Employee & HR survey templates

Confirms employees understand and accept the terms of their company laptop agreement — device care, data security, personal use limits, and return obligations — while capturing current equipment condition. An AI follow-up interview probes real-world edge cases (travel, shared devices, public wifi) to surface where policy understanding actually breaks down.

For HR partners and managers to audit a single employee separation right after it happens: were final pay, access revocation, property return, and exit paperwork all completed on time? The AI follow-up interview probes what caused any delays or missteps so process gaps get fixed before the next termination.

Measures how confident employees are that they're paid correctly and on time, where payroll errors and confusion actually happen, and how easy it is to get help when something looks wrong. An AI follow-up interview reconstructs the most recent payroll issue an employee ran into, step by step, instead of relying on a vague satisfaction score. Built for HR and payroll teams auditing their process.

Captures the business case, urgency, and role requirements behind a hiring manager's request for a new staff position, so HR can prioritize openings and staff the recruiting pipeline correctly. An AI follow-up interview digs into what happens if the role stays unfilled and where trade-offs on candidate qualifications are acceptable.

Evaluates how employees experience your organization's guarantor requirement — for salary advances, employment bonds, or equipment custody — including clarity, difficulty finding a guarantor, and perceived fairness. An AI follow-up interview reconstructs what actually slowed or complicated the process, giving HR concrete input for simplifying or replacing it.

Gathers manager, peer, and direct-report perspectives on how clearly, openly, and effectively someone communicates day to day. Combines a behavior-frequency rating battery with a best-worst skill-priority exercise and an AI follow-up interview that surfaces a concrete recent example behind the respondent's lowest rating, turning vague impressions into specific, coachable feedback.

A voluntary, confidential survey for HR and benefits teams to understand employees' current health-related work accommodation needs and wellness-benefit priorities — not a diagnostic or pre-employment screening tool. The AI follow-up interview explores accommodation gaps and barriers respondents might not fully describe in a closed-ended answer, so support can be tailored rather than generic.

Captures core new-hire registration details alongside a quick pulse on how clear, fast, and frustration-free the paperwork and setup process felt. Built for HR and People Ops teams standing up onboarding flows, with an AI follow-up interview that pinpoints exactly which registration step caused friction and what would have made it smoother.

Measures how well your organization's VoIP phone system supports day-to-day work — call quality, reliability, feature usefulness, and IT support — for teams that rely on it to communicate internally and with customers. An AI follow-up interview reconstructs the most disruptive call issue employees actually experienced, not just how they'd rate it.

Measures how often employees get coached, which manager behaviors actually land, and which coaching topics matter most to them — built for HR and people-development teams. The AI follow-up interview reconstructs a real recent coaching conversation to surface what's driving (or blocking) impact, instead of relying on generic satisfaction scores.

A multi-rater (self, manager, peer, direct report) survey that measures how well someone identifies root causes, weighs options, uses data, and makes sound decisions under pressure. Combines a behavior-frequency battery and a strengths/development trade-off with an AI follow-up that digs into one concrete example instead of vague impressions. Built for HR teams running competency-based 360 reviews.

Captures detailed, behavior-based nominations for employee recognition or awards programs — including the specific story behind each nomination — for HR teams and recognition committees. An AI follow-up interview digs into the concrete example nominators give, drawing out impact and quotes that a checkbox form alone would miss.

Measures how engaged, supported, and likely to stay your employees are — covering manager support, recognition, growth opportunities, and turnover risk — with an AI follow-up that digs into the specific reason behind each employee's recommendation score instead of settling for a number.

A structured performance review for hotel staff — front desk, housekeeping, food & beverage, and more — covering guest service, teamwork, reliability, and job skill, plus an overall rating. An AI follow-up interview digs into the concrete incident behind that rating so reviews capture real behavior instead of vague impressions.

A manager-completed evaluation of a food service worker's performance over a review period — covering food safety habits, speed under pressure, customer service, teamwork, and attendance. An AI follow-up interview digs into the specific incident behind the lowest-rated area so feedback is concrete enough to coach on, not just a number.

A manager-completed evaluation of an individual restaurant employee covering attendance, guest service, teamwork, food safety compliance, and speed under pressure — with an AI follow-up interview that reconstructs a specific recent incident behind the employee's guest-recovery rating instead of relying on a vague number. Built for shift leads and GMs running quarterly or post-probation reviews.

