Company surveys for employees: 15 Different types every HR team should know
Every football fan knows the ritual: checking FIFA ratings or diving into Football Manager to see how players are scored; it’s part fun, part frustration, sometimes the numbers feel spot-on, other times you’re sure the stats missed the mark.
Still, those ratings spark conversations, challenge assumptions, and shape strategies for the next match. That’s exactly what company surveys for employees do in the workplace, they’re the “player ratings” for organizational health. They confirm strengths, reveal blind spots, and spark dialogue about what needs to change.
That’s exactly what company surveys for employees do, they’re the “player ratings” for organizational health. The real win comes when those insights are used to adjust the game plan. Read on to discover how company surveys for employees can be the turning point for your culture strategy.
What do we mean by “company surveys for employees”?
When we talk about “company surveys for employees,” we mean structured feedback mechanisms that organizations use to capture the thoughts, concerns, and experiences of their workforce. These surveys go beyond basic check-ins; they’re designed to help HR and leadership understand and improve employee engagement levels, workplace culture, and employee satisfaction in a measurable way.
By using modern employee survey tools and advanced employee survey software, companies can quickly design surveys, distribute them across different departments, and analyze responses in real time. Unlike informal conversations or suggestion boxes, company surveys provide a standardized and scalable way to track what matters most to employees, whether that’s career growth, workload, recognition, or overall happiness at work.
In 2025, these surveys have evolved into powerful listening channels that don’t just gather data but also drive continuous improvements in employee engagement, retention, and organizational performance.
How are employee surveys used by HR and leadership today?
In today’s workplace, surveys are more than just forms; they are decision-making tools. HR and leadership teams rely on them to stay connected with employee sentiment and guide strategic actions.
- Measuring engagement levels: An employee feedback survey helps HR to accurately measure employee satisfaction, motivation, commitment, and morale, allowing leaders to act before disengagement spreads.
- Identifying culture gaps: Regular workplace surveys reveal whether company values are being lived daily or if cultural disconnects exist across teams.
- Improving communication: Surveys create a structured channel for employees to voice opinions openly, bridging gaps between staff and management.
- Shaping policies and benefits: Leadership uses survey insights to refine HR policies, update benefits, or design wellness initiatives that reflect employee needs.
- Tracking organizational progress: Surveys help compare year-over-year improvements and monitor whether new initiatives are making a real impact.
15 Different types of employee surveys you can run internally
When it comes to understanding employees, one survey type alone won’t give you the full picture. Below are three key categories of company surveys, each with five types, that HR teams can run internally to track engagement, performance, and lifecycle experiences.
1. Employee engagement survey
The foundation of internal surveys, measuring motivation, satisfaction, and commitment levels. Insights from this survey help HR design programs that boost retention and productivity. It highlights areas where employees feel energized versus disengaged. Leaders can use results to connect engagement directly with performance outcomes. Regular use also helps track progress over time.
Click here to explore employee engagement survey questions →
2. Culture survey
Tracks how connected employees feel to company values and mission. Results show whether the culture employees experience matches the one leaders intend to build. These surveys uncover misalignments between stated values and daily practices. They also reveal whether leadership behaviors reinforce company culture. Addressing gaps here improves overall employee belonging and trust.
Click here to see culture survey question examples →
3. Diversity & inclusion survey
Evaluates whether employees feel respected, valued, and included. The findings guide initiatives that create fairer opportunities and a stronger sense of belonging. It highlights systemic barriers that impact employee growth. Data helps HR design policies that support equity and inclusion at every level. Leaders can also measure progress against DEI benchmarks.
Click here to discover diversity & inclusion survey questions →
4. Wellness survey
Explores stress, burnout risks, and overall well-being. It enables HR to launch programs that directly improve employee health and morale. These surveys highlight physical, mental, and emotional wellness gaps. Results help organizations introduce policies like flexible schedules or wellness initiatives. Long-term use builds a healthier, more sustainable workforce.
Click here to check wellness survey question examples →
5. Pulse survey
Short, frequent surveys that capture real-time sentiment and highlight emerging issues before they escalate. They work as an early warning system for disengagement. Results give leaders quick signals on employee morale. They are easy to deploy and interpret for fast decision-making. Pulse surveys also help track the impact of recent changes.
Click here to view pulse survey question examples →
6. 360-degree feedback survey
Collects performance feedback from peers, managers, and subordinates, creating a holistic view of employee strengths and areas to grow. It ensures performance evaluations are multi-dimensional and less biased. This survey type reduces manager bias in performance assessments. It also highlights leadership potential among employees. Used regularly, it fosters a culture of accountability and growth.
Click here to explore 360-degree feedback survey questions →
7. Manager effectiveness survey
Focuses on communication, leadership style, and support. The results guide leadership development and manager coaching programs. These surveys reveal whether managers are building trust with their teams. They provide insight into leadership skills that need improvement. Addressing feedback improves employee-manager relationships and overall team performance.
