• Were there any statistics or facts presented that stood out to you? Why?
• Did the presenter address potential counter-arguments or opposing views adequately?
• Were the objectives of the presentation clearly stated and met?
• How well did the presenter handle questions or interruptions during the presentation?
• Was there anything in the presentation that seemed unnecessary or redundant?
• What would you suggest to improve the presentation for future audiences?
• How did the presentation change or influence your thinking about the subject?
• Did the presentation feel tailored to the audience’s knowledge and interest level?
• Was there a clear and compelling call to action or concluding statement?
• Did the presentation feel too short, too long, or just the right length?
• What was your overall impression of the presenter’s credibility and expertise on the subject?
• How would you rate the relevance and importance of the topic to the audience?
• Can you identify any biases or assumptions in the presentation that may have influenced the message?
• How did you determine what content to include in your presentation?
• Can you explain the rationale behind the structure and flow of your presentation?
• What challenges did you face while preparing this presentation, and how did you overcome them?
• Were there any points in the presentation where you felt you could have elaborated more or less? Why?
• How did you decide on the visual elements and design of your presentation?
• Can you describe your intended audience and how you tailored the content to engage them?
• How did you ensure that the information presented was accurate and up-to-date?
• Were there any counter-arguments or opposing views on this topic that you considered including?
• How would you adapt this presentation for a different audience or context?
• How do you handle unexpected questions or interruptions during a presentation?
• Can you give an example of how you’ve handled negative feedback on a presentation in the past?
• How do you measure the success of a presentation? What metrics or feedback do you seek?
• What techniques do you use to engage an audience that may not be familiar with the topic?
• How do you balance the need to entertain and inform in a presentation?
• How do you prioritize information when you have a limited time to present?
• What strategies do you employ to ensure that your main points are memorable?
• How do you deal with nerves or anxiety before or during a presentation?
• Can you describe a situation where a presentation did not go as planned and how you handled it?
• How do you keep up with the latest trends and best practices in presenting?
• Is there anything you would change about this presentation if you were to do it again?
• How did you feel about the presentation? Were you confident or nervous, and why?
• What was the main message or goal of your presentation, and do you think you achieved it?
• How did you decide on the structure of your presentation?
• What research methods did you use to gather information for this presentation?
• Were there any challenges you encountered while preparing or presenting, and how did you address them?
• How did you ensure that your visual aids or multimedia elements supported your key points?
• What part of the presentation are you most proud of, and why?
• Were there any areas where you felt uncertain or that you would like to improve upon for next time?
• How did you tailor your presentation to fit the knowledge level and interest of your audience?
• What techniques did you use to engage the audience, and how do you think they worked?
• How did you practice your presentation, and what adjustments did you make as a result?
• Did you feel the time allotted for your presentation was sufficient? Why or why not?
• How did you decide what to emphasize or de-emphasize in your presentation?
• What feedback did you receive from peers during the preparation, and how did you incorporate it?
• Did you have a clear conclusion or call to action, and why did you choose it?
• How do you think your presentation style affects the way your audience receives your message?
• What would you do differently if you were to present this topic again?
• Can you reflect on a piece of feedback or a question from the audience that made you think?
• How has this presentation helped you better understand the subject matter?
• How will the skills and insights gained from this presentation experience benefit you in the future?
• Can you elaborate on the research question and what prompted you to investigate this topic?
• How did you choose the methodology for this research, and why was it the most suitable approach?
• Can you discuss any limitations or constraints within your research design and how they might have affected the results?
• How do your findings align or contrast with existing literature or previous research in this field?
• Were there any unexpected findings, and if so, how do you interpret them?
• How did you ensure the reliability and validity of your data?
• Can you discuss the ethical considerations involved in your research, and how were they addressed?
• What are the practical implications of your findings for practitioners in the field?
• How might your research contribute to theoretical development within this discipline?
• What recommendations do you have for future research based on your findings?
• Can you provide more details about your sample size and selection process?
• How did you handle missing or inconsistent data within your research?
• Were there any biases that could have influenced the results, and how were they mitigated?
• How do you plan to disseminate these findings within the academic community or to the broader public?
• Can you discuss the significance of your research within a broader social, economic, or cultural context?
• What feedback have you received from peers or advisors on this research, and how has it shaped your work?
• How does your research fit into your long-term academic or professional goals?
• Were there any particular challenges in conveying complex research findings to a general audience, and how did you address them?
• How does this research presentation fit into the larger project or research agenda, if applicable?
• Can you provide more insight into the interdisciplinary aspects of your research, if any, and how they contributed to the depth or breadth of understanding?
• Can you elaborate on the primary objectives and expected outcomes of this business initiative?
• How does this strategy align with the overall mission and vision of the company?
• What are the key performance indicators (KPIs) that you’ll be monitoring to gauge success?
• Can you discuss the risks associated with this plan, and how have you prepared to mitigate them?
• How does this proposal fit within the current market landscape, and what sets it apart from competitors?
• What are the potential financial implications of this plan, including both investments and projected returns?
