Which responsibility still needs explanation?
Use this answer to locate the part of the experience that needs explanation. The example issue to investigate is: new starters describe unclear approval limits.
People at work / Survey guide
People at work · Practical survey guide
Probation review survey
Clarify readiness before a probation conversation.
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BEFORE YOU INVITE PEOPLE
Local planning aid. No answers are submitted or saved.
A useful starting point
Questions to understand the actual experience.
Clarify readiness before a probation conversation. Use the prompts relevant to your audience and allow people to skip situations they did not encounter. Keep response handling consistent with what you explain in the invitation.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.
Where do you need more practice?
Additional practice needs distinguish familiarity with routine work from confidence handling specific situations. Agree appropriate supported opportunities, without treating self-assessed readiness as a performance verdict or proof of demonstrated competence.
What support would help next month?
Turn the requested improvement into a testable next step. One illustrative action is: document approval examples with the manager.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate. Which responsibility still needs explanation? Where do you need more practice? What support would help next month?
Download the questions as text ↓
Examples to adapt, rather than a validated research instrument.
Read the answers carefully
Keep the conclusion within the evidence.
Do not equate confidence with demonstrated competence.
New starters describe unclear approval limits. This is a synthetic example, not a customer result. Do not equate confidence with demonstrated competence.
Before you send it
Check what your wording assumes.
Would you agree that everything about probation review was clear and easy?
Which responsibility still needs explanation?
The first wording combines an assumed positive outcome with two different judgments. The revised prompt asks about a specific experience and permits an inconvenient or uncertain answer.
A worked interpretation example
From a comment to a practical next step.
Illustrative scenario. These are not customer results.
Keep the finding specific
New starters describe unclear approval limits.
Choose an action to test
Document approval examples with the manager.
Check the experience again
After trying the change, repeat “Which responsibility still needs explanation?” with people who experienced it. Check whether they still describe the original issue: new starters describe unclear approval limits. Compare explanations and sample context, rather than claiming the change caused an improvement.
From question to next step
Make the feedback useful.
Set the decision
Start with the decision: Clarify readiness before a probation conversation.
Invite relevant voices
Invite people with relevant experience. Ask after someone has encountered the situation described in “Which responsibility still needs explanation?”, while they can still recall the details. For material testing, show the actual draft first; for planning, ask before the next relevant activity.
Choose an action
Document approval examples with the manager.
Choose the response format
Make room for the explanation.
| Question | Suggested format | What to preserve |
|---|---|---|
| Which responsibility still needs explanation? | Optional short text | Retain the specific point or condition described; avoid replacing it with an unexplained rating. |
| Where do you need more practice? | Optional written explanation | Keep context that distinguishes different experiences. Do not equate confidence with demonstrated competence. |
| What support would help next month? | Optional improvement suggestion | Keep the suggested change separate from whether it has been tested. Document approval examples with the manager. |
Make questions optional where appropriate. If you add a rating scale, label its endpoints, keep one idea per question, and retain a follow-up for reasons. These examples are not a validated measurement instrument.
Before you send it
Questions, answered.
Who should receive this questionnaire?
People and team leaders who experienced the working arrangement. Ask only about steps each person encountered; do not treat a voluntary response sample as representative.
When should I ask these questions?
Ask after someone has encountered the situation described in “Which responsibility still needs explanation?”, while they can still recall the details. For material testing, show the actual draft first; for planning, ask before the next relevant activity.
What should I investigate in the answers?
New starters describe unclear approval limits. This is an illustrative pattern to look for, not a claim about your respondents. Do not equate confidence with demonstrated competence.
What would a practical follow-up look like?
Document approval examples with the manager. After trying the change, repeat “Which responsibility still needs explanation?” with people who experienced it. Check whether they still describe the original issue: new starters describe unclear approval limits. Compare explanations and sample context, rather than claiming the change caused an improvement.
How should I ask “Where do you need more practice?”?
Additional practice needs distinguish familiarity with routine work from confidence handling specific situations. Agree appropriate supported opportunities, without treating self-assessed readiness as a performance verdict or proof of demonstrated competence. Use an optional written explanation when predefined choices would hide relevant context.
Can I use the questions in SurveyTeams?
Copy the prompts or download TXT, CSV, JSON, or a Markdown worksheet, then adapt them in your own survey. The CTA opens registration; it does not import this example automatically. Verify available features in your account.
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Draft your own probation review questionnaire.
Use these examples to draft your questionnaire. Create a survey draft, add questions, and check the respondent preview in SurveyTeams. Additional features depend on your account and plan.
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