Describe the roles, tools, and tasks people need to handle. Makeform builds a self-assessment with confidence scales and training preferences, helping trainers plan around reported gaps.
Route responses to Google Sheets, Slack, and Zapier.
Sample prompts for the builder
Choose a prompt, tailor it to your people, or send it to the builder. Edit every example before publishing.
Audience
Employees across office and frontline roles
Format
Five-point confidence scale with conditional follow-ups
Prompt size
319 chars
Example form structure
Five-point confidence scale with conditional follow-ups
Department and role
Rate everyday digital tasks
Where would guidance help?
Preferred training format
Time available for learning
Suggested routing tags
Foundation support
Role-specific training
Peer mentors
Ask about real tasks. 'Build a pivot table' gives a clearer signal than 'How good are you at spreadsheets?'
Step 1
Define
map roles to observable digital tasks
Step 2
Rate
people assess confidence and experience
Step 3
Segment
group needs by topic, role, or level
Step 4
Plan
prioritize training and follow-up
Better training signals
Separate confidence, exposure, and interest so a first-time user is not grouped with someone who only needs help on advanced tasks.
Use recognizable actions, such as sharing a file securely, so respondents know what they are rating.
Show role-specific groups and a not relevant option so unused tools do not distort results.
Tag low-confidence topics, requested formats, and mentor volunteers to create useful learning groups.
Designed for honest reflection
Explain the scale and state that responses guide learning rather than performance scoring.
Label points from not tried and need support through independent work and guiding others.
Ask whether access, process, practice, accessibility, or confidence gets in the way.
Ask high raters about mentoring to uncover useful internal knowledge.
Say who reviews answers and collect names only when follow-up requires them.
Build your assessment
Start with real work, generate a draft, and refine each question toward a practical training action.
List role groups, everyday systems, priorities, and the decision results should support.
Remove jargon, add not applicable and not tried, and give scale points distinct anchors.
Branch by department or low rating and ask which learning topic matters first.
Export responses and group shared goals without treating self-ratings as proficiency tests.
Choose the right method
Use the form for reported experience, barriers, and goals. Use a practical exercise when demonstrated capability matters.
Field guide
Keep the core short, then branch into role-relevant tasks and training conditions.
Profile
Role family, location, and work pattern explain which tools matter. Use broad groups for anonymity and optional contact details for follow-up.
Access
Low ratings may reflect access. Ask about devices, connections, shared equipment, and adjustments that influence training.
Core tasks
Rate actions across email, meetings, documents, shared drives, and search before specialized sections.
Data
Separate data entry from formulas, filters, charts, and quality checks to identify course level.
Safety
Ask about passwords, suspicious messages, sharing permissions, and reporting mistakes in neutral language.
Development
Ask which outcomes matter first, when learning can happen, and whether high raters can mentor.
Related tools
Follow the baseline with training applications, course feedback, and employee self-evaluation.
Create a broader role or capability assessment when the scope extends beyond digital tools.
Open toolCollect organizational priorities, role gaps, and preferred learning formats for a training plan.
Open toolStructure a closer analysis of current work, target performance, and the support behind each gap.
Open toolLet employees request a course and explain how it connects to their responsibilities and goals.
Open toolAsk participants about relevance, delivery, confidence gained, and what follow-up would help.
Open toolSupport broader reflection on contributions, challenges, goals, and development needs.
Open toolFAQ
Answers for trainers.
It asks people to rate experience and confidence with practical digital tasks. Trainers can use responses to spot barriers, choose course levels, and understand learning preferences. It discovers needs; it does not prove task performance.
Start with devices, email, calendars, documents, meetings, shared files, spreadsheets, search, passwords, and safe sharing. Add role-specific systems after role selection. Ask about observable tasks rather than software names alone.
Use five behavioral anchors: not tried, need step-by-step support, can complete with help, can work independently, and can guide others. Add not relevant separately. These anchors are clearer than beginner, intermediate, and advanced.
Use anonymous responses for an organization-level baseline when people may hesitate to reveal gaps. Collect contact details for personalized plans or requested support. Explain who sees answers before submission.
Group low-confidence tasks by role and compare them with selected priorities. Separate access barriers from knowledge gaps, note preferred formats, and find potential mentors. Build workshops, guides, coaching, or system changes around those segments.
Yes. Use role or department selection to display matching task groups. Everyone can see communication and safety basics, while finance sees spreadsheets and managers see reporting tasks. Branching keeps answers relevant.
Repeat it after a system rollout, onboarding cycle, role change, or learning program. Keep core scale wording stable for comparison and add focused questions about new tools.
Yes. Makeform is unlimited free for forms and responses. You can generate, edit, publish, and collect responses for free; the paid tier only removes the Makeform badge. Review every task, scale, and privacy note before sharing.
Turn reported gaps into a focused learning plan.