Click here to see manager effectiveness survey question examples →
8. Performance appraisal survey
Standardized input that supports annual or quarterly reviews. It provides a consistent, data-backed way to assess employee contributions. These surveys ensure fairness across all teams. They also reduce bias by introducing structured evaluation criteria. Leaders can use data to align appraisals with promotions and career development plans.
Click here to discover performance appraisal survey questions →
9. Training feedback survey
Gather employee input on training quality, relevance, and effectiveness. These insights help HR refine learning programs for maximum impact. They show whether training meets employee expectations and needs. Leaders gain visibility into knowledge gaps that remain post-training. Over time, feedback drives continuous improvement in learning initiatives.
Click here to check training feedback survey question examples →
10. Innovation survey
Encourages employees to share ideas for new processes, products, or improvements. It fosters creativity while making employees feel their input shapes the future of the company. These surveys uncover untapped employee knowledge and perspectives. They create a safe space for risk-free ideation. Leadership can act on feedback to drive innovation faster.
Click here to view innovation survey question examples →
11. Onboarding survey
Captures new hire experiences during their first 30–90 days. This feedback helps HR smoothen transitions and improve the new-hire journey. Results highlight whether employees received adequate resources and training. They also reveal gaps in role clarity and cultural integration. Acting quickly on this feedback boosts new hire satisfaction and retention.
Click here to explore onboarding survey question examples →
12. Exit survey
Reveals why employees are leaving and highlights trends in turnover. It provides data to reduce attrition and strengthen retention strategies. Exit surveys give insights into culture, leadership, or workload challenges. They also identify recurring themes behind employee dissatisfaction. Using results proactively helps retain top talent and reduce costs.
Click here to see exit survey question examples →
13. Change management survey
Assesses how employees perceive and adapt to organizational changes such as restructures, mergers, or new tools. Leaders can use the results to ease resistance and guide smooth transitions. They show whether communication about changes is clear and timely. Data also highlights confidence levels in leadership decisions. Tracking results over time improves future change initiatives.
Click here to discover change management survey questions →
14. Remote work survey
Identifies challenges in hybrid or remote setups, including collaboration, communication, and access to tools. It helps organizations fine-tune remote work policies and support systems. These surveys reveal how employees manage productivity outside traditional offices. They also uncover barriers like technology gaps or isolation. Addressing feedback ensures remote teams feel supported and connected.
Click here to check remote work survey question examples →
15. Frontline employee survey
Collects insights from customer-facing staff in sales, service, or operations. Their feedback highlights issues that affect both employee satisfaction and customer experience. These surveys show whether frontline workers feel recognized for their contributions. They also provide early warnings about operational inefficiencies. Acting on feedback improves both employee morale and customer outcomes.
Click here to view frontline employee survey question examples →
100+ ready-to-use employee survey questions for every survey type
Crafting the right questions is the difference between meaningful insights and wasted effort. Below is a complete employee survey questions template organized into 15 categories, giving HR and leadership teams ready-to-use employee survey questions that spark honest and useful feedback.
Employee engagement survey questions
- How motivated do you feel to give your best effort at work each day? (1 = Not motivated, 5 = Highly motivated)
- I feel proud to work at this company. (1 = Strongly disagree, 5 = Strongly agree)
- How connected do you feel to the company’s mission and values? (1 = Not at all, 5 = Very connected)
- How likely are you to recommend this company as a great place to work? (0–10 scale)
- How satisfied are you with the opportunities for growth and development available to you? (1 = Very dissatisfied, 5 = Very satisfied)
- I feel recognized and valued for my contributions. (1 = Strongly disagree, 5 = Strongly agree)
- How often do you feel inspired by the work you do? (1 = Never, 5 = Always)
- How well does leadership communicate the company’s vision and goals? (1 = Very poorly, 5 = Very well)
- What is the biggest factor that keeps you engaged in your role? (Multiple choice: Recognition, Growth, Compensation, Culture, Leadership)
- What is one change that would make you feel more engaged at work? (Open-text response)
Culture survey questions
- How strongly do you feel the company’s values align with your personal values? (1 = Not aligned, 5 = Completely aligned)
- I feel included and respected in company activities, regardless of my role. (1 = Strongly disagree, 5 = Strongly agree)
- How transparent do you feel leadership is when communicating company decisions? (1 = Not transparent, 5 = Very transparent)
