Employee Satisfaction Survey templatePRO: uses NPS, publishing needs a Pro plan

An employee satisfaction survey combining a star-rated satisfaction score with a true eNPS question, a what's-working checklist, and one sharp open prompt: 'If you could change one thing tomorrow, what would it be?' A logic rule protects anonymity — the email question only appears if the employee agrees to be contacted.

Use this template Start free — no card

7 questions · Pro to publish · fully customizable

Uses an NPS question (Pro). You can preview and edit it on Free; publishing needs Pro — or swap the NPS question for a 0–10 rating to publish on Free.

1 built-in logic rule

Interactive — fill it in like a respondent would.Open full width

What’s inside

The questions this template ships with — rename, reorder, or delete any of them in the builder.

01Which department are you in?Dropdown

02Overall, how satisfied are you working here?Star rating

03How likely are you to recommend us as a place to work?NPS score

04What's working well?Checkboxes

05If you could change one thing tomorrow, what would it be?Long text

06Can People Ops follow up with you about your answers?Multiple choice

07What's your work email?Email

When to use this template

A People Ops lead starting a quarterly pulse and needing a benchmarkable eNPS number from day one
A company that just went through a reorg and wants a candid read while opinions are still raw
A 200-person business comparing sentiment across departments — the department dropdown segments every answer
A founder who suspects the anonymous-survey-to-nothing pipeline has burned trust and wants a follow-up opt-in that actually gets honored

Tips to get more from it

The anonymity logic is the heart of this template: choosing 'No, keep me anonymous' skips the email question entirely, so employees never face an awkward blank email field. The rule is visible and editable in the logic panel.
The eNPS question is a real NPS field (0–10), so your score is computed the standard way — promoters minus detractors — and comparable to published benchmarks.
The department dropdown is optional on purpose. In a five-person marketing team, 'which department' plus honest answers equals identification; keep it optional or widen the buckets.
The 'what's working well' checklist allows an Other write-in — watch that free text, it's where the surprises live.

Questions people ask

Is this employee survey really anonymous?

By default, yes — no name is collected, and the email question is skipped by a logic rule unless the employee explicitly opts into follow-up. The welcome screen says so up front, which is what earns honest answers.

What's a good eNPS score?

Anything above zero means more promoters than detractors; above 20 is generally considered strong, and above 40 excellent. Trend matters more than the absolute number — run the survey quarterly and watch the direction.

Do I need a paid plan for the NPS question?

Building with the NPS field is free; publishing a form that contains one requires the Pro plan ($14.99/mo). If you'd rather stay free, replace it with a 0–10 rating-scale field and compute eNPS from the export.

How often should we run a satisfaction survey?

Quarterly is the sweet spot for most teams — frequent enough to catch drift, rare enough that people still answer. Duplicate the form each quarter so every cycle's responses stay cleanly separated.