Survey template

Employee engagement survey

An engagement score on its own tells you the mood but not the cause. This template pairs eNPS with the four drivers that move it — growth, manager, recognition, and workload — so a low score points at something you can actually fix.

Best for: Founders, people teams, and managers measuring engagement and retention risk.

The questions

1. How likely are you to recommend this company as a place to work?

   NPS

   The eNPS question on the standard 0-10 scale. 9-10 promoters, 7-8 passives, 0-6 detractors.

2. What's the main reason for your score?

   Long text

   The follow-up that turns a number into a reason you can act on.

3. I have clear opportunities to grow in this role.

   Opinion scale

   Growth driver — strongly disagree to strongly agree.

4. My manager gives me the support and feedback I need.

   Opinion scale

   Manager driver — the single strongest predictor of whether people stay.

5. The work I do is recognized and valued.

   Opinion scale

   Recognition driver.

6. My workload is sustainable over the next few months.

   Opinion scale

   Workload driver — flags burnout before it shows up as resignations.

7. What's one thing that would make this a better place to work for you?

   Long text

How to run it well

• Tell people the survey is anonymous and mean it — strip names, don't segment below team-of-five, and engagement honesty rises immediately.
• Report eNPS as promoters minus detractors, never an average; the average hides the split between the people who'd refer a friend and the ones quietly job-hunting.
• Cross the eNPS score against the four drivers — a low score with a weak manager driver is a coaching problem, not a comp problem.
• Read the open answers verbatim by team, not company-wide; the actionable signal is almost always local to a manager or a project.
• Re-run the same questions quarterly so you track the trend; a single snapshot tells you nothing about whether anything is improving.

FAQ

What's a good eNPS score?

Anything above zero means more promoters than detractors. Healthy companies tend to land between +10 and +30, but the trend matters more than the absolute — a +5 climbing beats a +20 sliding.

How do I keep an engagement survey anonymous and still segment it?

Collect team or department but nothing that identifies an individual, and suppress any group smaller than five people in the results. Enform lets you drop identifying fields and export only aggregate themes.

How often should I run it?

Quarterly is the sweet spot for engagement — frequent enough to catch a slide early, rare enough to avoid survey fatigue. Keep the questions identical run to run so the scores are comparable.

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