Employee Satisfaction Survey Examples for Every Team

The default survey for most organizations — a balanced snapshot across every core driver. Send quarterly or twice a year to the whole company.

1. 1Overall, how satisfied are you with your job? (1–5 rating, required)
2. 2I would recommend this company as a great place to work. (Likert)
3. 3I feel fairly paid for the work I do. (Likert)
4. 4My manager gives me the support I need to succeed. (Likert)
5. 5I trust the decisions made by senior leadership. (Likert)
6. 6I receive recognition when I do good work. (Likert)
7. 7I have real opportunities to learn and grow here. (Likert)
8. 8My workload is manageable most of the time. (Likert)
9. 9I feel like I belong here. (Likert)
10. 10What is one thing that would most improve your satisfaction at work? (open text)

Adds the questions that matter most for distributed teams — communication, tools, connection and boundaries. Send to remote and hybrid staff.

1. 1Overall, how satisfied are you working remotely here? (1–5 rating, required)
2. 2I have the tools and technology I need to work effectively from anywhere. (Likert)
3. 3Information I need reaches me in time even when we are not in the same place. (Likert)
4. 4I feel connected to my team despite working remotely. (Likert)
5. 5I can maintain healthy boundaries between work and home. (Likert)
6. 6My manager stays in touch and supports me without micromanaging. (Likert)
7. 7I feel included in decisions and opportunities despite not being in an office. (Likert)
8. 8What would make remote work better for you here? (open text)

Focused feedback on the manager relationship — the single biggest driver of day-to-day satisfaction. Keep it anonymous and report only at group level.

1. 1My manager gives me regular, useful feedback. (Likert)
2. 2My manager genuinely cares about my wellbeing. (Likert)
3. 3My manager helps remove obstacles that get in the way of my work. (Likert)
4. 4My manager recognizes good work fairly. (Likert)
5. 5I feel comfortable raising concerns with my manager. (Yes/No)
6. 6My manager supports my growth and development. (Likert)
7. 7What is one thing your manager could do differently to support you better? (open text)

Sent before an open-enrollment period or a benefits review, this example finds out what people actually value. Pair it with a single segment question to compare needs across teams.

1. 1I am satisfied with the benefits offered here. (1–5 rating, required)
2. 2The benefits package meets my needs and my family's needs. (Likert)
3. 3How would you rate our health and wellbeing benefits? (1–5 rating)
4. 4How would you rate our time-off and leave policy? (1–5 rating)
5. 5Which benefit matters most to you? (Multiple choice: health, retirement, time off, flexibility, learning budget)
6. 6Is there a benefit we do not offer that you would value? (open text)

A short, sensitive survey best run anonymously. It measures perceived fairness and transparency rather than asking for exact numbers.

1. 1I feel fairly paid for the work I do. (1–5 rating, required)
2. 2My compensation is competitive with similar roles elsewhere. (Likert)
3. 3I understand how pay decisions are made here. (Likert)
4. 4I am satisfied with how pay increases are handled. (Likert)
5. 5Which would most improve how you feel about your compensation? (Multiple choice: base pay, bonus, transparency, raises, equity)
6. 6What would make our approach to pay feel fairer to you? (open text)

Whichever you choose, keep the questions consistent between rounds so you can track a trend, and always finish with an open-ended question so AI analysis can surface the themes behind the scores.