• Can you provide more detail about the timeline and milestones for implementation?
• What internal and external resources will be required, and how have you planned to allocate them?
• How did you gather and analyze the data presented, and how does it support your conclusions?
• How does this proposal take into account regulatory compliance and ethical considerations?
• What are the potential challenges or roadblocks, and what strategies are in place to overcome them?
• Can you explain how this initiative aligns with or affects other ongoing projects or departments within the company?
• How will this plan impact stakeholders, and how have their interests and concerns been addressed?
• What contingency plans are in place if the initial strategy doesn’t achieve the desired results?
• How will success be communicated and celebrated within the organization?
• What opportunities for collaboration or partnership with other organizations exist within this plan?
• How does this proposal consider sustainability and the potential long-term impact on the environment and community?
• How have you incorporated feedback or lessons learned from previous similar initiatives?
• What are the key takeaways you’d like us to remember from this presentation?
• How can we get involved or support this initiative moving forward?
• Can you elaborate on the target audience for this marketing campaign, and how were they identified?
• What are the main objectives and key performance indicators (KPIs) for this campaign?
• How does this marketing strategy align with the overall brand values and business goals?
• What channels will be utilized, and why were they chosen for this particular campaign?
• Can you discuss the expected return on investment (ROI) and how it will be measured?
• What are the creative concepts driving this campaign, and how do they resonate with the target audience?
• How does this campaign consider the competitive landscape, and what sets it apart from competitors’ efforts?
• What are the potential risks or challenges with this marketing plan, and how will they be mitigated?
• Can you provide more details about the budget allocation across different marketing channels and activities?
• How have customer insights or feedback been integrated into the campaign strategy?
• What contingency plans are in place if certain elements of the campaign do not perform as expected?
• How will this marketing initiative be integrated with other departments or business functions, such as sales or customer service?
• How does this campaign consider sustainability or social responsibility, if at all?
• What tools or technologies will be used to execute and monitor this campaign?
• Can you discuss the timeline and key milestones for the launch and ongoing management of the campaign?
• How will the success of this campaign be communicated both internally and externally?
• How does this marketing strategy consider potential regulatory or compliance issues?
• How will the campaign be adapted or customized for different markets or segments, if applicable?
• What lessons from previous campaigns were applied in the development of this strategy?
• How can we, as a team or as individuals, support the successful implementation of this marketing plan?
• What inspired the main theme or concept of the book?
• Can you describe the intended audience for this book, and why they would find it appealing?
• How did the characters’ development contribute to the overall message of the book?
• What research was conducted (if any) to ensure the authenticity of the setting, characters, or events?
• Were there any challenges or ethical considerations in writing or presenting this book?
• How does this book fit into the current literary landscape or genre? What sets it apart?
• What do you believe readers will find most engaging or thought-provoking about this book?
• Can you discuss any symbolic elements or literary devices used in the book and their significance?
• How does the book’s structure (e.g., point of view, chronological order) contribute to its impact?
• What were the emotional highs and lows during the writing or reading of this book, and how do they reflect in the story?
• How does the book address or reflect contemporary social, cultural, or political issues?
• Were there any parts of the book that were particularly difficult or rewarding to write or read?
• How does this book relate to the author’s previous works or the evolution of their writing style?
• What feedback or responses have been received from readers, critics, or peers, and how have they influenced the presentation?
• What are the main takeaways or lessons you hope readers will gain from this book?
• How might this book be used in educational settings, and what age group or courses would it be suitable for?
• Can you discuss the process of editing, publishing, or marketing the book, if applicable?
• How does the book’s cover art or design reflect its content or attract its target readership?
• Are there plans for a sequel, adaptation, or related works in the future?
• How can readers stay engaged with the author or the book’s community, such as through social media, book clubs, or events?
• How do you feel the presentation went overall, and why?
• What part of the presentation are you most proud of, and what made it successful?
• Were there any moments where you felt challenged or uncertain? How did you handle those moments?
• How did you perceive the audience’s engagement and reaction? Were there any surprises?
• What feedback have you received from others, and how does it align with your self-assessment?
• Were there any technical difficulties or unexpected obstacles, and how were they addressed?
• How well did you manage your time during the presentation? Were there areas that needed more or less focus?
• How did you feel before the presentation, and how did those feelings change throughout?
• What strategies did you use to connect with the audience, and how effective were they?
• Were there any points that you felt were misunderstood or could have been communicated more clearly?
• How did the preparation process contribute to the overall success or challenges of the presentation?
• What did you learn about yourself as a communicator or presenter through this experience?
• Were there any ethical considerations in the content or delivery of the presentation, and how were they handled?
• How does this presentation align with your long-term goals or professional development?
• How would you approach this presentation differently if you had to do it again?
• How has this presentation affected your confidence or skills in public speaking or presenting?
• What resources or support would have enhanced your preparation or performance?
• How will you apply what you’ve learned from this presentation to future projects or presentations?
• How did your understanding of the topic change or deepen through the process of preparing and presenting?
• What steps will you take to continue improving or building on the skills demonstrated in this presentation?