- To what extent do you believe the company’s actions match its stated values? (1 = Not at all, 5 = Completely)
- How well does the company culture promote fairness and equal opportunity? (1 = Very poorly, 5 = Very well)
- How supported do you feel when sharing your ideas or feedback openly? (1 = Not supported, 5 = Fully supported)
- The company’s culture encourages collaboration and teamwork. (1 = Strongly disagree, 5 = Strongly agree)
- How respected do you feel by colleagues across different levels of the organization? (1 = Not respected, 5 = Very respected)
- Which aspect of company culture do you value the most? (Multiple choice: Collaboration, Innovation, Inclusivity, Recognition, Transparency)
- In your own words, what’s one thing that could improve our company culture? (Open-text response)
Diversity and inclusion survey questions
- I feel respected at work regardless of my background or identity. (1 = Strongly disagree, 5 = Strongly agree)
- How fairly do you believe promotions and advancement opportunities are handled in this company? (1 = Very unfairly, 5 = Very fairly)
- I feel comfortable voicing my opinions without fear of judgment. (1 = Strongly disagree, 5 = Strongly agree)
- How confident are you that leadership actively supports diversity and inclusion efforts? (1 = Not confident, 5 = Very confident)
- Diverse perspectives are valued when important decisions are made. (1 = Strongly disagree, 5 = Strongly agree)
- I believe employees here have equal opportunities for growth and development. (1 = Strongly disagree, 5 = Strongly agree)
- The company provides effective training on inclusion and bias awareness. (1 = Strongly disagree, 5 = Strongly agree)
- I feel I can bring my authentic self to work without hesitation. (1 = Strongly disagree, 5 = Strongly agree)
- Which area of diversity and inclusion needs the most improvement? (Multiple choice: Leadership representation, Training, Hiring practices, Pay equity, Workplace respect)
- In your own words, what’s one step the company could take to improve inclusion? (Open-text response)
Wellness survey questions
- How well do you feel you can maintain a healthy work-life balance here? (1 = Very poorly, 5 = Very well)
- I have access to resources that support my mental health and well-being. (1 = Strongly disagree, 5 = Strongly agree)
- How often do you feel stressed because of your workload? (1 = Never, 5 = Very often)
- I feel comfortable taking time off when I need to recharge. (1 = Strongly disagree, 5 = Strongly agree)
- How supported do you feel by your manager when it comes to well-being? (1 = Not supported, 5 = Fully supported)
- Workloads across my team feel fair and reasonable. (1 = Strongly disagree, 5 = Strongly agree)
- I feel safe discussing burnout or stress with leadership. (1 = Strongly disagree, 5 = Strongly agree)
- How effective are current wellness initiatives (e.g., programs, benefits) in reducing stress? (1 = Not effective, 5 = Very effective)
- Which wellness support do you find most valuable? (Multiple choice: Flexible hours, Health benefits, Counseling, Wellness events, Time-off policies)
- What’s one additional step the company could take to improve your well-being? (Open-text response)
Pulse survey questions
- How satisfied are you with your work this week? (1 = Very dissatisfied, 5 = Very satisfied)
- I feel my workload is manageable right now. (1 = Strongly disagree, 5 = Strongly agree)
- How connected do you feel with your team this week? (1 = Not connected, 5 = Very connected)
- I feel supported by my manager at this moment. (1 = Strongly disagree, 5 = Strongly agree)
- How clear are your top priorities for this week? (1 = Not clear, 5 = Very clear)
- I feel recognized for my efforts recently. (1 = Strongly disagree, 5 = Strongly agree)
- How aligned do you feel with company goals this week? (1 = Not aligned, 5 = Fully aligned)
- I feel positive about my role today. (1 = Strongly disagree, 5 = Strongly agree)
- Which factor most influences how you’re feeling this week? (Multiple choice: Workload, Team support, Leadership, Recognition, Tools/resources)
- What is one challenge you’re facing right now that the company could help with? (Open-text response)
360-degree feedback survey questions
- How effectively does this person communicate with colleagues? (1 = Very ineffectively, 5 = Very effectively)
- This person collaborates well with other team members. (1 = Strongly disagree, 5 = Strongly agree)
- How accountable is this person in delivering on commitments? (1 = Not accountable, 5 = Highly accountable)
- This person provides constructive feedback to others when needed. (1 = Strongly disagree, 5 = Strongly agree)
- How effective is this person at problem-solving in their role? (1 = Very ineffective, 5 = Very effective)
- This person demonstrates leadership qualities, even without a formal title. (1 = Strongly disagree, 5 = Strongly agree)
- How well does this person handle conflict in a professional manner? (1 = Very poorly, 5 = Very well)
- This person contributes positively to the overall team environment. (1 = Strongly disagree, 5 = Strongly agree)
- Which area do you think this person should focus on improving? (Multiple choice: Communication, Collaboration, Leadership, Technical skills, Time management)
- What’s one piece of advice you would give this person to enhance their effectiveness? (Open-text response)
