TEAM

Employee engagement survey template

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

11 questions · 4 pages · 5 answer formats · About 4 min

Time is estimated from all questions, including matrix rows. Branching can shorten a path; reading, consent and longer written answers can add time. Confirm it with a pilot.

See example results and what to do next

Use this template →Try the survey Read every question

Free to use within your plan's response allowance. Edit the wording and options before publishing.

Use this template opens an editable draft after sign-in. Questions, answer options and configured logic carry over; nothing is published until you choose to publish.

Try the questionnaire

Answer it before you use it.

Try the actual questions, follow-ups and endings. Preview answers stay in this tab and disappear when you close or restart it. Nothing is submitted.

Who this is for

People teams measuring employee experience across resources, management, growth, and team culture.

Before you send 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.

Questionnaire preview

These are the questions and answer options copied into your draft. Bracketed text is a prompt to customize. Matrix questions contain several statements, so allow time for each row.

Page 1

1. How likely are you to recommend us as a place to work? (required)
0–10 scale (NPS)
2. How much do you agree with each statement? (required)
- — I know what is expected of me at work
- — I have the tools and resources I need
- — My manager gives me useful feedback
- — I have opportunities to learn and grow
- — My work makes good use of my strengths
- — I feel comfortable raising concerns
- — My workload is sustainable
- — I understand how my work supports the strategy
Strongly disagreeDisagreeNeutralAgreeStrongly agree
Page 2: Your team
3. Thinking about your immediate team:
- — People here treat each other with respect
- — We hold each other to a high standard
- — Decisions get made at the right pace
- — New people are set up to succeed
Strongly disagreeDisagreeNeutralAgreeStrongly agree
4. How likely are you to still be here in a year?
0–10 scale (Very unlikely → Very likely)
Page 3: In your words
5. What is the single best thing about working here?
Long text
6. What should we start, stop, or keep doing?
Long text
7. Anything you want leadership to hear that this survey didn't ask?
Long text
Page 4: Context and next steps
8. Which improvements would most help your working experience?
Rank the options
Clearer prioritiesMore useful feedbackDevelopment opportunitiesBetter toolsMore sustainable workload
9. How confident are you that feedback from this survey will lead to action?
1–7 scale (Not confident → Very confident)
10. What is one practical change your team could try in the next month?
Long text
11. What is one change that would make your work more sustainable?
Long text

Use this template →

Use the builder link to retain logic, piping, consent, scoring, and randomization. Plain text copies wording only; piped answers become editable placeholders.

How to read the results

Review item distributions, not only an overall average. Track the same items over time and group open-text themes into actionable changes. These are editable items, not a validated psychometric scale.

Preview your edited survey on desktop and mobile, run a small pilot, and review an export before inviting the full audience. Adding questions is optional: keep the ones that support your decision.

Example results · fictional data

Read the spread behind the engagement score

40 fictional employees answered the recommendation question: 20 promoters, 12 passives and 8 detractors. The whole group is shown together.

Q1 · 40 answers · avg 8 · eNPS +30

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

0:
1:
2:
3:
4: 3
5: 2
6: 3
7: 6
8: 6
9: 10
10: 10

Illustration only. Calculated from 40 invented answer sets using Plumeform's analysis code. Your results depend on the people you recruit and the answers they give.

What you can take from this

The sample eNPS is +30: 50% promoters minus 20% detractors. It is one measure of recommendation, not an explanation of workload, management or retention.

What to do next

Read the driver questions alongside the score and tell the team what will happen next. Decide which group sizes are safe to report before collecting responses.

Design an employee feedback process Try a shareable sample report