What if I disagree with a point made during the presentation?

It’s important to frame disagreement in a constructive and respectful way. You might say, “ I found your point on X intriguing. From a different perspective, could Y also be considered…? ” This opens up a dialogue without dismissing the presenter’s viewpoint.

How can I formulate my questions to encourage a more detailed answer?

Use open-ended questions that start with “ how ,” “ why, ” or “ could you explain… ” as these require more than a yes or no answer and encourage the presenter to provide depth. For example, “ Could you explain the process behind your research findings in more detail? “

By asking insightful questions, you’re not only cementing your understanding of the material presented but also opening doors to further knowledge and collaboration. Remember, the quality of your questions reflects the depth of your engagement and willingness to learn.

So, the next time you find yourself in the audience, seize the opportunity to ask meaningful questions and watch as simple presentations transform into dialogues that inspire and illuminate.

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Bea Mariel Saulo

Bea is an editor and writer with a passion for literature and self-improvement. Her ability to combine these two interests enables her to write informative and thought-provoking articles that positively impact society. She enjoys reading stories and listening to music in her spare time.

Communication Compendium

15 Questions for Better Feedback

On your talks and presentations.

Here are the three least effective ways to ask for feedback after a talk or presentation:

“What’d you think?”

“How do you think I did?”

“Did you like it?”

And because you asked an empty question, you can expect an empty response…

“I thought you did a great job!”

“Loved it.”

“I really liked it.”

“Nicely done.”

Sure, the comment will make you feel good (temporarily), but you’ll walk away not knowing what you did that made you great or what you should have done to be even better.

And because you’re someone who wants to improve, I know you want to know how to get better feedback.

But before getting that feedback, you need to first consider who you’re going to get feedback from.

Here’s who I consider:

Someone who’s in my target audience. Meaning, the person I had in mind while I was writing my talk or creating my presentation.

Someone who I’ve told in advance that I’ll be asking for their feedback — and likely shared exactly what I want their feedback on.

Someone who isn’t too close to me personally, so their potential critical feedback doesn’t bleed into our personal relationship (this depends on the dynamics of my relationship with the person).

Someone who has experience giving talks or presentations.

Someone who uses the type of information I shared.

Someone I’ve paid to coach me (or a mentor).

Someone who isn’t overly complimentary (like my mom).

Once you know who you’re going to ask for feedback from, try one (or more) of these feedback questions:

How do you plan to use what you learned?

Where do you think I should have spent more/less time?

If I spoke again on the same topic, what else would you want to know about?

What are three words you’d use to describe me while I spoke/presented?

What do you think was my most memorable point or slide?

If there was one thing I could do to improve my talk or presentation, what would it be?

What specifically did I do that connected me or disconnected me from my audience?

What’s something you now know that you didn’t know before my talk or presentation?

What problem was my talk or presentation trying to solve?

What type of person would benefit most from hearing my talk or presentation?

At what point in my talk or presentation did you feel most/least engaged?

What do you remember about my body language while I spoke/presented?

What made you decide to attend my talk or presentation?

Was there anything you were hoping to learn that you did not?

If I had to remove one section from my talk or presentation, what would you suggest I cut out?

Feedback is only valuable when it tells you what you should start doing, keep doing, or stop doing.

When you ask for feedback, be intentional about who you ask, be specific about what type of response you want, and remember that just because they say it doesn’t make it true.

If you’d like to add a question to the list, drop it in the comments below.

Thanks for reading!

Ready for more?

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

Related articles

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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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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11 Excellent Post-Webinar Survey Questions

June 16th, 2020 Michael Mayday

In today’s data-conscious age, we all know that it’s critical to gather attendee feedback after your webinars . 

Asking the right post -webinar evaluation survey questions will: 

1) provide the meaningful engagement 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.

The Best Post-Event Question Examples

Below is a robust, post- event survey used by one of our clients that serves as a great example for a webinar 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 webinar feedback 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 Evaluation 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.

Your Post-Webinar Survey Checklist

Be ready to ask the right question at the right time. Download our post-webinar survey checklist. Just click here or on the image below.

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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28 post event survey questions to ask after your conference.

Artwork by Mónica Alexis

Jacob Black

Feb 02, 2024

28 Post-Event Survey Questions to Ask After Your Conference

You’ve just spent thousands of dollars on an event for your business. It doesn’t matter if it’s a sales event, team training or bonding exercise, or even a new product launch: every event organizer wants to know: How did my conference go? To answer that question fully you’ll need a post-event survey.