Manager effectiveness survey questions
- How clearly does your manager communicate expectations and goals? (1 = Not clear at all, 5 = Extremely clear)
- My manager provides the right level of support when I need it. (1 = Strongly disagree, 5 = Strongly agree)
- How approachable is your manager for feedback or concerns? (1 = Not approachable, 5 = Very approachable)
- My manager recognizes and appreciates my contributions. (1 = Strongly disagree, 5 = Strongly agree)
- How fairly does your manager treat all team members? (1 = Very unfairly, 5 = Very fairly)
- My manager encourages my career growth and development. (1 = Strongly disagree, 5 = Strongly agree)
- How effective is your manager at resolving team conflicts? (1 = Very ineffective, 5 = Very effective)
- I feel confident in my manager’s leadership skills. (1 = Strongly disagree, 5 = Strongly agree)
- Which quality best describes your manager’s leadership style? (Multiple choice: Supportive, Directive, Collaborative, Hands-off, Visionary)
- What’s one thing your manager could do differently to better support your success? (Open-text response)
Performance appraisal survey questions
- How fairly do you feel your performance is evaluated? (1 = Very unfairly, 5 = Very fairly)
- Performance goals for my role are clearly defined. (1 = Strongly disagree, 5 = Strongly agree)
- How constructive is the feedback you receive during performance reviews? (1 = Not constructive, 5 = Very constructive)
- Reviews focus more on growth than criticism. (1 = Strongly disagree, 5 = Strongly agree)
- How regularly do you receive performance feedback outside formal reviews? (1 = Never, 5 = Very often)
- Promotions and rewards are tied fairly to performance criteria. (1 = Strongly disagree, 5 = Strongly agree)
- How accurately do reviews reflect your contributions? (1 = Not accurately, 5 = Very accurately)
- Performance expectations are realistic and achievable. (1 = Strongly disagree, 5 = Strongly agree)
- Which factor has the most influence on your performance rating? (Multiple choice: Goal achievement, Team contribution, Skills, Leadership, Innovation)
- What would make performance reviews more useful and fair for you? (Open-text response)
Training feedback survey questions
- How relevant was the training content to your current role? (1 = Not relevant, 5 = Extremely relevant)
- The trainer explained concepts in a clear and understandable way. (1 = Strongly disagree, 5 = Strongly agree)
- How confident do you feel applying what you learned from the training? (1 = Not confident, 5 = Very confident)
- The training improved my skills and knowledge. (1 = Strongly disagree, 5 = Strongly agree)
- How engaging was the training format and delivery? (1 = Very unengaging, 5 = Very engaging)
- Training materials provided were helpful and easy to use. (1 = Strongly disagree, 5 = Strongly agree)
- The length and pace of the training were appropriate. (1 = Very inappropriate, 5 = Very appropriate)
- How effective was the technology used to deliver the training? (1 = Not effective, 5 = Very effective)
- What aspect of the training added the most value? (Multiple choice: Content, Trainer, Materials, Activities, Format)
- What improvements would you suggest for future training sessions? (Open-text response)
Innovation survey questions
- I feel encouraged to share new ideas within the company. (1 = Strongly disagree, 5 = Strongly agree)
- How seriously are employee suggestions considered by leadership? (1 = Not seriously, 5 = Very seriously)
- Innovation is recognized and rewarded in this organization. (1 = Strongly disagree, 5 = Strongly agree)
- How supportive is leadership when it comes to experimentation? (1 = Not supportive, 5 = Very supportive)
- I have enough time to work on creative or innovative projects. (1 = Never, 5 = Always)
- Tools and resources for testing new ideas are readily available. (1 = Strongly disagree, 5 = Strongly agree)
- Employees’ ideas are acted on quickly by decision-makers. (1 = Strongly disagree, 5 = Strongly agree)
- How safe do you feel taking risks without fear of failure? (1 = Not safe, 5 = Completely safe)
- Which area would you most like to see more innovation in? (Multiple choice: Processes, Products, Technology, Culture, Customer experience)
- What is one idea you’d like the company to explore or implement? (Open-text response)
Onboarding survey questions
- How clearly was your role explained before joining? (1 = Not clear at all, 5 = Very clear)
- I received enough training during my first month. (1 = Strongly disagree, 5 = Strongly agree)
- How welcomed did you feel by your team during onboarding? (1 = Not welcomed, 5 = Very welcomed)
- The onboarding process was well-structured and organized. (1 = Strongly disagree, 5 = Strongly agree)
- How effectively were job expectations communicated to you? (1 = Very ineffectively, 5 = Very effectively)
- I quickly understood the company’s culture and values. (1 = Strongly disagree, 5 = Strongly agree)
- How supported did you feel by your manager during onboarding? (1 = Not supported, 5 = Fully supported)
- I had access to the resources I needed early on. (1 = Strongly disagree, 5 = Strongly agree)
- Which part of onboarding was most helpful to you? (Multiple choice: Training, Manager support, Team integration, Culture orientation, Tools/resources)
- That one improvement would make the onboarding experience better for future hires? (Open-text response)
Exit survey questions