Measures how well your employee orientation program builds role clarity, confidence, and connection to the organization in the first days on the job. An AI follow-up interview digs into the specific moment orientation clicked or fell flat, surfacing fixes a satisfaction score alone would miss. Built for HR and onboarding teams refining new-hire programs.

A parent- and guardian-facing evaluation of a child's preschool teacher and classroom staff, covering communication, safety, warmth, and learning quality. Built for center directors gathering input for staff performance reviews, with an AI follow-up interview that reconstructs one specific recent interaction instead of vague praise or complaints.

A pulse check on how happy employees genuinely feel at work, what's driving that feeling, and where it's at risk of slipping — built for HR and people teams running regular sentiment check-ins. An AI follow-up interview digs into the specific moment behind each person's rating so low scores come with a real story, not just a number.

Explores how employees actually use internet access during the workday — for work tasks, communication, and personal browsing — plus awareness of usage policy and perceived impact on productivity. An AI follow-up interview digs into the reasoning behind usage patterns and where policy or access gets in the way, for HR teams shaping acceptable-use guidance.

Evaluates how employees experience the internal purchase/order dialog used to request equipment, supplies, or redeem benefits — surfacing where the flow is clear versus confusing. An AI follow-up interview reconstructs the respondent's most recent request step by step to pinpoint exactly where hesitation or abandonment happened. Built for HR, IT, and procurement teams refining internal tools.

Captures how employees actually use the internet, the company intranet, and internal web tools during the workday — device mix, frequency, pain points, and satisfaction — alongside role and tenure demographics. An AI follow-up interview digs into the specific friction points behind low satisfaction scores so IT and HR can prioritize fixes to the digital workplace.

Measures how emotionally invested, obligated, or 'stuck' employees feel toward the organization, plus their real retention risk and the specific factors that would deepen commitment. The AI follow-up interview probes the story behind each person's score instead of settling for a number.

Evaluates how well your current IT team is staffed, skilled, and equipped to meet workload demands, then helps forecast where hiring and budget should go next. Built for IT leaders, People/HR partners, and workforce planners; the AI follow-up interview turns staffing-gap flags and confidence ratings into concrete examples of what broke, what it cost, and what's most fragile going forward.

Measures how valued employees feel, which recognition channels actually land, and how often meaningful appreciation happens day to day. Includes a best-worst trade-off on recognition types and an AI follow-up interview that digs into the specific moment recognition worked (or fell flat) instead of generic satisfaction scores. Built for HR and people teams auditing or redesigning a recognition program.

Measures how employees rate the organization overall and their direct supervisor specifically, across culture, fairness, feedback, and growth — with an AI follow-up that digs into the concrete moments behind a supervisor's rating instead of settling for a number.

Tracks how employees genuinely feel about their work, managers, and leadership — using a validated advocacy score, a multi-statement morale battery, and a best-worst trade-off on what would move the needle. An AI follow-up interview digs into the story behind each person's score instead of settling for the number alone. Built for HR and people teams running quarterly or annual pulse checks.

Gathers a new hire's hobbies, quirks, and communication preferences to power a warm team introduction post, buddy matching, and onboarding events. An AI follow-up interview turns one hobby or interest into a specific, shareable story instead of a generic bio line. Built for People teams, onboarding buddies, and managers welcoming a new employee.

Measures how attuned staff feel to patients' needs and how safe they feel speaking up about care or safety concerns, surfacing barriers to raising issues and signs of moral distress. Built for healthcare and care-setting HR and quality teams, with an AI follow-up that reconstructs what actually happened the last time an employee flagged a concern.

Captures how new hires actually experienced onboarding — from IT setup and mentorship to feeling ready on the job — for HR and People teams benchmarking or redesigning their onboarding program. The AI follow-up interview digs into the one moment that made or broke the experience, surfacing concrete fixes that generic satisfaction ratings miss.

Measures how well employees build and sustain real working relationships with managers and coworkers through online and hybrid communication channels. Built for People teams assessing remote/hybrid culture, with an AI follow-up interview that surfaces a specific moment where an online interaction built — or broke — a work relationship, beyond what a connection score alone shows.

A structured self-assessment covering goal achievement, manager support, and growth priorities for the current review period, for use in performance reviews or pulse check-ins. An AI follow-up interview reconstructs the specific achievement or obstacle behind the respondent's self-rating instead of leaving it as an abstract number.