What are Post Event Surveys?

A post-event survey is a form you’ll send out to gauge the success of your conference or seminar after the event has finished. Most of the time, you’d send a post-event survey to attendees, but it can also be valuable to send them to your sponsors, staff, and any other stakeholders who attended.

Other Types Of Event Surveys

Pre-event surveys are surveys you’ll send out before the event: usually to find out things like dietary requirements and accommodations that your guests might need, or to compile a small amount of demographic data. Mid-event surveys are more common for long events, they might ask how the attendee feels so far, and what they aren’t enjoying. This gives event organizers the opportunity to adapt and adjust on the fly. These surveys are a valuable part of any conference planning checklist.

For now, we’ll focus on post-event surveys, and the reasons it’s important to send a well-constructed questionnaire.

Benefits of Post-Event Surveys

Apart from the obvious ability to make sure your guests were satisfied, post-event surveys offer a wide range of benefits. They help you:

• Engage your attendees and stakeholders in a way that makes them more likely to respond to future outreach and invites.
• Learn what worked and didn’t work so you can improve in the future.
• Find efficiencies that can save you time and money in the long run.
• Implement new ideas.
• Improve trust between your organization and your guests.
• Find out how successful your event was according to specific goals.

Put simply, the amount of feedback you get in a post-event survey is almost infinite, and if you spend a little time crafting your questions carefully you can get immediate, actionable feedback to use on future events.

Types of survey questions

The main types of survey questions fall into these categories:

Yes/No: A closed-answer question that tells you simply a yes or no answer. This is useful for getting specific answers on high-level questions.

Open-ended questions: These allow written responses and offer the opportunity for respondents to give you their honest opinions without constraints. These are useful for getting qualitative insights.

Comment boxes: A comment box differs from an open-ended question in that it doesn't necessarily ask anything. Instead, it’s a totally free text field for respondents to put any general feedback they want to add.

Rated or Ranked Questions: Rated questions often ask for a response on a scale – usually between five and 10. They help you get a more nuanced quantitative number you can use as a comparative metric later on.

Multiple choice: Like a rated question, a multiple-choice question helps you get looser and less constrained answers but while still controlling the data you collect. They let you maintain the scope of your question while still offering nuance in the data.

Each of these question types has a place. How you use them will determine what sort of information you can glean. Managing your mix of question types is one of many best practice tips for creating a post-event survey.

Best Practices for Event Surveys

It can be hard to get engagement on surveys at the best of times. After a large conference or event when attendees are tired or traveling is even worse. So how do you make sure your survey gets filled out? Some best practice tips include knowing:

When to send:

The best timeline is between 24 and 48 hours after the event. Too soon, and attendees are recovering or traveling, too late, and their recollection won’t be strong.

What incentives to offer:

Sometimes, you’ll get more engagement if you offer a prize or a discount for attendees who respond to post-event surveys. If you have a particularly large event or if you feel like the survey responses will be more valuable, it’s worth adding a small incentive. Be careful not to make the prize too compelling or you may find people responding with useless answers just to enter for the prize.

When to follow up?

It’s often a good idea to send a follow-up request for your members to complete the survey. This should go out 24-36 hours after your initial survey request. In those follow ups, include a personal note for the guest, so they know it’s their opinion you are looking for in particular. This can motivate people to respond more fully.

Length of survey:

A recent HubSpot survey showed that most people are only willing to spend 15 minutes or less completing a survey . With a combined total of 42% only willing to spend 1-10 minutes. That’s about 7 – 10 questions, depending on how complicated your survey is. This length allows you to get the most responses, with a good balance of fast and well-considered answers.

How to write questions:

Simple questions are easier and take less time to respond to than complicated questions. You have likely seen the “How true is this statement, rate from 1-5: The event was useful.” style of survey question. This is more complex than needed. A better way to structure it is to ask, “How useful was this event?” with multiple choice answers like “Very, Not very, Neutral”. The more straightforward your question, the more likely you are to get accurate responses and a better response rate.

How to Distribute Surveys

Options for distributing your survey vary from print to digital, and even telephone surveys. As always, each option has pros and cons.

Printed Surveys:

Print surveys are easy to distribute because you can hand them out with any exit packs or gift bags, or even just hand them to your members as they leave your event. You’ll know who you’re giving surveys to. You can even add your survey to the welcome pack along with your conference badge holders and member name cards .

If you have a drop box for participants to return completed forms as they leave the venue or their hotel you might get a strong response rate, but may not be as effective if they have to mail in the form. Also, it’s hard to compile the results of these surveys. They’re best used for short, sharp, tick-box style surveys with yes or no, or multiple choice questions.

Telephone Surveys:

Calling participants after your event can add a personal touch, but the response rate isn’t always high, and sometimes phone calls feel intrusive. You’ll also need to record the calls in order to get the most accurate results, and compiling those answers is time consuming.

