Are the answers really anonymous?

If the survey doesn’t ask for name or email, the answers don’t show who responded. To keep it anonymous, also avoid questions that could identify someone, such as department and role in a small team.

How often should I measure work climate?

A full survey once or twice a year, and short pulse surveys in between, for example monthly or quarterly, to see whether your actions are working.

It is one question: how likely you are to recommend the company as a place to work, from 0 to 10. You subtract the percentage of detractors (0 to 6) from the percentage of promoters (9 and 10). There is a free eNPS calculator on the site.

How do I reach staff who don’t use a computer?

With a QR code in the cafeteria or break room, or a link by WhatsApp. They answer from their phone without creating an account.

How much does it cost?

SurvIQ has a free plan with templates for engagement, eNPS, onboarding, exit and training surveys. The 360° feedback template is available from the Basic plan.

All industries

HR surveys to understand your team

Surveys are the most direct way to learn how your team feels, what keeps people at the company and what makes them leave. They work for measuring engagement, eNPS, new hire onboarding, exits, training and 360° reviews. You can make them anonymous, without asking for name or email, so people answer honestly. They are shared by link, WhatsApp, email or QR code, answered from the phone without creating an account, and the results appear in real-time charts.

What to measure

Work climate

Relationships with managers and coworkers, workload, recognition and internal communication.

eNPS

Whether your employees would recommend the company as a place to work, a simple question to track every quarter.

Onboarding

Whether new hires got what they needed to get started: information, tools and support.

Reasons for leaving

Why people leave, so you can act on the causes that keep coming up.

Training

Whether the course was useful, whether the content can be applied and how the instructor did.

360° performance

Feedback on a person from their manager, peers and team, for a fuller view of their development.

Example questions

1.How likely are you to recommend this company as a place to work?
2.My manager gives me useful feedback on my work.
3.I feel my work is recognized.
4.My workload is reasonable.
5.During my first week I got the information I needed to get started.
6.What is the main reason you are leaving the company?
7.Will you be able to apply what you learned in this training to your work?
8.What would you change to make this a better place to work?

More questions: Employee engagement More questions: Employee onboarding More questions: Exit interview

How to get responses

A link by email or the company’s internal chat for office staff.
A QR code in the cafeteria, locker room or break room for plant or store staff, who don’t always use email.
A link by WhatsApp for field teams or people who work in shifts.
A QR code at the end of an in-person training session to evaluate it before people leave.
A link in the welcome email for the onboarding survey, at 30 and 90 days.

Templates to start with

Employee engagementUnderstand how your team feels at work.See template Employee NPS (eNPS)A two-question pulse of team loyalty.See template New hire onboardingCheck how the first weeks went for new people.See template Exit interviewLearn why people leave the company.See template

Free tools

eNPS calculatorFind out whether your team would recommend your company as a place to work.Employee turnover cost calculatorHow much each person who leaves costs you, and your turnover for the whole year.Cronbach’s alpha calculatorCheck your questionnaire’s reliability with your pilot test data.Response rate calculatorWhat share of people answered your survey and how many dropped out halfway.Sample size calculatorHow many responses you need for results you can trust.

Tips

Make the engagement survey anonymous: don’t ask for name or email, and say so in the introduction. People answer more honestly that way.
Avoid questions that could identify someone in very small teams, such as department and role together.
Use short pulse surveys, 3 to 5 questions, to track the climate between one large survey and the next.
Set the survey to close on a date so everyone knows how long they have to answer.
Share the results and what you will do about them. If the team sees no change, they stop answering.

Frequently asked questions

Are the answers really anonymous?: If the survey doesn’t ask for name or email, the answers don’t show who responded. To keep it anonymous, also avoid questions that could identify someone, such as department and role in a small team.
How often should I measure work climate?: A full survey once or twice a year, and short pulse surveys in between, for example monthly or quarterly, to see whether your actions are working.
What is eNPS?: It is one question: how likely you are to recommend the company as a place to work, from 0 to 10. You subtract the percentage of detractors (0 to 6) from the percentage of promoters (9 and 10). There is a free eNPS calculator on the site.
How do I reach staff who don’t use a computer?: With a QR code in the cafeteria or break room, or a link by WhatsApp. They answer from their phone without creating an account.
How much does it cost?: SurvIQ has a free plan with templates for engagement, eNPS, onboarding, exit and training surveys. The 360° feedback template is available from the Basic plan.

Create your survey for free

Start from a template or from scratch, share it with a link, WhatsApp or a QR code and see the results in real time. The Free plan is free forever.

Create a free survey

Other industries

RestaurantsSurveys for restaurants, cafés and bars: food, service, atmosphere and wait times.Retail storesSurveys to find out what your customers think about shopping, service, products, delivery and prices.Hotels and lodgingSurveys to find out what your guests think about check-in, the room, cleanliness and breakfast.GymsSurveys for gyms and studios: member satisfaction, classes, trainers, facilities and cancellations.