- How supported did you feel during your time at the company? (1 = Not supported, 5 = Fully supported)
- Career growth opportunities were available to me in this role. (1 = Strongly disagree, 5 = Strongly agree)
- How fairly was your work recognized and appreciated? (1 = Very unfairly, 5 = Very fairly)
- Workloads in my role were manageable. (1 = Strongly disagree, 5 = Strongly agree)
- How well did the company culture align with your expectations? (1 = Not well at all, 5 = Extremely well)
- My relationship with my manager was positive and supportive. (1 = Strongly disagree, 5 = Strongly agree)
- I would recommend this company as a good place to work. (1 = Definitely not, 5 = Definitely yes)
- What was the main reason for your decision to leave? (Multiple choice: Career growth, Compensation, Culture, Leadership, Workload, Personal reasons)
- How likely would you have stayed if changes had been made to address your concerns? (1 = Very unlikely, 5 = Very likely)
- What advice would you give leadership to improve retention? (Open-text response)
Change management survey questions
- How well were you informed about the recent organizational changes? (1 = Not informed at all, 5 = Very well informed)
- Communication about changes was clear and timely. (1 = Strongly disagree, 5 = Strongly agree)
- How supported did you feel during this transition? (1 = Not supported, 5 = Fully supported)
- Adequate training and resources were provided to adapt to new systems. (1 = Strongly disagree, 5 = Strongly agree)
- Leadership explained the reasons behind these changes effectively. (1 = Strongly disagree, 5 = Strongly agree)
- How confident are you in adapting to the recent changes? (1 = Not confident, 5 = Very confident)
- Employee feedback was considered in the change process. (1 = Strongly disagree, 5 = Strongly agree)
- How manageable was the pace at which the changes were implemented? (1 = Not manageable, 5 = Very manageable)
- Which area of change has been most challenging for you? (Multiple choice: Communication, Training, Tools, Leadership, Workload)
- What one improvement could make future transitions smoother? (Open-text response)
Remote work survey questions
- How productive do you feel while working remotely? (1 = Not productive, 5 = Very productive)
- Communication with my team works effectively in a remote setup. (1 = Strongly disagree, 5 = Strongly agree)
- How satisfied are you with the tools provided for remote work? (1 = Very dissatisfied, 5 = Very satisfied)
- I feel included as part of the team when working remotely. (1 = Strongly disagree, 5 = Strongly agree)
- Expectations for remote work are clear and well communicated. (1 = Strongly disagree, 5 = Strongly agree)
- How supported do you feel by your manager when working remotely? (1 = Not supported, 5 = Fully supported)
- How often do you face technical issues while working remotely? (1 = Never, 5 = Very often)
- Collaboration with colleagues is easy in a remote or hybrid setup. (1 = Strongly disagree, 5 = Strongly agree)
- Which factor most impacts your remote work experience? (Multiple choice: Tools, Communication, Workload, Team support, Flexibility)
- What improvement would make remote work easier and more effective for you? (Open-text response)
Frontline employee survey questions
- How safe and supported do you feel in your daily role? (1 = Not safe/supported, 5 = Very safe/supported)
- I have the tools and resources I need to serve customers effectively. (1 = Strongly disagree, 5 = Strongly agree)
- How fairly do you feel workloads are distributed among frontline staff? (1 = Very unfairly, 5 = Very fairly)
- My contributions as a frontline employee are recognized and appreciated. (1 = Strongly disagree, 5 = Strongly agree)
- How effective is communication between frontline employees and leadership? (1 = Very ineffective, 5 = Very effective)
- How would you rate customer interactions in your role? (1 = Very poor, 5 = Excellent)
- My input and suggestions are valued by management. (1 = Strongly disagree, 5 = Strongly agree)
- How many growth opportunities do you feel exist for frontline employees here? (1 = None, 5 = Many)
- Which area would most improve your frontline work experience? (Multiple choice: Recognition, Training, Workload balance, Tools, Communication)
- What’s one change the company could make to improve your role as a frontline employee? (Open-text response)
Red flags: What bad survey design looks like
Even the best employee survey program can fail if the survey design is poor. Below are some common red flags that HR leaders and managers should watch out for when creating surveys.
- Overly long surveys: If employees feel the survey takes too much time, response rates drop and data quality suffers.
- Lack of anonymity: Without anonymity, employees may not feel safe to share honest feedback.
- Unclear objectives: A survey without a clear purpose confuses employees and produces data that leadership cannot act on.
- No follow-up action: Sending surveys but never acting on results damages credibility and reduces future participation.
- One-size-fits-all design: Surveys that ignore department-specific or role-specific contexts fail to capture meaningful insights.
- Poorly chosen scales: Inconsistent or confusing rating scales make it difficult to interpret results accurately.
- Too many open-ended questions: While useful, too many free-text responses can overwhelm both employees and HR teams.