Digital Surveys:

A web form sent out by email or even an email form are far more efficient and effective methods to send out post-event surveys. You’ll get statistics on open rates and response rates and compile the responses in an easy-to-access online portal. Most importantly, you’ll give your attendees a convenient way to answer your questions in their own time. Online surveys are more cost-effective and have better response rates than other formats.

Questions to Ask

As we said above, the best surveys will have between seven and 10 questions of varying types. Here’s a selection of post-event questions you can choose from depending on your needs.

Are you satisfied with your experience at this event?

This is the first and perhaps most important question to ask. It will give you a high-level understanding of the most basic question: Are guests happy?

You can ask this question of both stakeholders like vendors and event partners as well as attendees. It is best phrased as either a yes/no, or a ranked question from 1-5. Best practice would include a “Why/Why not” comment box.

Would you recommend this event to others?

This question is often used to create a net promoter score (NPS). By offering a rank of 1-10, guests can suggest how likely they are to recommend your event. Those who answer 9-10 are a promoter, anything from 7-8 are considered passive, or neutral, and anyone who answers 0-6 is a detractor.

Using this question to generate an NPS can give you a quantitative metric to compare to other events.

This question is relevant to both event partners and sponsors as well as attendees.

Was this event well structured?

You can use this question as a yes/no, or a rated question to get a sense of the overall architecture of your event and how it was received. You might also pivot this question to ask “how did you find the structure of our event?”.

Ask this of attendees to make sure they got everything they need. You might find answers that suggest a new format, or show that guests missed out on content due to scheduling conflicts.

It’s valuable to include a why/why not comment box for open-ended questions on this one as well.

How useful did you find this event?

We used this example earlier when talking about the best ways to structure questions. By asking it this way and offering a range of multiple-choice answers from “Not at all” to “Extremely” you can get a sense of sentiment. You can also easily convert those selections to a numerical value to blend the quantitative and qualitative data into a reportable format.

Ask this of event attendees.

Will you attend future events put on by [company]?

This question aimed at attendees is also good for volunteers, event sponsors, or vendors selling at your event. It gauges the success of your event from a high level. A why/why not box makes this question more valuable by offering more nuanced insight.

What did you hope to get out of this event? (develop skills/gain knowledge/networking/other)?

This is another good multiple-choice question for attendees and guests, or event partners and sellers. You can tweak the options available to suit each audience. This will also help validate your event marketing and format.

The answers to this might give you ideas for future events and topics as well.

Did this event meet your expectations?

Follow the question above up with this more generic question that gives you a sense of how well you met the needs of your members and guests. A yes/no here makes it easy to compile the results, but a why/why not comment box will help drill down into more actionable insights.

Why did you decide to attend this event?

A variation of the two questions above, this open-ended query lets you know what your attendees value about your event. You could also select multiple-choice answers like “networking opportunities”, “it looked fun”, “I wanted to see the new [product]” etc.

This is a particularly good question for new stakeholders or those who are peripherally related to your core business.

Rate this event on the following:

• Event timing
• Layout of the venue
• Date of the event
• Refreshments/Snacks/Beverages/Catering
• Programming/content
• Value for money

If you want quick, rapid-fire responses to specific elements on your event you can do a rated style question. Ask respondents to assess each of the elements of your event on a 1-5 or even 1-10 scale. The qualitative data you get here can be compared to other events, and also give a snapshot of what you did well, vs less well.

What would you describe as the biggest takeaway from our event?

If your event was a sales meeting or a training conference this question is a must-have. It will help you determine if your attendees got the key messages, and help you measure your goals for messaging and education. Ask this one of attendees using an open-ended style in a free-form comment box.

How helpful were the staff at the event?

Every event needs help. How your staff respond to attendees will impact their perception of your organization. Use this as a rated question, with an optional box for comments to find out if there was anything particularly good or negative that people experienced.

Did our event improve or weaken your impression of our organization?

Some events are all about community outreach, or thought leadership. If you launch an event hoping to engage with clients, this question will measure success. Like many of the questions here, you can structure it with a ranking system or multiple choice, and even add a comment box. It’s a good question for event guests as well as partners.

What would you improve about this event? / What would make the event better?

By asking for specific improvements you’re guiding your respondents to give their constructive feedback. This kind of “growth opportunity” question can improve the way your less happy members react to your event, while also giving you valuable feedback from stakeholders.

What did you enjoy most during our event?

An opportunity to spread positivity toward the end of your survey can help influence the overall impression of your event and organization in the eyes of its participants. It will also give you a sense of what went right, and what sort of content is most appealing. Ask this of any attendee, partner, or worker at your event via a free text box.

Which part of the event was most valuable for you?

This question and the one above are slightly different, in that the most enjoyable parts of an event aren’t always the most valuable. Here, you might get surprising answers, so it’s best to leave it to free text. For example, a guest might say “learning about the different workgroups within your organization” was the most valuable – which may trigger more content based on the different functional groups within your company.

