Employee Engagement Survey Template: Free Questions and Versions

The core template below works for most organisations. Copy the questions that fit, drop the ones that do not, and keep the same scale throughout. Then pick the version that matches how often you want to run it and how your team works.

• Keep the response scale identical every time you run the survey so trends stay meaningful.
• Group questions by theme so the survey feels coherent and quick to answer.
• Always finish with one or two open-text questions.
• Tell employees how the results will be used before you send it.

A balanced set covering the most common drivers. Use a 1–5 scale (Strongly disagree to Strongly agree) unless noted.

• I would recommend this organisation as a good place to work. (0–10 scale)
• I am proud to work here.
• I understand how my work contributes to the organisation's goals.
• I have confidence in the decisions made by senior leadership.
• I receive the information I need to do my job well.
• I receive recognition when I do good work.
• I have opportunities to learn and grow at work.
• My workload is manageable.
• My manager gives me useful, regular feedback.
• My team works well together.
• My organisation cares about my wellbeing.
• What is the best thing about working here? (open text)
• What is one thing that would make this a better place to work? (open text)

Five to six questions you can send monthly or quarterly to track momentum without survey fatigue. For the wider approach, see the pulse survey guide.

• I would recommend this organisation as a good place to work. (0–10 scale)
• I feel motivated to give my best effort at work.
• I receive recognition when I do good work.
• My workload is manageable.
• I have what I need to do my job well.
• What is one thing on your mind about work right now? (open text)

A fuller survey for an annual or twice-yearly review, adding driver-level depth. Keep it to around twenty-five questions so completion stays high.

• I would recommend this organisation as a good place to work. (0–10 scale)
• I am proud to work here.
• I believe in the mission of this organisation.
• I understand how my work contributes to the organisation's goals.
• I have confidence in the decisions made by senior leadership.
• Leadership communicates a clear direction for the organisation.
• Important changes are communicated to me in good time.
• I feel comfortable sharing my honest opinion at work.
• I receive recognition when I do good work.
• The recognition I receive feels genuine and specific.
• I have opportunities to learn and grow at work.
• I can see a path to progress in my career here.
• My manager supports my professional development.
• My workload is manageable.
• I understand what is expected of me in my role.
• I am able to maintain a healthy balance between work and my personal life.
• My organisation cares about my wellbeing.
• I feel I belong at this organisation.
• Our stated values match how things actually work day to day.
• My manager gives me useful, regular feedback.
• My manager treats me fairly.
• My team works well together.
• Different teams collaborate effectively when they need to.
• What is the best thing about working here? (open text)
• What is one thing that would make this a better place to work? (open text)

For fully distributed teams, add questions about connection, communication and boundaries. Pair it with the remote team engagement survey template.

• I feel connected to my colleagues even though we work remotely.
• Communication tools make it easy to collaborate with my team.
• I have the equipment and setup I need to work effectively from home.
• I can switch off from work at the end of the day.
• I feel included in decisions even when I am not in the same location.
• Working remotely, I still feel part of the wider organisation.
• What would make remote working better for you? (open text)

For teams splitting time between office and home, focus on fairness, flexibility and whether in-office time is worthwhile. Pair it with the hybrid team engagement survey template.

• The hybrid working arrangement works well for me.
• Office days feel worthwhile for the way I work.
• People who work in the office and remotely are treated equally.
• I have flexibility over where and when I work.
• Communication works well whether I am in the office or at home.
• I can collaborate effectively across in-office and remote colleagues.
• What would improve the hybrid arrangement for you? (open text)

No template fits every organisation out of the box. Tailor it without breaking your ability to compare results over time.

1. 1Keep a stable core of questions that you never change, so year-on-year trends hold.
2. 2Add a small number of situational questions relevant to what is happening right now.
3. 3Match the length to the cadence — short for pulses, fuller for annual reviews.
4. 4Use plain language your employees actually use, and avoid internal jargon.
5. 5Add a 'Not applicable' option to any question that will not apply to everyone.

Once responses are in, turn favourable answers into a single engagement score with the employee engagement score calculator, and summarise open-text answers using the approach in analyzing open-text survey responses.