Employee & HR survey templates

Measures employee participation patterns, motivational drivers, and barriers to workplace wellness engagement. Designed for HR and wellness teams seeking actionable data to improve program design, communication, and uptake.

Captures participant feedback on meeting usefulness, content quality, and format preferences to help teams continuously improve their meeting culture and cross-functional alignment practices.

Measures onboarding friction, confusion points, and drop-off drivers in your product's setup wizard. Designed for first-time and recent users to surface specific UX blockers and improvement opportunities.

Diagnoses where and why new users stall during signup and onboarding. Use with recent signups to identify friction points, missing trust signals, and time-to-value barriers that suppress activation.

Measures employee sentiment, productivity perceptions, and fairness attitudes toward return-to-office policies. Designed for HR and People teams to identify friction points, gauge readiness, and inform hybrid work policy decisions.

Measures remote and hybrid employees' experiences across tools, collaboration, productivity, and well-being to identify friction points and prioritize workplace improvements.

Captures new-hire feedback on remote onboarding kit delivery, contents, setup, and support within the first 14 days to identify gaps and accelerate time-to-productivity.

Measures remote new hire satisfaction across four onboarding dimensions—orientation clarity, tooling access, mentorship quality, and ramp-up speed—to identify actionable improvement areas and reduce early attrition.

A recurring pulse instrument measuring employee workload manageability, pace sustainability, support quality, and improvement priorities. Designed for weekly fielding to track burnout risk and inform resourcing decisions.

A pulse survey measuring psychological safety, speak-up culture, and risk-taking comfort within teams. Designed for HR and team leaders to identify barriers to voice and target interventions that build trust and performance.

Measures employee perceptions of objectivity, clarity, and potential bias in formal performance reviews. Designed for HR teams seeking to identify systemic issues and improve review processes.

Measures employee perceptions of fairness, clarity, and potential bias in the formal performance review process. Designed for HR teams seeking actionable insights to improve review equity and transparency.

Measures employee awareness, fairness perceptions, and trust regarding organizational pay equity audits. Designed for HR and DEI teams to identify transparency gaps and prioritize communication and process improvements.

Evaluates the clarity, ease, and satisfaction of employer-sponsored health plan enrollment. Designed for HR and benefits teams seeking to identify communication gaps, decision-support needs, and friction points during open enrollment or new-hire onboarding.

Identifies where new users encounter friction during signup, setup, and first use, enabling product teams to diagnose activation blockers and optimize time-to-value.

Measures employee satisfaction with office facilities, workspace conditions, and support services to help Facilities and People teams prioritize improvements. Designed for recurring (monthly or quarterly) pulse deployment.

A 30-day pulse survey measuring role clarity, resource sufficiency, manager support, and quarterly readiness. Designed for cross-functional employee populations to surface enablement gaps and prioritize organizational action.

Evaluates meeting structure, facilitation quality, and decision follow-through to identify specific improvement opportunities. Designed for organization-wide or team-level deployment with results segmented by function, role level, and work arrangement.

A monthly pulse survey measuring hospitality employees' perceptions of role clarity, coaching quality, recognition, and workplace support over the past 30 days. Designed for property-level or multi-unit tracking with built-in segmentation by role, tenure, and shift.

Assesses the cadence, quality, and follow-through of manager one-on-one meetings over a 90-day period. Designed for HR and People teams seeking actionable data to improve meeting practices and manager effectiveness.

Measures employee perceptions of leadership update clarity, channel effectiveness, communication cadence, and trust in follow-through. Designed for quarterly or semi-annual internal pulse checks to identify actionable communication gaps.

Measures employee interest in internal roles, identifies mobility barriers, and assesses perceived fairness of internal hiring. Designed for HR and People Analytics teams seeking actionable data to improve talent retention and internal career pathways.

A diagnostic pulse survey measuring employee awareness, experience quality, perceived fairness, and manager support related to internal career moves. Designed for HR/People teams seeking to identify mobility barriers and prioritize process improvements.

Evaluates the clarity, timing, and helpfulness of in-product onboarding guidance (tooltips, walkthroughs, checklists) to identify friction points and improve activation for new users.

A pulse survey measuring how hybrid and flexible work arrangements affect collaboration effectiveness, productivity, scheduling equity, and manager support. Designed for HR and workplace strategy teams to identify arrangement-preference gaps and fairness concerns across distributed workforces.

