Employee Satisfaction Survey
A printable engagement survey covering work, manager, team and company, with open questions and an optional recommendation score — and a note on why running it without acting is worse than not running it.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
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Anonymous surveys get more honest answers and less actionable follow-up. Most organisations should choose anonymous.
Nothing you type here leaves your browser — the document is built on this page, and there is no server to send it to. Printing gives you the document alone, without the page around it.
Still to fill, shown as [square brackets] below: Company name
[COMPANY NAME]
EMPLOYEE SATISFACTION SURVEY
============================================================
This survey is anonymous. Do not write your name. Results are reported in groups
of five or more so that no individual response can be identified.
Please answer on a scale of 1 to 5.
MY WORK
1. I understand what is expected of me at work.
1 — Strongly disagree 2 3 4 5 — Strongly agree
2. I have the resources and information I need to do my job well.
1 — Strongly disagree 2 3 4 5 — Strongly agree
3. My work makes use of what I am good at.
1 — Strongly disagree 2 3 4 5 — Strongly agree
4. My workload is sustainable.
1 — Strongly disagree 2 3 4 5 — Strongly agree
MY MANAGER
5. My manager gives me useful feedback.
1 — Strongly disagree 2 3 4 5 — Strongly agree
6. My manager supports my development.
1 — Strongly disagree 2 3 4 5 — Strongly agree
7. I can raise a concern with my manager and be heard.
1 — Strongly disagree 2 3 4 5 — Strongly agree
MY TEAM
8. People on my team treat each other with respect.
1 — Strongly disagree 2 3 4 5 — Strongly agree
9. We are able to disagree productively.
1 — Strongly disagree 2 3 4 5 — Strongly agree
10. I can rely on my colleagues to do what they say they will.
1 — Strongly disagree 2 3 4 5 — Strongly agree
THE COMPANY
11. I understand how my work connects to the company's goals.
1 — Strongly disagree 2 3 4 5 — Strongly agree
12. Leadership communicates honestly, including when the news is bad.
1 — Strongly disagree 2 3 4 5 — Strongly agree
13. Decisions that affect me are explained.
1 — Strongly disagree 2 3 4 5 — Strongly agree
14. I am paid fairly for the work I do.
1 — Strongly disagree 2 3 4 5 — Strongly agree
15. I see a future for myself here.
1 — Strongly disagree 2 3 4 5 — Strongly agree
RECOMMENDATION
16. How likely are you to recommend this company as a place to work?
0 1 2 3 4 5 6 7 8 9 10
IN YOUR OWN WORDS
What is working well here?
What is the single thing you would change?
What would make you consider leaving?
------------------------------------------------------------
A note on running this survey. Do not run it unless you intend to publish the
results and act on at least one thing. A survey with no visible consequence
reduces response rates permanently and teaches people that asking is theatre.Survey questions are easy. The hard part is the commitment that comes with asking: publish the results and act on at least one thing.
A survey with no visible consequence reduces response rates permanently, because it teaches people that asking is theatre.
Frequently asked questions
- What questions should an employee satisfaction survey ask?
- Cover four areas: the work itself and whether people have what they need; the manager relationship; the team; and the company — direction, communication, fairness of pay, and whether people see a future here. Add two or three open questions.
- Should an employee survey be anonymous?
- Usually yes. Anonymity produces more honest answers, at the cost of being unable to follow up individually. Report results only in groups of five or more, or anonymity is nominal.
- How often should you survey employees?
- Annually for the full survey, with shorter pulse checks in between if you will act on them. Surveying more often than you can respond is the fastest way to kill your response rate.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing.
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