The Problem With Flying Blind
Let me tell you about a mistake I see all the time.
A course creator launches. Students enroll. Some finish, some don't. Some succeed, some struggle.
And the creator? They have no idea why.
They're flying blind. Making changes based on gut feelings. Hoping things improve.
Here's the truth: hope is not a strategy.
The best course creators—the ones with 80% completion rates and waitlists for every launch—have something different.
They have feedback loops.
And today, I'm going to show you exactly how to build yours.
What Is a Feedback Loop?
A feedback loop is simple. It's a system that answers one question:
"How is this working?"
It collects information. Analyzes patterns. Reveals insights. And most importantly—tells you what to do next.
Without feedback loops, you're guessing. With them, you're making informed decisions that actually improve student outcomes.
The Three Types of Feedback You Need
There are three ways to understand what's happening in your course:
- Quantitative data: Numbers, metrics, analytics
- Qualitative feedback: Surveys, reviews, comments
- Direct conversation: Interviews, calls, voice memos
Each gives you something different. You need all three.
Quantitative: What's Happening
Numbers tell you what's happening. They're objective. Measurable. Hard to argue with.
But they don't tell you why.
Qualitative: What They're Thinking
Surveys and written feedback tell you what students are thinking and feeling. They add color to the numbers.
But people don't always say what they really mean.
Direct Conversation: The Full Picture
Talking to students reveals things that numbers and surveys miss. The tone of voice. The hesitation before an answer. The problem they didn't know how to articulate.
This is where the gold is.
Setting Up Analytics That Matter
Let's start with the numbers. Here's what you should track.
Essential Metrics
Enrollment to Login Rate
- What percentage of buyers actually log into the course?
- If this is low, your welcome sequence needs work.
Lesson Completion Rates
- What percentage of students complete each lesson?
- Look for drop-off points. They reveal content problems.
Module Completion Rates
- What percentage finish each module?
- Sharp drops suggest a module is too long, too hard, or unclear.
Overall Completion Rate
- What percentage finish the entire course?
- This is your north star metric.
Time to Complete
- How long does it take students to finish?
- This helps you set realistic expectations.
Engagement Patterns
- When do students log in? How often?
- This helps you time your communications.
Where Drop-Offs Tell the Story
I want you to do something right now if you have a live course.
Look at your analytics. Find where students are dropping off.
Is it after Module 2? That module might be too hard or too long.
Is it right after Module 1? Your onboarding might be overwhelming them.
Is it near the end? You might have an anti-climax problem—students feel they've gotten what they need and don't finish.
Each drop-off point is a clue. Your job is to be the detective.
Setting Up Tracking
Most course platforms have basic analytics built in. Use them.
If you want more detail, consider:
- Google Analytics for traffic and behavior patterns
- Hotjar or FullStory for seeing how students navigate
- Custom tracking through your email platform for email engagement
Start simple. Track the essentials. Add complexity only when you need it.
Building a Survey System
Numbers tell you what. Surveys tell you why.
Here's how to survey effectively without annoying your students.
The Three Survey Points
1. Post-Purchase Survey (Day 0-1)
Right after they buy, ask:
- Why did you decide to join?
- What's your biggest goal?
- What's your biggest concern?
This helps you understand their mindset and personalize their experience.
Keep it to 3 questions. Make it optional but encouraged.
2. Mid-Course Check-In (Halfway Point)
When students reach the midpoint, ask:
- How would you rate the course so far? (1-5)
- What's been most valuable?
- What's been confusing or challenging?
- Is there anything you wish was covered that isn't?
This catches problems while you can still address them.
3. Post-Completion Survey
When students finish, ask:
- What transformation did you experience?
- What was the most valuable lesson or module?
- What could be improved?
- Would you recommend this course? Why or why not?
- What should I create next?
This gives you testimonial fodder, improvement ideas, and product research all at once.
Survey Best Practices
Keep it short. Respect their time. 5 questions max for most surveys.
Mix question types. Rating scales for quick answers. Open-ended for depth.
Time it right. Send surveys at natural pause points, not randomly.
Act on responses. Nothing kills survey response rates faster than asking for feedback and ignoring it.
Follow up personally. When someone gives detailed feedback, thank them directly.
The Net Promoter Score (NPS)
There's one question that predicts more than any other:
"On a scale of 0-10, how likely are you to recommend this course to a friend?"
This is your Net Promoter Score. Calculate it by:
- Subtracting the percentage of detractors (0-6) from promoters (9-10)
- Ignoring passives (7-8)
A score above 50 is excellent. Above 70 is world-class.
