Survey template · 7 questions
Employee engagement survey template
Engagement surveys measure the drivers behind performance and retention, not just how people feel. This template covers six research-backed fundamentals — pride in the organisation, intent to stay, role clarity, recognition, growth opportunities, and having the right tools — each on a consistent 1–5 agreement scale so results are comparable across teams and quarters.
A closing open question (“What one change would most improve your experience at work?”) surfaces the specific fixes behind the numbers. Results are anonymous, aggregated organisation-wide and per team, and only revealed once at least five people in a group have responded.
The questions in this template
Every question is editable in the survey builder before you activate — change wording, reorder, or add your own questions.
Q1 · Rating scale (1–5)
I am proud to work here.
Q2 · Rating scale (1–5)
I see myself still working here in two years.
Q3 · Rating scale (1–5)
I clearly understand what is expected of me in my role.
Q4 · Rating scale (1–5)
I receive meaningful recognition for good work.
Q5 · Rating scale (1–5)
I have real opportunities to learn and grow.
Q6 · Rating scale (1–5)
I have the tools and resources I need to do my job well.
Q7 · Open text · optional
What one change would most improve your experience at work?
When to use it
- Quarterly or twice a year as your core engagement benchmark
- To compare engagement drivers across teams and locate where support is needed
- As the deeper companion to a daily pulse — the pulse spots shifts, this explains them
Frequently asked questions
- What questions should an employee engagement survey include?
- Cover the proven drivers: pride in the company, intent to stay, clarity of expectations, recognition, growth opportunities, and access to the right tools. Keep the scale consistent (1–5 agreement) and finish with one open question inviting specific suggestions.
- How long should an engagement survey be?
- Shorter than you think. Six scaled questions plus one open question takes two to three minutes and gets far higher completion than 40-question annual surveys — and higher completion means more representative results.
- How do you keep engagement survey results anonymous?
- Anonymity has to be structural, not a promise. MindSafe never attaches names to answers and applies a five-respondent minimum before any team's results are shown, so small-team responses cannot be singled out.
- Engagement survey vs pulse survey — what's the difference?
- A pulse is a very short, high-frequency check (often one question daily) that catches changes early. An engagement survey is a fuller quarterly read that explains why engagement is moving. They work best together.
Run this survey with anonymous, privacy-floored results.
This template ships inside MindSafe alongside the daily burnout pulse. Book a guided two-week pilot — we handle setup, employee import, and training.
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