Survey · Employee satisfaction
Company satisfaction survey template
Covers the whole job in one grid, from day-to-day work to pay and leadership, then asks people to rank the changes that would matter most. Staff who wouldn't recommend working here are asked whether they have thought about leaving and what is behind it, while happier staff are asked what's worth protecting.
Try it live
Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
This survey is anonymous and takes about four minutes. Honest answers help most.
Which part of the company do you work in?
How long have you worked here?
Overall, how satisfied are you working here?
How do you feel about each of these?
I understand where the company is heading and why.
I have what I need to do my job well.
Which changes would make the biggest difference to you? Put the biggest first.
How likely are you to recommend working here to a friend?
Have you thought about leaving in the last six months?
What's behind that? What would change your mind?
What's the best thing about working here?
If you could change one thing tomorrow, what would it be?
Ends with
Thank you for being honest 💬
The flow
Where each answer leads. Every route here is editable once the form is yours.
Dropdown
Single select
Rating
Matrix
Opinion scale
Opinion scale
Ranking
NPS
Yes / No
Long text
Long text
Long text
What this template uses
- Dropdown
- Single select
- Rating
- Matrix
- Opinion scale
- Ranking
- NPS
- Yes / No
- Long text
- 2 branches
Questions to consider
- How will you keep answers anonymous, especially in small teams?
- Do the departments in the dropdown match how you want to report results?
- Which of the changes in the ranking are you actually willing to make?
- When will you share results with staff, and who will present them?
How to use the responses
Look at the grid by department before you look at the company average, because one unhappy team can hide inside a decent overall score. The share of people who have thought about leaving, read alongside their reasons, is the number leadership should see first. Compare the ranked changes with what you can realistically do this year, then tell staff what you heard and which two or three things you will act on. A survey with no visible follow-up gets fewer honest answers next time.
How to customize and share it
- 1Edit the departments to match your structure, and merge small teams so no one can be identified.
- 2Change the rows in the grid if there are parts of the job you want to hear about, such as office space or remote work.
- 3Share the link company-wide with a clear closing date, and send one reminder halfway through.
Frequently asked questions
What questions should a company satisfaction survey include?
Cover the work itself, the manager, the team, pay, workload, growth and communication from leadership. Add a question about whether people would recommend working here, and an open question about what to change.
Should an employee satisfaction survey be anonymous?
Usually yes, because people are more honest when they can't be identified. Avoid asking for names, and don't report results for groups so small that answers could be traced back to someone.
How often should we run a company satisfaction survey?
Once or twice a year for a full survey like this one, with a shorter pulse survey in between if you want to track change.
What is an eNPS question?
It asks employees how likely they are to recommend the company as a place to work, on a 0 to 10 scale. It is scored the same way as a customer NPS.