As with many questions, this is useful feedback from both guests or members, and for groups like vendors or event sponsors.

What should we add more of to future events?

Asking for attendees' thoughts on this subject will help you ideate new content ideas or formats for new events.

Questions for Digital Events

You can ask any of the above questions for events of all kinds, but these ones are specifically targeted to online or virtual events. They include:

How satisfied were you with the event's digital features?

Finding out if your guests enjoyed or benefited from the digital format is important. This question does that. You should use a rated system to gain quantitative data.

Was it easy to log on?

This type of usability question will help you uncover any errors or issues you weren’t aware of during the operation of the meeting. You could add multiple-choice responses like: - Yes, very - Yes, once I figure it out - Not really - No, I had problems with your connection - No, I had problems with my computer

Would you prefer virtual or in-person meetings in the future?

Especially in the current era, many events are moving digital. You can determine if this move was the right one for your organization by polling guests after they attend a digital meeting.

Questions for Internal Stakeholders

As with digital events, your internal stakeholders and partners, as well as staff, your board, and even volunteers might have separate feedback to offer. Questions for these groups might include:

Would you partner with this event again in the future?

This question, specifically for event partners and vendors, will assess whether you delivered value for money. It can help determine the feasibility of your conference or meeting down the road. This question is a good candidate for a yes/no response, with a why/why not comment box that helps provide further insight.

How can we improve the event experience?

Stakeholders will likely have a lot of opinions to offer here, especially if they partnered with your organization’s event for business opportunities. Give them a large comment box to capture their thoughts with.

By giving staff the opportunity to give their thoughts, you might also capture unofficial responses they heard anecdotally during your event. Also, they’ll be more invested in the event’s success because your staff worked hard to make it all happen, so their insights will be particularly keen.

Comments often lead to meaningful improvements, like a switch to sustainable lanyards that helps improve the environmental footprint of an event and leads to a better public perception for the organization that made the move.

Do you consider this event a success? Why or why not?

Similar to the questions above and below, this seemingly straightforward question can help you see where or how you did well for your stakeholders. A yes/no followed by an optional comment box is the best format for this stakeholder question.

Did the event meet our objectives for our organization?

This is a very nuanced question, but it is one for your post-event analysis team to work on. This question will be informed by the post-event feedback surveys sent to guests and members, if you structured them well.

Finishing Questions

The final questions you ask should be the opportunity for respondents to give any feedback they hadn’t yet had the opportunity to provide. Possible finishing questions include:

How would you rate this event on a scale of 1-10?

This overarching question is another quantifiable way to measure overall customer satisfaction (CSAT) with your event. A good time to ask this question is right before the final open-ended question of your survey that asks for free-form feedback.

Please share any other feedback, ideas, or suggestions for future events

This is one of the most important questions you can ask, and it should be added to almost every survey, usually as the last question. The free-form format is a catch-all for your stakeholders and guests to give their honest and unfiltered or unguided views. This is where you’ll get some of the more surprising feedback. You might even find it’s where attendees leave their most positive feedback.

Ready to Survey?

These types of questions and the tips for post-event surveys will help you get the most effective feedback from your efforts and gauge attendee satisfaction. Remember, not all your feedback will be positive: That’s a good thing! Take the constructive feedback as an opportunity to learn and grow. You can incorporate this post-event feedback into your future event planning and make each one more successful than the last. For more conference and event inspiration and ideas visit our resource centre at ConferenceBadge.com .

Originally published on Feb 02, 2024

.css-1qrtm5m{display:block;margin-bottom:8px;text-transform:uppercase;font-size:14px;line-height:1.5714285714285714;-webkit-letter-spacing:-0.35px;-moz-letter-spacing:-0.35px;-ms-letter-spacing:-0.35px;letter-spacing:-0.35px;font-weight:300;color:#606F7B;}@media (min-width:600px){.css-1qrtm5m{font-size:16px;line-height:1.625;-webkit-letter-spacing:-0.5px;-moz-letter-spacing:-0.5px;-ms-letter-spacing:-0.5px;letter-spacing:-0.5px;}} Best Practices Become a better presenter -- with a little help from your friends

by TED Masterclass Team • May 12, 2020

Getting useful feedback can be a critical step in developing an effective presentation - it can also be harder to find than you might expect. Honest feedback calls on you to be vulnerable, and forces your feedback partner to sometimes deliver difficult constructive criticism. The good news is that this type of deep and authentic feedback can encourage personal growth and a willingness to take creative risks.

Get high-quality feedback that elevates your presentation skills by putting in a little extra preparation and focus.

First, decide who to ask for feedback

Feedback can feel personally risky if it’s coming from a close friend or colleague. Because these relationships are so important to us, honest feedback can end up feeling critical. In these situations, it can become tempting to give non-critical feedback, but that’s not helpful.

