Life is so much easier when you know exactly what your employees need. An efficient employee survey helps you read the minds of your employees and provide them with an excellent work environment in which to thrive. Allow us to make your life easier by handing you some of the most effective employee survey templates along with some interesting facts about the topic.

10 Must-Have Employee Survey Templates

Let's explore some employee survey templates, along with sample questions for each:

1. Survey on employee engagement

Goal: Evaluate employee involvement and pinpoint areas in need of development.

  • How would you rate your job satisfaction on a scale from 1 to 10?
  • Do you think others value and appreciate the job you do?
  • To what extent does your supervisor help you advance professionally?
  • Do you feel honored to be employed by this company?

2. Pulse survey

Goal: Get up-to-date information on employee morale and pinpoint pressing issues.

  • Your level of satisfaction with your present workload?
  • Are you equipped with the tools you need to do your work well?
  • How would you rank your work-life balance, on a scale of 1 to 5?
  • What barriers are preventing you from being productive this week?

You may also like: 101 pulse survey questions for your ready reference.

3. Survey on onboarding

Goal: Evaluate how well the onboarding procedure works and get input from recent hires.

  • During the onboarding process, were your expectations regarding the position and the firm met?
  • Was the onboarding experience interesting and educational for you?
  • Were there any difficulties encountered throughout the onboarding process, or areas that required improvement?
  • How can we improve future recruits' onboarding experiences?

Read more: 19 employee onboarding questions to make every new joiner's experience a great one.

4. Survey after exit interview

Goal: Gain insight into the causes of employee departures and pinpoint opportunities for organizational development.

  • What caused you to decide to quit the company?
  • Did any particular problems or worries play a factor in your decision to leave?
  • Based on your experience, do you have any recommendations on how the organization may be improved?
  • In the future, would you think about working for the same firm again? If not, why not?

Measuring employee net promoter scores can help you take preventive measures to lower turnover rates and enhance loyalty.

5. Survey on diversity and inclusion

Goal: Find out how employees feel about the company's dedication to diversity and inclusion.

  • Do you think the company values inclusivity and diversity?
  • Have you seen or experienced instances of bigotry or discrimination at work?
  • What recommendations do you have for encouraging inclusion and diversity inside the company?
  • Do you think all employees at the company have equal opportunity to advance their careers?

6. Survey of performance feedback

Goal: Gather performance evaluations from employees to support their professional development.

  • On a scale of 1 to 5, how would you rate your personal performance this quarter?
  • Has your boss given you any helpful criticism to help you perform better?
  • What major achievements have you made thus far during this performance period?
  • Have there been any obstacles or difficulties that have affected your performance?

7. Evaluation of training and development needs

Goal: Determine what training and development needs employees have in order to facilitate their progress.

  • Have you gotten enough training to carry out your current position well?
  • Which particular knowledge or skill sets would you like to expand on?
  • Do you think the company offers enough chances for professional development?
  • How can the company help you advance your career more effectively?

8. Survey on well-being and wellness

Goal: Evaluate employee well-being and pinpoint areas where programs for their welfare should be strengthened.

  • How would you rank your general state of health?
  • Do you think the organization's wellness efforts and programs are up to par?
  • Do you think the company encourages a good work-life balance?
  • Which health-related programs should be enhanced or put into action, in your opinion?

9. Satisfaction with remote work

Goal: Address any issues and get input on the remote work experience.

  • How pleased are you with remote work arrangements, on a scale of 1 to 10?
  • Do you have the equipment and resources you need to operate efficiently from home?
  • Do you have any particular issues or worries about working remotely that you would want to discuss?
  • What recommendations do you have to make working remotely better?

10. Survey on teamwork and communication

Goal: Evaluate how well teamwork and communication are performed inside the company.

  • In what way would you rank the team's communication?
  • Do you think your team works well together on tasks and projects?
  • Are there any problems or obstacles to communication that need to be resolved?

The Anatomy of an Effective Employee Survey Template

Now that you know about the various types of templates, let's breakdown the essential components of a successful employee survey template.

1. Clear goals

Clear objectives underpin every successful staff survey. The survey is guided by these goals. They're important because:

  • Deloitte discovered that surveys relevant to organizational goals generate more meaningful information. Survey findings correspond with the organization's strategic goals with clear objectives.
  • Organizations can collect targeted and meaningful data by having a clear goal. Survey fatigue and lower response rates might result from adding irrelevant items without clear objectives.

2. Clear on the audience

Choosing the correct survey audience is crucial for meaningful results. Questioning certain groups guarantees targeted and actionable survey results. Why audience segmentation matters:

  • Employees can have different viewpoints and experiences. Tailoring queries to these categories helps firms gain relevant insights.
  • The International Journal of Market Research found that tailored surveys with audience-relevant questions got better response rates. Employees are more likely to complete questionnaires about their experiences.