- Not leveraging technology: Failing to use modern employee engagement survey tools leads to clunky surveys that lack automation and actionable analytics.
In-house surveys vs. employee engagement survey vendors: Which is right for you?
Organizations often debate whether to build surveys internally or use specialized platforms. Below is a side-by-side look at the key differences to help HR teams decide.
| Attribute | In-house Surveys | Employee Engagement Survey Vendors |
|---|---|---|
| Setup & Design | Built manually with generic tools like Google Forms or Excel; limited templates. | Pre-built employee engagement survey tools with expert-designed questionnaires and benchmarks. |
| Customization | Fully flexible, but requires more HR bandwidth to design and test. | Customizable with proven frameworks, saving time while ensuring best practices. |
| Analytics & Insights | Basic reporting, often limited to raw data or charts. | Advanced analytics, AI-driven insights, and actionable recommendations. |
| Employee Trust | Employees may worry about anonymity since HR controls the process. | Employee engagement survey vendors ensure anonymity and build trust through independent survey management. |
| Scalability | Works for small teams, but becomes inefficient as headcount grows. | Designed for enterprises, automating distribution and analysis across large workforces. |
5 Best tools to create and send company-wide employee surveys
Choosing the right platform can make or break your survey strategy. The best tools don’t just collect responses, they help HR design smarter surveys, ensure anonymity, and deliver insights that drive action. Below, we’ll explore five best employee survey tools that simplify running company-wide employee surveys.
1. CultureMonkey
CultureMonkey helps organizations run surveys that scale with their workforce. Designed to meet the needs of growing enterprises, CultureMonkey combines security, flexibility, and global reach.
With features like multilingual delivery, seamless integrations, and advanced analytics, CultureMonkey makes it easier for HR leaders to listen consistently and act on employee feedback with confidence.
| Feature | Advantages |
|---|---|
| Enterprise-grade security | GDPR and SOC 2 compliant, ensuring full data protection and privacy for sensitive employee feedback. |
| Seamless data migration | Move historical survey data and benchmarks without disruption, preserving organizational context. |
| HRMS and communication integrations | Connects seamlessly with HR tools and communication platforms to simplify survey delivery. |
| Prebuilt and custom templates | Access 50+ expert-designed survey templates or build fully customizable formats. |
| Multilingual surveys | Deliver surveys in 150+ languages to engage global teams effectively. |
| Lifecycle surveys | Automate feedback at key stages like onboarding, exit, and anniversaries. |
| Guaranteed anonymity | Built-in anonymity safeguards ensure honest, candid responses without identity risk. |
| Omnichannel reminders | Reach employees via Slack, WhatsApp, email, SMS, QR codes, or kiosks for higher participation. |
| Real-time participation tracking | Monitor live response rates and identify drop-offs instantly during surveys. |
| In-depth heatmap analytics | Visualize trends across teams with heatmaps to pinpoint strengths and concerns. |
| Text feedback analytics | AI-powered analysis detects themes and sentiment in open-text responses. |
| Sentiment analysis | Understand the emotional tone behind survey answers to gauge morale more accurately. |
| Custom reports | Export results in XLS, PPT, or PDF formats, fully filterable and presentation-ready. |
| Manager dashboard | Provide managers with team-level insights so they can act quickly on feedback. |
| Follow-up action planning | Convert survey insights into trackable action plans, ensuring accountability. |
Key Takeaway
| Takeaway | Details |
|---|---|
| Pricing | Contact sales. |
| G2 | 4.7. |
| Capterra | Not available. |
| Pros | Manager-level insights and action planning features help involve leaders directly in improving engagement outcomes. |
| Cons | Overall experience is smooth and intuitive,few drawbacks reported. |
2. Culture Amp
As an employee feedback platform, Culture Amp offers pre-designed surveys and analytics tailored for different workforce needs. Culture Amp focuses on simplifying survey creation while ensuring data is benchmarked against global standards.
| Feature | Advantages |
|---|---|
| Template Library | Offers 40+ ready‑to‑use, research‑backed templates for all employee moments (onboarding, exit, pulse, etc.) |
| AI Insights | Purposeful AI analyzes responses and delivers evidence-based insights efficiently. |
| Benchmarking Data | Compare your results against global norms using a massive data set. |
| People-Science Backing | Built on psychology and data science principles, ensuring survey credibility. |
| Result Analytics | Includes participation tracking, impact analysis, demographic reporting, and question scoring. |
Key Takeaway
| Takeaway | Details |
|---|---|
| Pricing | Contact sales. |
| G2 | 4.5. |
| Capterra | 4.6. |
| Pros | Easy to use, practical features, simplified information, ability to track score evolution over time. |
| Cons | Insights sometimes require consulting Culture Amp staff; support response times can feel slow during critical deadlines. |
3. Lattice
Lattice provides survey functionality alongside broader people management features. Lattice enables organizations to gather employee feedback, analyze results, and connect insights with performance management workflows.
