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Communication survey template
Asks employees whether they understand the goals, can find what they need and hear about changes in time, then has them rank the channels they actually rely on. Anyone who says they would keep a concern to themselves is asked what would make speaking up easier, a question most surveys never reach.
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Every question, and where it leads
The conversation
What a respondent is asked, in order.
This survey is about how information moves around here. There are no right answers, and honest ones help most.
Which part of the organisation do you work in?
Where do you usually work?
How much do you agree with each of these?
How well does your direct manager keep you informed?
How manageable is the number of messages you get each day?
Rank these by how useful they are for getting the information you need.
Which topics could be communicated more clearly?
If something was bothering you at work, what would you most likely do?
What would make it easier to speak up?
Think of a recent handoff between people or teams that went wrong. What was missing?
If you could change one thing about how we communicate, what would it be?
Ends with
Thank you for taking part
The flow
Where each answer leads. Every route here is editable once the form is yours.
Dropdown
Single select
Matrix
Rating
Opinion scale
Ranking
Multi select
Single select
Long text
Long text
Long text
What this template uses
- Dropdown
- Single select
- Matrix
- Rating
- Opinion scale
- Ranking
- Multi select
- Long text
- 4 branches
Questions to consider
- Are your teams large enough that the department question can't identify anyone?
- Which channels does your organisation actually use, and should the ranking list only those?
- Do you want to compare on-site and remote staff, and are both groups big enough to compare?
- Who will share the results with everyone, and by when?
How to use the responses
Start with the statement people disagreed with most, since that is usually the one to fix. Compare on-site and remote answers, because the gap between them often explains the rest. Treat the share of people who would keep a concern to themselves as a warning sign worth its own conversation with leadership. Share a short summary and one or two concrete changes within a few weeks, or the next survey will get fewer answers.
How to customize and share it
- 1Edit the department list to match your organisation, merging small teams so nobody can be identified.
- 2Replace the channel list with the tools and meetings you really use.
- 3Share the link through your usual internal channel, say how long it will stay open, and don't collect names if you promise anonymity.
Frequently asked questions
What questions should an internal communication survey ask?
Whether people understand the goals, can find the information they need, hear about changes in time and trust what they are told. Ask which channels they rely on and whether they feel able to raise a concern.
Should an employee communication survey be anonymous?
Usually, yes, because people are more candid. Avoid asking for names, and check that department or location answers can't narrow a response down to one person.
How often should I run a communication survey?
Once or twice a year is enough for most organisations, plus once after a big change such as a reorganisation or a move to remote work.
Can I adapt this for a single team?
Yes. Use this template copies it into your account, where you can edit every question, remove the department question and share it by link with just that team.