The person you work with to give you feedback should be someone:

• You want to learn from, who pushes you to think creatively
• With a different perspective - it can help to look beyond the people you spend a lot of time with personally or professionally
• Who shares your enthusiasm for acquiring new skills and is excited for you to become a better presenter

Then, prepare to receive feedback

Just as important as deciding who will be giving you feedback, is creating an environment and mindset where giving and receiving constructive feedback is easy.

• Create a distraction-free time and space for getting feedback. Ideally both of you should be present, focused, and open. If we’re feeling stressed or pressed for time, it’s hard to be a good feedback partner. That’s why it’s wise to tune in to how you’re feeling before you schedule a session.
• Remind the person that you’re looking for honest feedback to be the best presenter you can be.
• Before getting started, tell the person if there are any specific aspects of your idea or talk that you’d like them to focus feedback on.

Finally, ask the right questions

Giving feedback can be overwhelming for your partner if they don’t know what they should be focusing on. Decide on these areas ahead of time, and let your partner know. Then follow up with questions that will help them hone in on the most helpful feedback points for you.

Get overall feedback using these three questions:

• What works?
• What needs work?
• What’s a suggestion for one thing I might try?

Get specific feedback using these questions:

• Delivery: How is it landing for you overall? Are there places where your attention is wandering? What’s distracting?
• Content: Do you get this - will the audience? What questions do you have? Where are you engaged? Surprised? Moved? Is there a clear takeaway for the audience? Do you have any clarifying questions?

Good feedback is a gift that can really elevate your presentation skills. Make the most of your feedback opportunities with a little preparation.

© 2024 TED Conferences, LLC. All rights reserved. Please note that the TED Talks Usage policy does not apply to this content and is not subject to our creative commons license.

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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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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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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How to Collect Feedback on a Presentation

How, exactly do we collect feedback on a presentation? Are there ways to solicit feedback that will help us grow as speakers? The answer is, absolutely, YES! However, the way that you typically ask for feedback may not be the best way to gain confidence as a speaker. In fact, many traditional feedback techniques can actually make you more nervous. In addition, speakers will sometimes make adjustments to their delivery based on anecdotal issues. This can start a snowball effect that leads to terrible presentation skills.

A Funny Example of How Feedback Can Throw You Off Your Game.

A few years after I started The Leaders Institute ®, I was asked to be a keynote speaker at a quarterly meeting. The group loved my presentation so much, they hired me to come back in the next quarter as well. After the second speech, members of the group came to the front of the room and thanked me. They shook my hand and complimented me over and over. I felt really good about the presentation. The last woman to speak to me, though, was the founder of the association. She was long retired from the industry, but since she was the founder, she was still quite involved in the meetings. Just like the other attendees, she started with a nice compliment.

She said, “I really enjoyed your speech! The group had so much fun listening to you. Do you mind if I give you some critical feedback, though?”

I nodded, so she continued. “I’ve noticed that a few times during the speech, you ‘double-clutched.’ My Toastmasters group can probably help you with that.”

I smiled and thanked her for the feedback. However, I didn’t change anything that I was doing as a speaker as a result of the comment. There were over 100 people in the audience. Dozens of these people told me how great the presentation was. The group liked my delivery so much that they paid a fee for me to speak to them… TWICE. And, I got a single, anecdotal, comment to make a change. Most speakers would make a change because of the comment. I didn’t.

Traditional Ways to Collect Feedback on a Presentation

• Printed Exit Survey from the Audience

In the early days of our presentation skills class , we surveyed every graduate. I used the surveys as a way to measure instructor effectiveness.

Out of the blue, I got a phone call from a class member who wanted a partial tuition refund. When I asked him to clarify, he said, “Well, the instructor let us out of class 30 minutes early each day. I want a refund for the missed time.” It was a weird request, so I did some investigating.

I looked at past surveys from this guy’s instructor. The exit surveys for the instructor were all top-notch. I decided to set up an audit of this instructor’s next class. Turns out that the instructor wasn’t following our instructor guidelines. His class members weren’t getting the massive reduction in public speaking fear that we promised. However, they had no way of knowing this. They liked the instructor, so they gave him high marks on the surveys. The results they received were subpar, though.

• Collect Feedback on a Presentation from Friends or Coworkers

For instance, if a speaker talks faster when he/she is nervous, a friend might suggest to slow down. However, this is a symptom of nervousness. Slowing down will just make the person more conscious of the nervousness. So, the nervousness will likely show up in a multitude of additional symptoms.

An analogy for this would be if your “Check Engine” light comes on. You can crawl under the dashboard and snip the electric wire to the light. The light will go off. The problem with the engine will still be there.

It is better to ask these friends for more specific feedback. “Did what I say make sense?” or “Was what I said easy to understand?”