3. Relevant questions

Your employee survey questions should support your goals and provide relevant information. An effective survey requires relevant questions:

  • Long surveys with unrelated questions might lower response rates. SurveyMonkey found that shorter, targeted questionnaires work better.
  • Choose quantitative or qualitative questions carefully. Open-ended questions yield valuable qualitative insights, whereas closed-ended questions efficiently collect quantitative data.

4. Privacy and anonymity

Any survey must build trust and make employees feel comfortable giving honest feedback. Anonymity and secrecy matter:

  • Anonymity promotes honesty in feedback, according to Harvard Business Review research. Knowing their replies won't be traceable makes employees more inclined to be honest.
  • Anonymity reduces reaction bias. If they fear sanctions, employees can not voice concerns.

5. Scalability

Survey templates can be scaled to suit companies of different sizes and configurations. Why it's crucial:

  • Survey needs vary with organizations. Scalable survey templates can adjust to changes without a total rebuild.
  • Scalable templates are cost-effective for surveys of a small team, department, or company. This cost-effective method optimizes resource use.

Types of Employee Surveys

There are various kinds of surveys for employees, and each serves a distinct objective. Here are a few common ones:

1. Employee Engagement Surveys

Employee engagement surveys are essential to assessing employees' emotional connection to their work and the company. These polls measure employee motivation, enthusiasm, and engagement.

  • Employee engagement surveys examine what motivates or demotivates workers. Organizations can improve workplace engagement by identifying these drivers.
  • Likert scales or other measuring techniques are used in engagement surveys to quantify engagement. Engagement patterns are quantified using this data.

2. Pulse polls

Agile pulse surveys measure staff morale and engagement in real time. These surveys are shorter and more frequent than annual ones. 

  • Pulse surveys allow companies to get input quickly. Fast-paced workplaces where instant response is needed benefit from this.
  • By periodically evaluating employee sentiment, employers can see engagement and morale trends. They can address emergent difficulties swiftly.

Also read: 15 employee engagement trends of 2023.

3. Onboarding polls

After orientation and settling in, new hires complete onboarding questionnaires. These surveys reveal onboarding and employee experience effectiveness. 

  • Onboarding surveys gather input during the vital first time when new employees build impressions of the business. Retention can improve with early resolution.
  • Onboarding survey data helps evaluate onboarding programs' efficiency and efficacy. This can assist newcomers integration into the workforce.

4. Exit Interviews

Companies conduct exit interviews when employees depart freely or voluntarily. They provide significant information on departure causes and improvement opportunities.

  • Exit interviews can highlight underlying issues that cause employee turnover. Managing these concerns could help companies retain talent.
  • Exit interview data can reveal turnover-related tendencies. This data can improve strategy and minimize attrition.

The Need for Quality Employee Feedback

Every company, or at least most of the good ones, conduct feedback surveys every once in a while. Yet the results they gather from this differ. It is because the companies that take employee surveys seriously, approach it from a different angle altogether. But before getting into it, don't you want to know why these surveys are super important?

1. Better Decisions

Employee feedback is full with information that can influence an organization's decisions. How it helps:

  • Data-Driven Decisions: PwC showed that companies that use employee input and data-driven decision-making are 79% more likely to succeed. Feedback supports choices using real-world facts.
  • Finding Pain Points: Employee input can reveal operational inefficiencies, bottlenecks, and organizational shortcomings. Addressing these pain spots starts with recognition.

2. Enhanced Employee Engagement

Organizational success depends on employee engagement. When employees feel heard, respected, and appreciated, engagement rises. Feedback boosts engagement:

  • The Aon Hewitt study found that employees are more engaged when they feel their ideas count. Feedback shows their contributions matter.
  • TINYpulse found that open communication boosts employee engagement. Feedback channels foster this dialogue.

3. Retention/Recruitment

Successful companies recruit and retain great personnel. Here, employee input is crucial:

  • SHRM found that firms with a strong employee recognition and feedback culture have 14.9% reduced turnover. Heard and valued employees are less likely to leave.
  • Positive Reputation: Employee feedback boosts employer brand. Companies that value employee feedback and well-being attract more candidates.

4. Innovation and constant improvement

Innovation drives a company's competitiveness and longevity. Employee feedback can spark innovation:

  • A varied workforce offers different viewpoints. Boston Consulting Group found that diverse management teams boost innovation revenue by 19%.
  • Employee feedback boosts creativity. Simply asking for opinion inspires employees to come up with new ideas.

Maximizing the Impact of Your Employee Surveys

Employee surveys are a vital tool for understanding and enhancing the workplace environment. To maximize their impact, it's essential to focus on clear goals, targeted audiences, relevant questions, privacy, and scalability. By employing various survey types like engagement, pulse, onboarding, and exit interviews, organizations can gain comprehensive insights into employee experiences.

ThriveSparrow lets you create employee surveys in 2 minutes using research-backed question banks.

Simply select a template for your use-case, configure the survey cut-off dates, choose the participants, hit launch, and lay back. You can also schedule surveys when you want.

A glimpse of ThriveSparrow's Survey Module
ThriveSparrow's Survey Module

Try ThriveSparrow for free and see it yourself.