| Feature | Advantages |
|---|---|
| AI-Driven Insights | Delivers fast trend analysis and action recommendations from completed surveys. |
| Pulse Survey Templates | Provides customizable templates, automated scheduling, and built-in real-time analytics. |
| Anonymous Thresholds | Protects respondent identities by enforcing minimum response thresholds for visibility. |
| Comment Reply Capability | Enables managers to engage directly by responding to comments in engagement, onboarding, and exit surveys. |
| HRIS Integrations | Seamlessly integrates with Slack, Teams, and HRIS tools for smoother survey distribution and HR alignment. |
Key Takeaway
| Takeaway | Details |
|---|---|
| Pricing | Contact sales. |
| G2 | 4.7. |
| Capterra | 4.5. |
| Pros | Clean interface and straightforward setup, making adoption easier across regions; offers API integrations with other systems. |
| Cons | Account management consistency may vary, and customer support transitions can sometimes feel disruptive for teams. |
4. Leapsome
Leapsome offers a modular approach to employee feedback, combining surveys with trend tracking and people analytics. Leapsome supports anonymity, customizable templates, and insight-level reporting to guide improvement.
| Feature | Advantages |
|---|---|
| Custom Survey Templates | Offers expert-validated, research-backed templates for surveys like engagement, onboarding, and pulse. |
| Automated AI Insights | Automatically summarizes responses, highlights key themes, and recommends actions to drive improvement. |
| Anonymity Configuration | Allows setting anonymity thresholds for surveys to ensure confidentiality in sensitive contexts. |
| Action Plan Builder | Uses post-survey analytics to suggest and create team-level action plans based on response data. |
| HRIS & App Integrations | Connects with HRIS platforms and communication tools like Slack or Teams for seamless survey deployment. |
Key Takeaway
| Takeaway | Details |
|---|---|
| Pricing | Contact sales. |
| G2 | 4.8. |
| Capterra | 4.6. |
| Pros | Strong survey analytics with useful filters and benchmarking, helping HR teams compare results across groups. |
| Cons | Certain functions, such as survey logic or branching, may be less customizable depending on setup. |
5. Quantum Workplace
Quantum Workplace offers tools that blend employee engagement surveys with analytics and action planning, all within a unified platform. The platform is designed to promote continuous listening and data-driven insights without emphasizing its market dominance.
| Feature | Advantages |
|---|---|
| Interactive Visual Dashboards | Provides demographic filters and visualizations that make analytics more intuitive. |
| In-tool Benchmarks | Offers comparisons against thousands of organizations using up-to-date benchmarking. |
| Lifecycle Survey Automation | Launches milestone-based surveys automatically through HRIS integration for efficiency. |
| AI-Powered Action Plans | Transforms survey responses into expert-informed recommendation plans with AI support. |
| Comprehensive Analytics Suite | Offers varied reports like heat maps, comment sentiment, and trend tracking to drive insights. |
Key Takeaway
| Takeaway | Details |
|---|---|
| Pricing | Contact sales. |
| G2 | 4.4. |
| Capterra | 4.6. |
| Pros | Simple user interface that makes surveys easy to launch and manage without complexity. |
| Cons | Customization options may feel limited when tailoring survey templates or workflows. |
What makes CultureMonkey the best tool for employee surveys?
Employee surveys are most effective when they combine security, scale, and flexibility. For organizations managing diverse teams across locations, the right platform ensures smooth adoption.
CultureMonkey is designed to meet these needs while keeping feedback simple, reliable and actionable. Here’s a breakdown of what makes CultureMonkey effective for listening to employees at scale:
- Enterprise-level security standards: Compliant with GDPR and SOC 2, ensuring full data protection and privacy control.
- Hassle-free data migration: Import past survey records and benchmarks smoothly, with no loss or disruption.
- Seamless HR tech integrations: Connects easily with HRMS and communication tools, minimizing IT dependency.
- Ready-made and custom templates: Access 50+ expert-designed templates or create fully tailored surveys.
- Surveys in multiple languages: Reach global teams with support for 150+ languages.
- Anonymity you can trust: Built-in privacy settings guarantee anonymity and encourage candid feedback.
- Omnichannel participation reminders: Boost response rates with reminders via Slack, WhatsApp, email, SMS, QR codes, or kiosks.
How to make employee surveys anonymous and safe
For surveys to be effective, employees must feel secure that their voices won’t be traced back to them. Anonymous surveys for employees build trust and encourage open, honest feedback.
- Use third-party platforms: External tools ensure anonymity by separating employee identity from responses.
- Aggregate results: Share insights at a team or department level instead of individual responses to protect anonymity.
- Communicate anonymity clearly: Let employees know upfront how their data will be protected and used.
- Limit admin access: Restrict who can view raw survey data to maintain privacy.
