Asking the people inside the institution.

TEAM11 questions · ~4 min · 4 pages

Employee engagement

Explore resources, management, growth, and team culture with matrix questions and practical improvement priorities.

• How likely are you to recommend us as a place to work?

  0–10 scale (NPS)

How to run it · Define who can access responses and the minimum group size for reporting. Keep demographic cuts broad enough to avoid identifying colleagues, and explain the follow-up process before collecting feedback.

TEAM7 questions · ~2 min · 2 pages

Employee onboarding: 7 / 30 / 90 days

Check role clarity, access to resources, and support as new hires settle in.

• Conditional questions
• Pro to publish

• Which check-in are you completing?

  Choose one

  Day 7Day 30Day 90

How to run it · Copy this questionnaire for day 7, 30 and 90 and group the surveys in a study. Arrange invitations externally and explain whether answers are identifiable.

TEAM7 questions · ~3 min · 2 pages

360-degree feedback questionnaire

Collect behavior-based feedback from self, peers, reports and managers.

• What is your working relationship to [Person]?

  Choose one

  SelfManagerPeerDirect reportOther

How to run it · Replace [Person] and define the observation period. Arrange reviewer assignments outside this questionnaire. Explain who can see raw responses; only distribute grouped results above your agreed confidentiality threshold.

TEAM10 questions · ~3 min · 3 pages

Exit interview

Collect structured departure reasons and constructive feedback on the employee experience.

• What best describes why you're leaving?

  Choose one

  New opportunityCompensationManager or leadershipLack of growthWorkload or burnoutRelocation or personalRole wasn't what I expectedOther

How to run it · Explain confidentiality and who will read individual comments. Offer a way to skip sensitive questions and avoid using the survey as a substitute for responding to an urgent workplace concern.

TEAM9 questions · ~2 min · 3 pages

Candidate experience

Improve recruiting communication and interviews with structured candidate feedback.

• What was the outcome of your application?

  Choose one

  I was offered the roleI wasn't offered the roleI withdrewStill in process

How to run it · Invite candidates only after communicating the hiring outcome. Keep it optional and explain who can read their responses.

EDUCATION7 questions · ~2 min · 2 pages

Training pre/post assessment

Measure knowledge before and after training and capture opportunities to apply it.

• Conditional questions
• Quiz scoring
• Pro to publish

• When are you taking this assessment?

  Choose one

  Before trainingImmediately after trainingFollow-up

How to run it · This example teaches data handling. Replace the quiz with course-specific questions, verify every answer key, and use separate linked pre/post surveys with identical measures.

EDUCATION10 questions · ~2 min · 2 pages

Course & training evaluation

Review course relevance, learning activities, and intended application with structured and written feedback.

• The content was relevant to my work.

  Choose one

  Strongly disagreeDisagreeNeutralAgreeStrongly agree

How to run it · Use the actual course name and learning objectives. Explain who sees the feedback and whether responses can be linked to learners. Do not promise anonymity unless the collection process supports it.