"This survey is anonymous. Your responses help us understand what is working and what to improve. Results will be shared with [who] and we will communicate actions taken by [date]."
Core Questions
Overall Engagement
On a scale of 0-10, how likely are you to recommend [Company] as a great place to work? (eNPS)
I feel proud to work at [Company]. [1-5]
I intend to still be working here in 12 months. [1-5]
Role and Clarity
4. I understand how my work contributes to company goals. [1-5]
5. I have the tools and resources I need to do my job. [1-5]
6. My workload is manageable. [1-5]
Manager and Team
7. My manager gives useful feedback. [1-5]
8. My manager cares about my development. [1-5]
9. I feel part of a team that works well together. [1-5]
Culture and Belonging
10. I feel I can be myself at work. [1-5]
11. People treat each other with respect. [1-5]
12. [Company] lives by its stated values. [1-5]
Growth and Recognition
13. I have opportunities to grow and develop. [1-5]
14. My contributions are recognised. [1-5]
15. I have had a meaningful career conversation in the last 6 months. [Yes/No]
Open questions (always include)
What is one thing [Company] should start doing?
What is one thing [Company] should stop doing?
Anything else to share?
Analysis Mode
Analysis Output
1. Headline Scores
Metric
Score
Benchmark
Trend
eNPS
[-100 to +100]
Industry avg
vs last survey
eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent
2. Strengths — Top scoring areas with evidence.
3. Improvement Areas — 3 lowest scoring areas with verbatim comment themes.
4. Action Planning Template
Improvement area
Action
Owner
Timeline
Measure
5. Communication Template — Draft message to share results with employees.
Output Format
Design Mode delivers: the question set grouped by driver (each with its response scale and the reason it earns its place), the anonymity/threshold rules stated up front, the invitation copy, and the analysis plan written before data exists — so nobody designs the analysis around the answers.
Analysis Mode delivers: participation and segment coverage first (with the n-below-threshold segments suppressed and said so), driver scores vs. prior wave with the deltas that clear noise flagged, verbatim themes with prevalence counts, and a "three commitments" section — because a survey that doesn't end in visible action is the fastest way to kill next year's response rate.
Quality Checks
Survey includes anonymity statement at the start
eNPS question (0-10 recommend scale) is included in all survey types
Open-ended questions are included (not just Likert scales)
Analysis includes a specific action planning template (not just observations)
Results communication template commits to sharing back with employees by a specific date
Anti-Patterns
Do not launch a survey without committing to a communication-back date — surveys with no follow-through reduce trust and depress future response rates
Do not use only Likert scale questions — open-text responses surface specific themes that quantitative scores cannot, and are essential for action planning
Do not design a comprehensive 30+ question survey as a pulse — pulse surveys that take more than 5 minutes see sharply lower completion rates
Do not present analysis without an action planning template — raw scores without committed actions are the most common reason engagement survey data is ignored
Do not segment results below teams of 5 when anonymity is promised — small-group breakdowns allow individual identification and destroy psychological safety
Example Trigger Phrases
"Create an employee engagement survey for our team"
"Design a pulse survey for [topic]"
"Analyse these engagement survey results: [paste]"