- Randomize reporting: Present results in randomized order so individual responses cannot be guessed.
- Be transparent about purpose: Explain why the survey is being conducted and how results will help employees.
Common questions to avoid in company employee surveys
Not every question belongs in an employee survey template. Poorly framed or irrelevant items in your employee surveys can frustrate employees, distort results, and damage trust in the process. Here are some to avoid:
- Overly personal questions: Surveys should focus on workplace experiences, not private matters. Example: “What are your political views, and do they affect your work?”
- Yes/No questions only: Binary questions limit insight and make it hard to act on results. Example: “Do you like working here?”
- Double-barreled questions: Combining multiple ideas in one question confuses employees. Example: “Do you feel your workload is fair and your manager communicates clearly?”
- Jargon-heavy or unclear wording: Employees may interpret technical terms differently, leading to poor data quality. Example: “Do you feel the new agile sprint cadences improve operational synergies?”
- Leading or biased questions: Phrasing that pushes employees toward one answer skews feedback. Example: “Don’t you agree leadership has been more transparent this year?”
- Unchangeable factors: Asking about areas leadership cannot address creates frustration and disengagement. Example: “Would you prefer the office to be relocated closer to your home?”
Conclusion
Surveys for employees play a crucial role in shaping a workplace where people feel heard, valued, and motivated. They provide leaders with the insights needed to identify strengths, uncover challenges, and build a culture that drives both engagement and performance. But the value of these surveys depends on the tools used to design, distribute, and analyze them effectively.
When feedback needs to drive results, CultureMonkey ensures surveys deliver both insights and action. By offering secure, customizable, and multilingual survey options, it enables HR teams to listen at scale while maintaining trust and anonymity. With integrations into existing HR systems and omnichannel delivery, CultureMonkey ensures employees across regions can participate seamlessly.
Most importantly, it helps leaders move beyond data collection to action, turning feedback into meaningful organizational change. For companies aiming to elevate their employee experience, CultureMonkey provides the framework to run surveys that matter and deliver results that last.
FAQs
1. What is a company survey for employees?
A company survey for employees is a structured method of collecting valuable employee feedback about workplace culture, communication, and leadership. The results guide HR teams in identifying strengths, uncovering hidden issues, and designing initiatives that improve employee satisfaction. Conducted regularly, these surveys strengthen trust, encourage open dialogue, and give leaders actionable insights for meaningful change.
2. What questions should be in an employee survey?
An effective survey should collect employee feedback across areas like engagement, culture, diversity and inclusion, wellness, and manager effectiveness. These question types reveal what motivates employees, where challenges exist, and how leaders can act. Covering these themes ensures surveys support employee retention, while also building a workplace culture rooted in trust and continuous improvement.
3. How often should you run employee surveys in a company?
Organizations usually combine annual surveys with frequent pulse surveys. Annual surveys capture broad themes like job satisfaction, while pulse surveys provide timely snapshots for measuring employee engagement. Together, they create a consistent listening strategy that balances long-term insights with quick feedback, helping leaders track overall sentiment and address issues before they escalate further.
4. How do you make surveys feel anonymous and trustworthy?
Surveys build trust when employees know their responses cannot be traced back to them. Anonymity can be ensured by removing identifiers, setting response thresholds, and communicating privacy clearly. When staff feel safe, they share honest input that shapes a positive workplace culture, making surveys not just data collection tools but enablers of real change.
5. What’s the best tool to create employee surveys?
The best tools are those that balance ease of use with flexibility. Platforms like CultureMonkey provide customizable survey templates and multilingual support, making it simple to gather feedback from diverse teams. With built-in analytics and anonymity settings, the platform helps HR leaders design surveys that enhance employee engagement and build actionable insights for long-term improvement.
6. What’s the difference between pulse surveys and company-wide surveys?
Pulse surveys are short, frequent check-ins aimed at engaging employees regularly and tracking real-time sentiment. Company-wide surveys are broader, conducted less often, and provide deeper survey results across the entire workforce. Both approaches help organizations gather valuable feedback, but together they balance quick insights with comprehensive data to support informed decision-making and meaningful workplace improvements.
7. How do I analyze employee survey results easily?
The process becomes simpler when surveys are paired with advanced analytics tools that highlight patterns and track trends over time. Platforms like CultureMonkey provide dashboards with heat maps, participation tracking, and sentiment analysis. This makes it easier for HR leaders to interpret survey results, spot problem areas, and turn feedback into actionable strategies for improvement.
8. Why is CultureMonkey great for sending company surveys?
CultureMonkey simplifies survey delivery with integrations into Slack and Microsoft Teams, meeting employees where they already work. CultureMonkey is designed to support real time employee feedback, multilingual surveys, and customizable templates that adapt to any workforce. By combining anonymity with actionable insights, the platform helps leaders improve employee satisfaction while making feedback a natural part of daily culture.
