Pulse Survey Question Banks

Overview 

Sending out regularly occurring/periodic lightweight surveys (pulse) are an excellent way to stay informed with how your people are feeling.

While we have some generic survey templates you can use, you can become more targeted by creating a survey from scratch and populating them with the questions that you see below:

1. 1. Pulse Survey Template
2. 2. Additional Pulse Survey Questions
3. 3. Performance Management Benchmark Survey
4. 4. Engagement Pulse Survey (shortened)

Pulse Survey Template

1. On a scale from 0-10, how likely are you to recommend working at [company-name] to a friend?
   Similar to the net promoter score (NPS) when measuring customer sentiment, this dives deep. It’s a way to measure promoters (people who love the company), with passives (people who are unsure), and detractors. There are things you can learn from each segment.
   
2. Is there anything holding you back from recommending {company} to your friends as a good place to work?
   This is explicitly looking for roadblocks that may keep people from recommending the organization as a place to work. Remember, if you use a numeric question, make sure to ask a follow-up question digging deeper.
   
3. Are there things you don’t know about the company that you feel you should know?
   This seeks to uncover gaps in an employee’s knowledge about the organization. This could be a process, business model, or culture questions. It’s a great question to ask when onboarding new employees. It’s also a great way to measure transparency for existing employees.
   
4. What are the challenges you are facing?
   A bit open-ended, but a good question to ask. The purpose is to uncover roadblocks that prevent employees from doing their best work.
   
5. Were you able to achieve your goals this week?
   This measures how well people were able to accomplish tasks within a certain period of time. It’s a good question to ask if you’re trying to create and keep track of goals or OKRs.
   
6. Was there anything that prevented you from doing your best work?
   (Similar to #4) This is explicitly aimed to find roadblocks that prevent employees from doing their best work. Similar to question #4, but a bit more blunt.
7. Do you have the resources you need to achieve your goals?
   It’s possible that employees may not have the resources that they need to accomplish their tasks/goals. This question seeks to uncover those issues and help you develop and coach your team.
   
8. Do you feel that our “corporate culture” exists in your department, division or subsidiary?
   Very open-ended. We suggest asking employees if they can explain the mission and vision of the company.
   
9. My work gives me a sense of purpose
   What drives you to show up every day? Is it a job, or something more than that? This question tries to uncover the details. Remember: if this is a numeric (1-10 question) remember to ask “why?”
   
10. How happy are you at work?
    While we like this question, we also will be the first to admit, that some people simply don’t like work. That’s okay, sometimes, a job is a job. We recommend making this a numeric choice.
    
11. How well aligned is the company with your career goals?
    Career misalignment tends to cause turnover. It may not be a few months, but instead, it could manifest itself over a span of years.
    
12. What part of the business would you like to see us improve?
    There’s always business processes that need to be improved. This is a high impact one to uncover process optimizations.
    
13. Do you have what you need to be successful?
    Very open-ended. What defines success? Are these resources available? A decent question, but not our favorite.
    
14. Are our company values clear?
    I’d recommend asking this 1-2 months after onboarding. This a question regarding retention of company core values in the initial few months of working at a new company.

Back To Top