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Employee climate survey
Three metrics that matter — satisfaction, eNPS and workload — plus one open field. No names, no time: one response per device, genuinely anonymous. The AI groups the comments by theme, with verbatim quotes.
Who it's for: Small companies and teams that want to know how people are doing before attrition tells them.
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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? *
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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?
Yes: it starts with «Anonymous responses» on. It asks for no name or email, and neither the time nor the IP is stored with each answer: you see them sorted by content, with nothing linking them to anyone. In small teams, share results only once there's a minimum number of responses (5–7): style gives more away than a name.
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.