Template
Employee climate survey
Three metrics that matter — satisfaction, eNPS and workload — plus one open field. No names: one response per device, genuinely anonymous. The AI turns the comments into a plan.
Who it's for: Small companies and teams that want to know how people are doing before attrition tells them.
No card · Opens already built in your editor
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How satisfied are you working here? (1–10) *
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Would you recommend this company as a place to work? (0–10) *
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Your workload lately *LightJust rightHeavy +1
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What's the first thing you'd improve?
When to use it
- You want a quarterly pulse of the team without the annual mega-survey nobody answers.
- Things changed (reorg, return to office, fast growth) and you need to know how it landed.
- You suspect overload in some team and prefer anonymous data to waiting for the first resignation.
What's inside and why
- How satisfied are you working here? (scale)
- The baseline climate question, comparable wave over wave. Its trend is worth more than its absolute value.
- Would you recommend this company as a place to work? (scale)
- The eNPS: recommending costs more than being satisfied, which is why it detects burnout earlier.
- Your workload, lately
- Closed, neutral options: overload is the #1 predictor of turnover, and here it shows up by team without pointing at anyone.
- What's the first thing you would improve?
- Open and singular (“the first thing”): it forces prioritization. The AI clusters answers into your top themes.
Tips to get the most out of it
- Announce who will see what before sending (“anonymous responses, results aggregated by team”) — trust in anonymity IS the response rate.
- Repeat the exact same survey every quarter: the value is in the time series, not the snapshot.
- Publish one concrete action after each wave. A survey with no visible consequences = the last wave with answers.
Frequently asked questions
Is it really anonymous?
The template asks for no name, email or identifier, and responses are shown aggregated. To protect anonymity in small teams, share results only once there's a minimum number of responses (5–7).
What is eNPS and how do I read it?
NPS applied to employment: % promoters (9–10) minus % detractors (0–6) on the recommendation question. Between −10 and +20 is typical; what matters is the trend across waves and the gaps between teams.
How often should I run it?
Quarterly is the sweet spot: frequent enough to catch trends, not enough to fatigue. Monthly only during heavy change — and always with identical questions so waves stay comparable.