A 4-week pulse instrument measuring how tools, workspaces, and team norms support hybrid work. Designed for HR, People Ops, or Workplace teams to identify friction points and prioritize improvements across distributed teams.

A pulse survey measuring inclusion, technology reliability, and decision-making quality across hybrid meetings for organizations seeking to improve the remote-and-in-room participant experience.

Measures employee interest, schedule preferences, acceptable trade-offs, and operational concerns related to adopting a compressed or reduced workweek. Designed for HR and leadership teams evaluating workweek policy changes.

Captures Day 1-7 impressions from new users to identify onboarding value moments, friction points, and support gaps that impact activation and retention.

A structured pulse survey for fintech organizations measuring intent to leave, retention drivers, compensation fairness, manager effectiveness, and psychological safety to identify and mitigate turnover risk across teams and levels.

Measures Employee Resource Group effectiveness across inclusion, belonging, career development, and accessibility. Designed for organization-wide deployment to inform DEI strategy and ERG program improvements.

Measures employee Net Promoter Score on a standard 0–10 scale and identifies the workplace factors driving or hindering advocacy, enabling targeted improvements to employer brand, engagement, and retention.

A 30-day pulse instrument measuring engagement, belonging, manager trust, safety, growth, and retention intent across logistics roles including drivers, warehouse, and operations staff. Designed for recurring deployment with ~6-minute completion time.

Measures employee perceptions of belonging, psychological safety, fairness, and inclusive practices. Designed for quarterly or monthly pulse deployment with confidential, anonymized responses to inform organizational DEI strategy.

Measures employee perceptions of desk/hot-desking system usability, allocation fairness, and access barriers over a 4-week lookback period to guide UX and policy improvements.

A 30-day pulse instrument for HR and people teams to measure employees' sense of inclusion, procedural equity, and representation—designed to surface bias gaps, track belonging trends, and prioritize DEI initiatives.

Measures team-level psychological safety, belonging, and speak-up culture using Edmondson-informed items. Designed for HR and people teams seeking actionable insights to improve team dynamics.

Measures employee awareness, participation, and barriers related to corporate matching gifts. Designed for HR and CSR teams to identify uptake gaps, process friction, and improvement priorities.

An employee pulse survey measuring perceptions of pay clarity, fairness, and communication quality. Designed for HR and People teams seeking to identify compensation transparency gaps and prioritize total rewards improvements.

Measures employees' access to growth opportunities, mentorship quality, career path clarity, and internal mobility confidence to inform talent development strategy and retention initiatives.

Measures employee comfort, trust, privacy concerns, and usability experiences with biometric time clocks to inform workplace adoption strategies and data governance policies.

Measures what employees value, use, and trade off across their benefits package. Use this with current employees to identify improvement priorities for total rewards strategy.

Measures employee awareness, usage, perceived value, and satisfaction with employer-provided benefits. Use this instrument to identify communication gaps, enrollment barriers, and unmet benefit needs across workforce segments.

Measures employee satisfaction with benefits open enrollment across information clarity, plan options, process ease, and support quality to identify actionable improvements for future enrollment cycles.

Assesses the maturity, clarity, and pain points of asynchronous communication practices across remote and distributed teams. Designed for HR, People Ops, or team leads seeking to reduce unnecessary meetings and improve async workflows.

Measures employee adoption rates, perceived impact, barriers, and enablers of AI coaching tools for writing, communication, and meetings. Designed for HR and L&D teams evaluating AI coaching ROI and rollout strategy.

A structured 360-degree feedback instrument for peers, managers, and cross-functional partners to assess colleague competencies, identify strengths, and surface development priorities. Designed for any team seeking actionable, confidential multi-rater insights.

Measures employee experiences of belonging, perceived inclusion, and psychological safety to identify gaps across teams and track progress over time. Designed for HR and DEI teams conducting periodic organizational assessments.

A structured engagement survey for HR teams to measure role satisfaction, workplace drivers, and improvement priorities across departments. Combines scaled measures with AI-moderated qualitative follow-up.

A recurring weekly pulse survey for remote and hybrid team members, measuring workspace comfort, workload balance, communication quality, and well-being to surface actionable engagement trends over time.