Captures up-to-date employee profile details (team, tenure, work location) alongside how well-informed and equipped staff feel by company communications and HR resources. Includes an AI follow-up that digs into the specific moment information broke down, so HR can fix real gaps instead of guessing.

Explores how employees shop online for work needs — software, supplies, travel, equipment — and how smooth or frustrating the approval and procurement process feels. Includes an AI follow-up that reconstructs a recent purchase attempt step by step, surfacing friction points and workarounds that closed-ended questions miss. Built for HR and procurement teams evaluating purchasing tools and policy.

A pulse-style survey that measures trust, workload sustainability, manager support, and overall satisfaction across your workforce, then uses an AI follow-up interview to surface the specific story behind each person's lowest-rated area. Built for HR and people teams running quarterly or annual climate checks.

Measures how satisfied customers are with their internet provider's speed, reliability, support, and value — and uses an AI follow-up interview to uncover the specific incidents behind their satisfaction or recommendation score. Built for ISPs and telecom teams running quarterly or post-interaction service reviews.

A structured self-assessment for performance review cycles, covering goal progress, core competencies, manager support, and development priorities — paired with an AI follow-up interview that digs into the story behind the ratings, not just the numbers, for richer 1:1 prep and calibration.

Measures how employees actually experience shopping for their benefits on your online enrollment marketplace — ease of comparing plans, trust in the tools, and confidence in the final choice. Built for HR and benefits teams evaluating an enrollment platform, with an AI follow-up that digs into the specific moment a chooser got confused or nearly picked the wrong plan.

Measures how employees feel about their pay, benefits, and the process behind raises — covering satisfaction, market comparison, and priority trade-offs between compensation elements. An AI follow-up interview digs into the specific reasons behind fairness or satisfaction scores, especially where perceptions of pay and market value diverge.

Measures how employees actually experience the meetings on their calendar — frequency, agenda discipline, time well spent, and what they'd fix first — with an AI follow-up that reconstructs a specific meeting that felt like a waste of time and what would have made it worth attending.

Measures how well newly promoted or hired managers were prepared to lead people — covering expectations, HR/compliance basics, performance management training, and peer support. An AI follow-up interview digs into the specific gap that left a manager least prepared, so HR can fix the curriculum instead of guessing.

Measures how employees experience hazard awareness, incident reporting, and safety training in practice — not just policy on paper. An AI follow-up interview reconstructs what actually happened the last time someone saw or reported a safety issue, including any fear of retaliation, giving safety teams a real picture behind the scores.

Measures how much real autonomy employees have to make decisions, act on ideas, and push back without waiting for approval — plus what specifically blocks that autonomy. An AI follow-up interview reconstructs a concrete recent example instead of relying on abstract agree/disagree ratings, giving HR and managers a specific moment to act on.

Measures how manageable employees find their day-to-day workload, where their time actually goes, and early signs of burnout risk — for HR and people managers running a workload or capacity check-in. An AI follow-up interview digs into the real story behind the busiest or most strained response instead of settling for a number.

Measures how employees actually use your VoIP phone system day to day — call quality, reliability, and feature adoption — with an AI follow-up that digs into the real story behind their biggest pain point instead of a generic complaint. Built for IT and HR teams evaluating or troubleshooting a workplace VoIP rollout.

Checks whether the essential onboarding steps — paperwork, equipment, system access, manager check-ins — actually happened for new hires, and how prepared they felt as a result. An AI follow-up interview digs into the specific moment onboarding broke down, so HR knows exactly which step to fix rather than just that satisfaction was low.

Measures day-to-day engagement, recognition, workload, and retention risk among individual contributors (non-managers), separate from manager-level surveys. An AI follow-up interview digs into the concrete reasons behind each person's likelihood-to-recommend score instead of settling for a number.

Captures how candidates experienced your internship application process — from finding the posting through interviews and final decision — with an AI follow-up that digs into the specific moment that made the experience feel smooth or frustrating. Built for HR and university recruiting teams who want to fix funnel drop-off before it costs them strong candidates.

Measures how employees actually use the internet during the workday, how well current access and content policies support their jobs, and where blocked sites or unclear rules slow people down. Built for HR and IT teams reviewing acceptable-use policies, with an AI follow-up that digs into the specific moment access got in someone's way instead of a generic complaint.

Measures how comfortable employees feel returning to in-person work after the pandemic, what safety measures and flexibility factors matter most, and where policy gaps remain — for HR teams planning return-to-office plans, with an AI follow-up that surfaces the specific concerns behind low comfort scores.