This question set separates employer recommendation, satisfaction and working conditions. It is not a validated engagement index. Do not average all questions into one score. Pilot clarity, completion time and confidentiality arrangements before use.
Introduction and scales
Explain the purpose, report audience and when employees will hear back. Set a reference period for experience questions, such as the last four weeks. Set requiredness before launch. In ready-made presets, mandatory rating items need a rating or an explicit N/A where observation is insufficient. New ready-made presets require an eNPS score from 0 to 10 before submission; comments remain optional. Participation is voluntary. This is a platform setting; surveys already launched retain their recorded rules. Missing data is not a negative rating.
For statements: 1 — strongly disagree, 2 — disagree, 3 — neither agree nor disagree, 4 — agree, 5 — strongly agree. Offer a separate N/A response when the item does not apply or cannot be judged. Leaving a mandatory field blank is not the same response.
Employer recommendation
How likely are you to recommend this company as a place to work? Use 0–10, from “not at all likely” to “extremely likely”.
Use this question to calculate eNPS. Responses of 7–8 stay in the denominator. Do not combine the score with 1–5 agreement items.
Overall satisfaction
How satisfied are you with your work at this company? Use a separate scale: 1 — very dissatisfied, 2 — dissatisfied, 3 — neither satisfied nor dissatisfied, 4 — satisfied, 5 — very satisfied.
Working conditions — agreement scale
- I understand what is expected of me at work.
- I have the tools needed for my tasks.
- My workload allows me to complete work within the agreed time.
- I can ask my manager for help with work.
- I receive the information needed to do my tasks.
- I have opportunities to develop skills relevant to my role.
- I am treated with respect.
These are separate topics for discussion. One item is not a complete diagnosis of each area. Check equivalent meaning before using translations across countries.
Optional open questions
- What most influenced your recommendation rating?
- What one change should we consider?
Ask respondents to avoid names and sensitive information. Explain who reads comments. See anonymity and confidentiality.
Optional segmentation fields — an example to adapt
Use background fields only for necessary, safely reportable breakdowns. For a small organisation, no background fields may be the better choice. This is survey-design guidance, not a claim about automatic platform safeguards.
| Field | Example choices | Condition for use |
|---|---|---|
| Work area | Broad areas defined for your organisation; “prefer not to answer” | Meaningful groups that do not single out individuals |
| Company tenure at survey launch | Less than 1 year; 1 to less than 3 years; 3 years or more; “prefer not to answer” | Example bands only: check expected and actual response counts |
| Location or work arrangement | Only relevant categories, such as on-site and off-site work | Omit if combined with area or tenure it identifies people |
Do not enable every field by default. Exclude names, national identifiers, birth dates, exact start dates, unique job titles and health details from an ordinary pulse. Age or sex may serve a specific equality study, but require separate justification; they are not defaults in this template. Article 9 data needs additional conditions. A “prefer not to answer” choice is not enough.
If department or tenure comes from HR records, disclose that before participation. Do not describe the field as optional if the information is attached anyway. See GDPR, national employment law and question boundaries.
Set calculation rules before launch
- Missing background data does not invalidate substantive answers. Use known characteristics in breakdowns and disclose missingness safely.
- Count valid answers to each question within each group; missing values are not zeros.
- Set thresholds and suppression rules for intersecting fields, comments, exports and totals that could reveal a hidden group.
- Calculate the overall result from responses or original counts, not an unweighted average of department eNPS scores. See the worked example.
Explain purpose, participation, controller, legal basis, recipients, retention and rights before collecting responses. A generic “I agree to GDPR” checkbox does not replace these decisions.
Use the results
Report distributions and valid counts for each question. The lowest average alone does not identify a cause. Combine comments with context and plan follow-up actions.
If you need an engagement measure, first select a construct definition and appropriate instrument. Adding several items does not establish a reliable index. Read choosing what to measure.
Create an account and prepare a survey. Use this template to draft questions, then check available answer types and report settings before sending.
This example is not a copy of the ready-made Standard. Standard contains 28 items: three for each of seven areas, three separate engagement experiences, satisfaction, eNPS and two optional comments. This example is shorter; adaptation does not establish automatic comparability with the preset.
Sources and scope
These sources support the principles discussed here. Examples and schedules are starting points to adapt, not standards or evidence that our templates have been validated.
