Overall, how satisfied are you with your job?
Very dissatisfied / Dissatisfied / Neutral / Satisfied / Very satisfied
Gives a headline measure to track when you repeat the survey with the same wording.
Human Resources (HR)Forms
Employee satisfaction survey: ask what you will act on
An employee satisfaction survey asks people how they feel about their job, workload, manager, growth, and tools, using the same scale each time so you can see change. Ask only about topics you are prepared to act on, and state who will see the answers before anyone responds. Do not call the survey anonymous if it asks for names, or if small teams can be recognized from their answers.
What people search
Employee satisfaction survey: 1,300 average monthly searches.Google Ads Keyword Planner · 2026-10-09 · United States
Employee engagement survey: 4,400 average monthly searches.Google Ads Keyword Planner · 2026-10-09 · United States
Question bank
Five questions on a scale that stays the same
How manageable is your workload in a typical week?
Never manageable / Rarely / Sometimes / Usually / Always manageable
Separates workload from the job itself, which often needs a different fix.
How confident are you that feedback you give your manager leads to action?
Not at all / A little / Somewhat / Quite / Completely
Measures trust in follow-through, which affects how seriously people take the next survey.
How clear is your path to the next step in your role?
Not clear / Slightly / Moderately / Clear / Very clear
Ties growth to a development process, so a low answer points to a specific gap.
What one change would make the biggest difference to your work?
Open response
Captures the strongest issue in the employee's own words instead of a long list of options.
Field blueprint
Ask about groups, not individuals
| Field | Type | Required | Why you ask it |
|---|---|---|---|
TeamChoose the team you work in. OperationsSalesCustomer supportFinanceOther | Dropdown | Optional | Lets you compare groups. Use team results only where the group is large enough to protect the people in it. |
Length of serviceLess than 1 year1 to 3 yearsMore than 3 years | Single choice | Optional | Shows whether newer and longer-serving staff see the job differently. |
Overall satisfactionVery dissatisfiedDissatisfiedNeutralSatisfiedVery satisfied | Single choice | Required | The headline question. Keep it required so every response has one score. |
WorkloadNever manageableRarelySometimesUsuallyAlways manageable | Single choice | Optional | Shows whether capacity is behind lower satisfaction. |
Confidence in follow-throughNot at allA littleSomewhatQuiteCompletely | Single choice | Optional | Tests whether people believe feedback leads to change. |
Clarity of the growth pathNot clearSlightlyModeratelyClearVery clear | Single choice | Optional | Shows whether people can see the next step in their role. |
Tools that slow your workEmail and calendarShared filesInternal project trackerCustomer recordsReporting softwareOther | Multiple choice | Optional | Names the tools that cost people time, so you can plan replacements or training. |
One change that would help mostDescribe a change, not a named colleague. | Long text | Optional | Gives the single issue the employee cares about most, in their own words. |
Comments for leadershipDo not include personal or medical details. | Long text | Optional | Collects anything the earlier questions missed. |
Contact email (optional)Add an address only if you want someone to write back to you. | Optional | Only for people who want a reply about their answers. |
At a glance
10Fields
1Required fields
4Estimated time (minutes)
Estimate based on question types; actual completion time varies.
Read the results
Turn scores into a short list of actions
Report only groups large enough to protect people
A team of three can be identified from a score and a length-of-service answer. Report results for larger groups, and hold back any breakdown that would point to one person.
Read workload and confidence together
High satisfaction with low confidence in follow-through suggests people like the work but doubt that feedback will be acted on. Treat the pattern as a question to investigate, not a conclusion.
Group comments into themes first
Sort the change requests into themes such as tools, scheduling, or recognition. Describe a theme without including details that identify the person who wrote it.
Report back before the next survey
Share the top three themes, the changes you will make, and what you will not change and why. Staff who never see a response to the last survey may have less reason to answer the next one.
Mistakes to avoid
Choices that undermine trust in the survey
Calling the survey anonymous
A name field, an email field, or a small team can each identify a person. Say what is collected and who can see it. Do not use the word anonymous for a survey that can be traced.
Asking about everything at once
A long survey can be harder to finish, and it produces more themes than a team can act on. Keep the questions you will use in the next decision, and drop the rest.
Publishing team scores to rank managers
Public rankings of managers can encourage gaming and can expose small groups. Use the results for coaching conversations, and apply the group-size rule to every breakdown.
Surveying without a plan to act
If nobody owns the results, the survey becomes an annual ritual. Name one owner, and set the date you will report back before you send the survey.
Frequently asked questions
What is the difference between an employee satisfaction survey and an engagement survey?
A satisfaction survey asks how people feel about their current job. An engagement survey usually covers more ground, such as commitment and how people see the company's direction. Choose the scope first, then write only the questions that serve it.
How often should we run an employee satisfaction survey?
Pick a cadence your team can keep. Short check-ins can run between full surveys if you have a clear use for their answers, but keep the full survey on a fixed schedule.
Can employees answer an employee survey anonymously?
Only if the form does not ask for identifying details and the groups are large enough that no one can be recognized. Optional name and email fields reduce identification, but optional does not mean anonymous.
Is there an employee satisfaction survey template I can copy?
Copy the questions above into any document or form you use. No file is generated here.
Browse by category
More surveys in Human Resources (HR)
Surveys
Exit Interview
Surveys
Performance Review
Surveys
Training Feedback
Requests
Expense Reimbursement
Reports
Workplace Incident Report
Applications
Job Application
How to build it
Choose a category and a form type in the wizard. Answer three Atty Suggestions questions, then give the form a title. Atty builds the fields in the background. Edit the fields and ask Atty to refine them, then publish and share the /f/ link.
