Employee survey templates
From the first interview to the exit conversation, these templates measure how people experience working with you. Each one is written to be answered honestly, which means short, anonymous where it should be, and followed by action.
- Engagement & pulse · 3
- Onboarding & training · 3
- Performance & 360 feedback · 3
- Benefits & compensation · 2
- Exit interviews · 2
- Candidate experience · 2
- Inclusion & belonging · 1
- Remote & hybrid work · 2
18 of 18
Employee feedback (18)
Engagement & pulse
- Employee engagement pulseA short, anonymous monthly pulse on clarity, support, energy and intent to stay. Built to be repeated and compared.6 questions ~2 min
- Annual employee engagement surveyThe full picture once a year: role clarity, manager, growth, recognition, workload, culture and intent to stay, with an eNPS.7 questions ~7 min
- Internal communications surveyWhich channels people read, whether leadership messages land, and what they wish they knew sooner.4 questions ~3 min
Onboarding & training
- New hire first-week check-inFive questions at the end of week one: equipment, access, welcome, clarity and what is still confusing.5 questions ~2 min
- 30/60/90-day onboarding surveyThe same eight questions at 30, 60 and 90 days so you can see whether role fit, support and confidence are improving.5 questions ~3 min
- Training evaluationRelevance, trainer, pace, confidence before and after, and intent to apply, for internal courses and workshops.7 questions ~3 min
Performance & 360 feedback
- Manager effectiveness (upward feedback)Anonymous upward feedback on observable manager behaviours: clarity, feedback, support, fairness and development.4 questions ~4 min
- 360-degree feedbackPeer, manager, report and self ratings on the same competencies, with free-text strengths and development areas.4 questions ~5 min
- Self-assessment for performance reviewStructured self-reflection before a review: achievements, challenges, skills to develop and support needed.5 questions ~8 min
Benefits & compensation
- Employee benefits surveyWhich benefits people use, which they value, and what they would trade, so the budget goes where it matters.5 questions ~4 min
- Pay fairness and transparencyPerceptions of fairness, clarity of how pay is decided, and trust in the process, without asking anyone's salary.3 questions ~2 min
Exit interviews
Candidate experience
Inclusion & belonging
Remote & hybrid work
Employee feedback survey questions, answered
How often should we run an employee pulse survey?
Monthly or quarterly with five to eight questions. Annual surveys with fifty questions produce a report; pulses produce habits.
Can employees be identified in an anonymous pulse?
Only if the group is small or you filter by several attributes at once. In anonymous surveys, SurveyHood hides results for any filtered group, or cross-tab row or column, with fewer than five responses.
What should a new-hire survey cover?
Whether the role matches what was described, whether they have the equipment and access they need, how welcoming the team has been, and what is still unclear.
Who should complete a 360 feedback survey?
The person themselves, their manager, two to five peers and, for managers, their direct reports. Keep rater groups anonymous except the manager.
Should a benefits survey ask about salary satisfaction?
Ask about fairness and transparency of pay rather than satisfaction with the amount, which is almost always low and tells you little.
Should an exit interview be a survey or a conversation?
Both. The survey gets honest answers to the awkward questions (manager, pay, culture); the conversation adds context. Send the survey first.
Will rejected candidates answer a survey?
Yes, at roughly half the rate of successful ones, and their answers are the most useful for fixing the process. Keep it anonymous and under two minutes.
Should an inclusion survey collect demographic data?
Only optional, self-described questions, and only if you will report by group with a minimum group size. Make clear that every demographic question can be skipped.