What should an employee engagement survey ask?

A small number of statements people rate consistently, plus two open questions about what to change and what to keep. The open answers are where everything actionable lives.

Should employee surveys be anonymous?

Yes, and it has to be genuinely anonymous rather than nominally so. If people can work out that a team of four is identifiable from the demographics you asked for, you will get the answers they think are safe.

How often should we run an engagement survey?

Once or twice a year for the full version, with shorter pulse checks between if you want a trend. More often than that and you are asking faster than you can act.

How do we get honest answers from employees?

Keep it anonymous, keep demographic questions coarse enough that nobody is identifiable, say what will happen to the results, and then publish what you heard, including the parts that were uncomfortable.

Is this employee engagement form template free?

Yes. Use it, publish it and collect answers on the free plan with no card. Paid plans add things like payments, scheduling, removing our badge and your own domain, but none of them are needed to run this form.

Do I need an account to use it?

You need one to edit and publish, because the form has to live somewhere and the answers have to come back to you. Signing up takes about a minute and does not ask for a card. The people filling your form in never need an account.

Can I change the questions?

All of them. The template is a starting point, not a fixed form: add, remove, reword and reorder anything, change the look, and use logic so people only see the questions that apply to them.

Can I put it on my own website?

Yes. Embed it in a page you already have, or share the link. On a paid plan you can serve it from your own domain so the address says your name rather than ours.

Where do the answers go?

Into your dashboard, where you can read, search and export them as CSV. You can also have each response emailed to you, pushed to another tool with a webhook, or sent to a connected integration.

How long does this form take to fill in?

About 2.5 minutes as it stands, across 3 questions. Every question you cut brings that down, and shorter forms get finished more often.

Surveys

Employee engagement

A matrix of agreement statements plus two open questions. Say clearly whether it's anonymous before you send it, and then make sure it is — one broken promise here poisons every survey after it.

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Questions: 3
Takes about: 2.5 min
Style: One page
Scoring: None

Free, no card. It lands in your workspace as an editable draft.

Worth knowing

The welcome screen and the intro text above the first question carry example turnaround times, policies and promises. Rewrite them as yours before you publish — they are the part respondents take literally.
Turn off response notifications if you've promised anonymity — a real-time email with one response in it is not anonymous.

What's in it

How are things, honestly?
Welcome screen
This is anonymous. Your name and email address are not collected · Results are only ever r…
Rich text
1
How much do you agree?
Matrix
2
What's working well?
Long text
3
What would you change first?
Long text
Thank you
Ending

How to use this template

Open it as a draft
Press "Use this template" and it lands in your workspace as an editable form with all 3 questions already in it. No card, and nothing is published until you say so.
Cut what you do not need
Every question you remove is one fewer reason to abandon the form. It takes about 2.5 minutes to fill in as it stands, and that is the number worth protecting.
Add from the question bank
Pick what you are missing from the questions below. Drag any of them in, change the wording, and use conditional logic so people only see the ones that apply to them.
Share it, or put it on your own site
Publish to get a link, or embed it in a page you already have. Answers arrive in your dashboard, and you can send them on to anywhere else with a webhook or an integration.

32 employee engagement form questions to choose from

An engagement survey is only worth running if something visible changes afterwards. Run one, change nothing, and the next one gets lower response and less honesty, which looks like improvement and is not.

Say what you will do with it before the first question. Then do it.

How the work feels

I know what is expected of me at work. (Agree to disagree)
I have what I need to do my job well.
I get to do what I am good at most days.
My work feels meaningful.
I have enough autonomy over how I work.
My workload is manageable.
I can switch off outside working hours.
I would recommend this as a place to work. (0 to 10)

Manager and team

My manager gives me useful feedback.
My manager cares about me as a person.
I can raise a concern with my manager.
I get recognition when I do good work.
My team works well together.
People here are held to the same standards.
I trust the people I work with.
Disagreements get resolved rather than avoided.

Direction and leadership

I understand where the company is going.
I believe in the direction we are taking.
Leadership communicates honestly.
Decisions are explained well enough.
I know how my work contributes.
Changes are handled well here.
I trust leadership to do the right thing.
Bad news reaches the top here.

Growth and staying

I can see a path for myself here.
I have had a useful conversation about my development this year.
I am fairly paid for what I do.
I expect to be here in a year.
What would make you leave?
What would make you stay?
What is the one thing we should change?
What should we definitely not change?

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