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Industry-Specific

Anonymous Employee Feedback & Culture Pulse Survey

A confidential pulse check on communication, recognition, workload, and trust in leadership — for HR and people teams who want honest signal without retaliation fears. An AI follow-up interview digs into the story behind each person's lowest-rated area, surfacing specifics that a number alone never would.

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設問の例

テンプレートの内容をプレビューできます。すべての設問は公開前に自由に編集できます。

全12問・約7分
Q01
メッセージ

Thanks for taking a few minutes for this. Your responses are completely anonymous — no names, no way to trace answers back to you — and are only ever reviewed in aggregate. About 5 minutes.

Q02
オピニオンスケール必須

How likely are you to recommend this organization to a friend as a good place to work?

スケール: 0 – 10
最小:Not at all likely最大:Extremely likely
Q03
マトリクス必須

How much do you agree with each statement about your day-to-day experience?

5行 × 5列
  • Leadership communicates decisions clearly and in a timely way
  • I get recognized when I do good work
  • My workload is manageable most weeks
  • I have real opportunities to grow here
  • I trust leadership to make good decisions for the team
列: Strongly disagree · Disagree · Neutral · Agree · Strongly agree
Q04
ベスト・ワースト選択（MaxDiff）必須

Of these areas, which matter most to fix and which matter least right now?

  • Communication from leadership
  • Recognition for good work
  • Workload and pace
  • Career growth opportunities
  • Manager support and coaching
  • Compensation and benefits
  • Tools and resources
  • Work-life balance
各セットで最も良いもの・最も悪いものを選択最も良い:Most important to fix最も悪い:Least important to fix
Q05
オピニオンスケール必須

How comfortable do you feel raising a concern or disagreement openly, without fear of it hurting you later?

スケール: 1 – 5
最小:Not comfortable at all最大:Completely comfortable
Q06
自由回答（長文）

If leadership could change exactly one thing starting tomorrow, what should it be? Feel free to be specific.

Q07
AIインタビュー

Anchor on the respondent's likelihood-to-recommend score and their lowest-rated statement from the agreement battery. Ask for a specific, recent example (a week, a meeting, a decision) that illustrates why they rated it that way, and what would realistically need to change for the rating to improve. If they gave a high score across the board, probe what's working so it doesn't get lost in a reorg or leadership change. If they mention discomfort raising concerns, gently explore what happened the last time they tried.

Q08
メッセージ

Just a few optional background questions — these help us spot patterns across teams, not individuals. Skip anything you'd rather not answer.

Q09
プルダウン

Which part of the organization do you work in?

  • (Replace with Department A)
  • (Replace with Department B)
  • (Replace with Department C)
  • (Replace with Department D)
  • Prefer not to say
Q10
選択式

How long have you been with the organization?

  • Less than 6 months
  • 6 months to 1 year
  • 1 to 3 years
  • 3 to 5 years
  • More than 5 years
  • Prefer not to say
Q11
選択式

Which best describes your role level?

  • Individual contributor
  • People manager
  • Senior leader / executive
  • Prefer not to say
Q12
メッセージ

That's everything — thank you for being honest with us. Responses are aggregated into a confidential report for leadership, and no individual answers are ever shared or attributed.

含まれる機能

  • AIによる深掘り

    自由回答に合わせてAIが追加で質問し、固定のフォームでは拾えない具体的な内容を引き出します。

  • 注意確認設問

    急いだ回答や質の低い回答者を除外する仕組みを標準で備えています。

  • AIが作成する設問文

    文言、設問の順序、条件分岐をAIが調査の目的に合わせて作成します。

  • 自動レポート

    回答が集まると、テーマ、引用、わかりやすい要約が自動で作成されます。

他ツールとの比較

ほかのアンケートツールで最も近いテンプレートを調べました。それぞれの優れている点と、このテンプレートがさらに踏み込んでいる点をまとめています。

このテンプレートを選ぶ理由

  • Goes beyond a static form with an AI follow-up interview that anchors on each respondent's likelihood-to-recommend score and lowest-rated area, digging into the specific story behind the number
  • Uses a max-diff exercise to force real prioritization of which problem areas matter most vs. least, rather than everything scoring as 'important'
  • Pairs a trust/psychological-safety question with a matrix on day-to-day experience so leadership sees both the pattern and the open-ended 'what would you change tomorrow' context
  • Closes with light demographic segmentation (org area, tenure, role level) so HR can spot patterns across teams while responses stay anonymous

SurveySparrow

Anonymous Feedback Form Template | For Employees

A ready-to-field anonymous employee feedback template built on SurveySparrow's conversational form format. It covers standard anonymous feedback collection but relies on fixed question sets rather than any dynamic probing based on a respondent's answers.

優れている点

  • Conversational, chat-style form UI that feels less clinical than a traditional survey
  • Purpose-built for the anonymous employee feedback use case out of the box
  • Likely offers basic reporting/dashboard views typical of SurveySparrow's platform

物足りない点

  • No adaptive AI follow-up interview to probe the reasoning behind a low score — every respondent sees the same fixed questions
  • No mention of a voice-based interview option or screen-share guided tasks
  • No published methodology on how responses are scored or synthesized into a report

Jotform

Anonymous Feedback Form Template

A drag-and-drop anonymous feedback form template on Jotform's general form builder. It's fully customizable and easy to deploy quickly, but it is a static form template rather than an interview-style research instrument.

優れている点

  • Highly customizable via Jotform's widget/drag-and-drop builder
  • Fast to deploy and embed anywhere given Jotform's broad integration ecosystem
  • Free to start, lowering the barrier for simple use cases

物足りない点

  • Static field-based form with no adaptive follow-up questioning tied to individual responses
  • No voice AI interview or guided task capability
  • No automated per-response quality scoring or AI-generated analysis of open-text answers

Typeform

Anonymous Feedback Form Template

Typeform's anonymous feedback template offers its signature one-question-at-a-time conversational flow, which reads well to respondents. It's still a fixed-question template, though, without any branching driven by sentiment or score analysis.

優れている点

  • Polished, one-question-at-a-time conversational UX that Typeform is known for
  • Simple logic jumps/branching available within the builder
  • Easy to theme and share as a standalone link

物足りない点

  • No AI-driven follow-up interview that adapts based on a respondent's lowest-rated area or NPS-style score
  • No voice AI interview option
  • No transparent, published prompt methodology or automated per-response quality scoring

よくあるご質問

「Anonymous Employee Feedback & Culture Pulse Survey」テンプレートにはどのような設問が含まれていますか？

すぐに使える設問が12問含まれており、最初の設問は次のとおりです：「Thanks for taking a few minutes for this. Your responses are completely anonymous — no names, no way to trace answers ba…」・「How likely are you to recommend this organization to a friend as a good place to work?」・「How much do you agree with each statement about your day-to-day experience?」。すべての設問は上でプレビューでき、自由に編集できます。

このアンケートの回答にはどのくらい時間がかかりますか？

回答者は通常、12問を約7分で回答し終えます。

テンプレートは編集できますか？

はい。公開前であれば、すべての設問、選択肢、順序を編集できます。設問の追加や削除のほか、調査の目的に合わせた作り直しをAIエディターに依頼することもできます。

このテンプレートは無料で使えますか？

はい。エディターで開けば、すぐに編集を始められます。お試しにアカウントは不要で、無料プランでアンケートを公開できます。

公開の準備はできましたか？

このテンプレートをエディターで開いてみてください。最初の回答者が目にする前に、すべてを自由に変更できます。

このテンプレートを使う無料で始める

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