Employee engagement survey template
An engagement survey works when people believe two things: that it is anonymous, and that something will change. This template covers the first in how it is built — no name, no email, results visible only to you — and groups its statements into themes so the second has somewhere to start.
The survey beside this text is live. Fill it in and submit it — it validates exactly as it would for a real respondent, and saves nothing.
Matrix questions by theme
Each theme is one matrix: statements down the side, the agreement scale across the top. The Results tab draws a stacked bar per statement, so you can see at a glance which statement in “My manager” people disagree with.
An employee NPS
The “recommend as a place to work” question is a Net Promoter Score field. The results show the eNPS itself and the promoter, passive and detractor counts.
Wizard steps for a long survey
Add wizard steps in the editor to give each theme its own page with a progress rail. Respondents move with Back and Next, and Back keeps what they have typed.
No card required.
Employee Engagement Survey
Live previewHow to use this template
5 steps in the editor. Nothing here needs a paid plan.
- Press “Use this template”. The statements arrive in three matrix questions — role, manager, company — each on the same five-point agreement scale.
- Edit the statements to your own language, keeping each one about a single thing. “My manager is supportive and gives clear goals” is two questions.
- Open Settings → Voting & results and confirm results are set to “Only me”.
- Set a closing date under Settings → Advanced and tell people what it is — a stated deadline gets more answers than an open-ended request.
- Share one link with everyone. Do not send personalised links: a unique link per person is the opposite of anonymous.
Questions in this survey
10 questions, using 5 of the 24 question types available.
| Question | Question type | Required |
|---|---|---|
| Your role | Heading | Optional |
| How much do you agree with each statement? | Matrix grid | Yes |
| Your manager | Heading | Optional |
| How much do you agree with each statement? | Matrix grid | Yes |
| The company | Heading | Optional |
| How much do you agree with each statement? | Matrix grid | Yes |
| How likely are you to recommend us as a place to work? | Net Promoter Score | Yes |
| What is one thing we should keep doing? | Long text | Optional |
| What is one thing we should change? | Long text | Optional |
| Department (optional) | Dropdown | Optional |
What goes wrong with this survey
Specific to this template, not general advice about surveys.
Slicing until anonymity disappears
Department, location and tenure together can single out one person in a small team. Report a group only when it has enough people that no individual answer can be inferred.
Double-barrelled statements
A statement with “and” in it cannot be agreed with halfway. Split it, or the disagreement tells you nothing about which half is the problem.
Running it with no plan to respond
Asking and then changing nothing lowers the next score. Decide before you send who owns each theme and when results will be shared back.
Reading neutral as fine
On an agreement scale, a pile of “Neutral” on a statement about your manager is rarely indifference. Treat a wide neutral band as a prompt for a conversation, not as a pass.
Questions about this survey
Is the survey anonymous?
It asks for no name or email, and “Collect email” is off unless you turn it on. Each response does record the browser type and the time it was submitted. If your team is small enough that a department plus tenure identifies one person, remove those questions.
How many questions should an engagement survey have?
This template has twelve statements in three groups, an eNPS question and two open questions — about five minutes. The longer it runs, the more people abandon it part-way — and the people who drop out are not a random sample.
How do I stop people answering twice?
Settings → Voting & results → one per browser refuses a second response from the same browser without asking anyone to sign in. One per account is stricter but requires sign-in, which most people read as not anonymous.
Can managers see their own team’s results?
Results are visible to the survey’s owner and, for a survey in an organization workspace, to its members. To give each manager their own view, export the CSV and filter by the department question.