Employee Engagement Survey
HRAn anonymous internal survey to gauge employee satisfaction and workplace culture.
9 input fields · Traditional mode
When to use this template
Employee engagement surveys are how leadership stays in touch with the texture of the workplace at scale, and they only work if employees believe the responses are anonymous and acted on. This template is calibrated for mid-sized teams (15-200 people) running quarterly pulse surveys — not annual mega-surveys that take 30 minutes and never produce action. The structure mirrors what Gallup and SHRM research has identified as the highest-signal questions: role satisfaction, leadership communication, manager support, work-life balance, and employee NPS (likelihood to recommend the company as a place to work). The optional department and tenure fields enable segmentation without compromising anonymity at the individual level (assuming the team is large enough). Two open-ended fields capture culture-specific themes that rating scales miss.
Who it's for
- HR teams at startups and mid-sized companies running quarterly pulse surveys
- People-ops leaders measuring engagement before annual reviews
- Founders tracking culture as the team grows past 30 people
- Department heads benchmarking their team against company-wide engagement
What you get
- Optional Department and Tenure fields for segmented analysis
- Four 1-5 rating scales: role satisfaction, leadership communication, manager support, work-life balance
- Standard 0-10 employee NPS (eNPS) question for cross-company benchmarking
- Two open-ended fields for qualitative culture themes
- Anonymous-by-default — no identity fields, no IP logging on Pro plans
- Trend-tracking-ready CSV export for quarter-over-quarter comparison
Fields in this template
Customization tips
- Run the same survey every quarter without changing questions — trend over time is the value, not absolute scores
- Make "Department" mandatory only if you have 15+ people per department — at smaller teams, department + tenure can deanonymize individuals
- Add a "What is one specific thing leadership should know?" open-ended field — open invitations produce specific feedback that rating scales never surface
- Publish results back to the company within 2 weeks — surveys without visible follow-through tank participation in the next round
- For sensitive topics (harassment, mental health), use a separate dedicated form with stricter anonymity rather than embedding into the engagement pulse
Frequently asked questions
How do I keep responses truly anonymous?
On FormGen Pro, disable IP logging in form settings and use a public form link rather than authenticated submission. Avoid combinations of demographic fields (department + tenure + role) that uniquely identify individuals at small companies. For sensitive topics, run the survey through an external third party — anonymity that the employer controls is anonymity employees do not believe.
How often should I run engagement surveys?
Quarterly is the sweet spot for most teams. Monthly creates fatigue and the data does not move that fast. Annually misses meaningful drift. The discipline that matters most is actually changing something based on the results — surveys without follow-through erode trust faster than not surveying at all.
What is a healthy eNPS score?
eNPS varies more by industry than customer NPS does. Tech and SaaS commonly see eNPS in the +20 to +50 range; retail and hospitality often run 0 to +20. Like any benchmark, the trend matters more than the absolute. A team going from +10 to +25 is winning regardless of how that compares to "world class".
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