Track this over time. It tells you whether your course is getting better or worse.
The Art of Student Interviews
Surveys give you data. Interviews give you understanding.
I believe every course creator should talk to students regularly. Here's how to do it well.
Who to Interview
New students: Understanding why they joined and what they expect.
Completing students: Understanding what worked and what could improve.
Struggling students: Understanding where they're stuck and why.
Students who dropped off: Understanding what made them stop (this is gold).
Your best students: Understanding what made them successful.
Each group teaches you something different.
How to Ask
The key to great interviews: ask open questions and then shut up.
Good questions:
- Tell me about your experience with the course.
- What made you decide to join?
- What was the most challenging part?
- If you could change one thing, what would it be?
- What were you hoping for that you didn't get?
- What surprised you?
Bad questions:
- Did you like the course? (Yes/no gets you nowhere)
- Was Module 3 helpful? (Leading question)
- The videos were good, right? (You're fishing for agreement)
Let them lead. Follow the interesting threads. Be comfortable with silence.
The 15-Minute Interview Format
You don't need hour-long conversations. Here's a simple format:
Minutes 1-2: Warm up
- Thank them for their time
- Explain why you're doing this
- Put them at ease
Minutes 3-8: Their story
- "Tell me about your experience with the course"
- Follow up on what they share
- Let them talk
Minutes 9-13: Specific questions
- "What was most valuable?"
- "What was most challenging?"
- "What could be improved?"
Minutes 14-15: Wrap up
- "Anything else you'd like to share?"
- Thank them genuinely
- Let them know how you'll use their feedback
What to Listen For
During interviews, listen for:
Pain points: Where did they struggle?
Aha moments: When did things click?
Expectations vs. reality: Did the course match what they thought it would be?
Unmet needs: What did they want that they didn't get?
Success factors: What made the difference for those who succeeded?
Take notes. Record with permission. Look for patterns across multiple interviews.
Building Continuous Improvement Systems
Feedback is useless unless you act on it.
Here's how to turn insights into improvements.
The Monthly Review
Once a month, sit down with your feedback.
Review:
- Analytics from the past month
- Survey responses received
- Interview notes
- Community discussions and questions
- Support requests
Look for patterns. What keeps coming up?
Identify:
- One thing to fix immediately
- One thing to improve next month
- One thing to add to your long-term roadmap
The Quarterly Deep Dive
Every quarter, go deeper.
Analyze:
- Completion rates and trends
- NPS changes
- Revenue per student
- Testimonial quality
Ask:
- Is the course getting better or worse?
- What's the biggest opportunity for improvement?
- What should I prioritize next quarter?
The Improvement Hierarchy
Not all improvements are equal. Prioritize like this:
1. Fix what's broken
- Confusing lessons
- Technical issues
- Missing resources
- Drop-off points
2. Improve what's okay
- Good content that could be great
- Lessons that work but lack clarity
- Systems that function but aren't efficient
3. Add what's missing
- Gaps in content
- Requested features
- New modules or bonuses
4. Innovate
- New formats
- New teaching methods
- Complete overhauls
Start at the top. Most courses need fixing before they need innovation.
Creating a Feedback Culture
The best feedback comes when students feel safe sharing honestly.
Make It Easy
- Put feedback links in your course
- Add prompts in your emails
- Ask in your community regularly
- Respond to every piece of feedback you receive
Make It Safe
- Thank people for negative feedback
- Never get defensive
- Show how you've acted on feedback
- Celebrate students who share honest critiques
Make It Expected
Tell students from Day 1: "Your feedback helps me make this course better for everyone. I genuinely want to hear what's working and what isn't."
When feedback is expected, it flows freely.
Closing the Loop
The most important part of feedback? Closing the loop.
When someone gives you feedback:
- Thank them
- Tell them what you're going to do about it
- Actually do it
- Let them know when it's done
This does two things:
- It shows you care
- It encourages more feedback
Students who see their feedback implemented become your biggest advocates.
Your One Small Win Today
Here's what I want you to do right now.
Pick one feedback mechanism to implement this week:
If you have nothing: Start with a simple post-completion survey. Three questions. Takes 20 minutes to set up.
If you have surveys: Schedule one student interview. Just one. Fifteen minutes. Pick someone who finished or someone who dropped off.
If you have interviews: Set up your monthly review rhythm. Block 2 hours on your calendar, same time each month.
Don't try to build the perfect system. Start with one thing.
Feedback is a practice. It gets better with time.
Start today.
Next Step: Feedback loops show you where students need help. But how do you provide that help without burning yourself out? Read Office Hours That Don't Drain You to learn efficient live support systems.