• Self-Criticism from Video Presentation Feedback

This final type of feedback is the most detrimental. We are our own worst critic. So, I would never encourage you to video yourself as a way to improve your presentation performance. You will knit-pick every negative thing that you see about yourself. When we conduct video feedback in our presentation seminars, we focus on the positive. If you focus on your natural strengths, you will grow as a speaker. If you focus on your weaknesses, they will grow.

How to Collect Feedback on a Presentation that Will Increase Your Presentation Skills

If you want better feedback on your presentation skills, here are a few that work every time!

• The Way Your Audience Reacts to You Is a Much Better Way to Judge Your Effectiveness

Are audience members on their cellphones? If so, you are likely less interesting to them than what they are looking at. You should change something.

Are people getting up and leaving the room. If so, you have likely spoken too long without giving them a break.

Are they looking at you and nodding when you speak? If so, you are probably doing really well. They are agreeing with you and paying attention.

• Visual Feedback from Friends or Coworkers.

Although the verbal feedback from friends and coworkers can throw you off, the visual feedback can be helpful. One of the tips we give folks in our classes is to practice your presentation with a partner. (We do this in our classes before most presentations.) As you run through your presentation with another person, you get to see how they react. When you say things that they understand, they nod in agreement. When you say something confusing, their facial expressions will change. This allows you to alter and adapt your delivery. If you practice alone, you don’t get this important feedback on a presentation.

• Get Feedback on a Presentation from a Professional Coach.

Eventually, you may get to a point where you want some professional help with presentations. Investing in a good presentation can be a wise decision. If you have a big presentation where a lot is on the line, feedback from an independent third-party can help.

This is the way that I began helping companies with “shortlist” presentations. A company in Houston had a series of high-level sales presentations which amounted to millions of dollars. They wanted someone outside of their company to help them deliver the best presentations possible. After helping them with a few of these, I got better and better as a coach. In fact, we went on a run where we won about 12 of these presentations in a row.

People who attend our presentation training classes often come for this type of coaching as well. They have a big presentation coming up and want to do their best. So a class can be a good way to get access to a professional coach without the expense of one-on-one coaching.

Good Feedback Helps You Improve. Bad Feedback Can Stunt Your Growth

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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

Presentation Skills: 40 Useful Performance Feedback Phrases

Presentation Skills: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Presentation Skills: Exceeds Expectations Phrases

• Always prepares well before making any form of presentation whether formal or non-formal.
• Gives a clear and well-structured delivery when making a presentation.
• Exhibits excellent skill when it comes to expressing ideas and opinions with clarity.
• Knows the audience well enough to use proper language and terms.
• Engages well with audiences before, during and after delivering a presentation.
• Gives the audiences ample and appropriate time to ask questions.
• Creates a very lively and positive outlook when delivering a presentation.
• Adjusts very well to the new surrounding and exudes a great aura of confidence.
• Knows how to get and maintain the attention of the audience.
• Responds well to questions and issues raised by the audience.

Presentation Skills: Meets Expectations Phrases

• Organizes a good, balanced and dynamic presentation with high impact results.
• Demonstrates good ability to use visual aids most appropriately during presentations.
• Speaks in a good speech rate not so fast and at the same time not too slow.
• Explains each point to the fullest and only tries to emphasize the key points.
• Demonstrates a good logical order when presenting ideas not to confuse the audience.
• Uses non-verbal forms of communication such as facial expressions in a good way.
• Does proper research on the topic to be presented to gather all updated facts and figures.
• Delivers short and powerful presentations that create interest and excitement.
• Knows how to use true stories in between the presentation to pass across a point or to grab the audience's attention.
• Makes good eye contact with the audience from the start of the presentation to the end.

Presentation Skills: Needs Improvement Phrases

• Does not make good and consistent eye contact with the audience.
• Has minimal movement on stage and does not walk around the presentation room.
• Does not talk in a very engaging and positive way something that creates a dull presentation.
• Does not exude confidence and poise when delivering a presentation.
• Uses old facts and figures when presenting as a result of not doing enough research.
• Gives long presentations and does little to get the attention of the audience.
• Does not use the visual aids to help deliver a powerful conversation.
• Does not know the audience well and uses hard words that they do not understand.
• Does not give audiences ample time to raise questions and to seek clarification if need be.
• Presents ideas in a non-logical manner that creates confusion to the audience.

Presentation Skills: Self Evaluation Questions

• Have you ever gone for presentation without preparing well? How did the presentation go?
• How frequently do you engage your audience during any presentation?
• What was the highest score or reviews you received for any presentation that you have made so far?
• Give an instance your presentation backfired and what was your backup plan?
• How do you normally conclude your presentations and how can you rate it?
• How well do you deal with questions and issues raised by the audience?
• When it comes to nervousness, how do you manage or deal with it before hand?
• How can you rate your experience level when it comes to giving presentations?
• What do you like or dislike most about giving presentations?
• What presentation method do you like and why do you like it?

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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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