Employee Engagement Survey

Engagement surveys fail for a predictable reason: people do not answer honestly when they believe the answers are traceable. Run this one anonymously, say so plainly before the first question — the intro already does — and mean it. Thisys leaves the IP address and invitation identity out of the saved response, so the promise is enforced by the product rather than by policy: a web link made for this survey starts with anonymous responses on.

It opens with the engagement measures themselves — pride, intention to stay, discretionary effort and the employee Net Promoter question — and then the things that move them: whether work feels meaningful, whether people have what they need, whether they feel heard, whether their manager relationship works, whether they can see a future here, recognition, trust in leadership, fair treatment, and satisfaction with pay, benefits, balance and working environment. These are leading indicators. By the time turnover shows up in a report, the answers to these questions were already available months earlier.

Two open questions ask what is best about working here and what one change would help most, and an optional last page records team, tenure and whether the person manages others. Keep those groups wide enough that nobody can be picked out of a small team. Ask quarterly rather than annually if you can. A yearly survey produces a document; a quarterly one produces a trend, and a trend is the only form of this data anyone can act on. The division list on that last page ships with three example department names — edit it to match your own before you send it.