Employee Satisfaction Survey Template (Free, Editable) — 6 Fields

When to use this template

You want a recurring pulse — quarterly or twice yearly — with scores you can trend rather than one-off anecdotes.
Regretted attrition is climbing and exit interviews keep revealing problems you could have caught months earlier.
The company just went through a reorganization, leadership change, or layoff and you need an honest read on morale.
Managers each claim their team is fine and you need department-level data to see where that is actually true.

How to use this template

1
Click “Use this template” Get your own copy of this form in the editor instantly.
2
Edit the labels or fields if needed. Remove what you don’t need, make things optional, or keep our expert structure.
3
Publish and share the link Send it to your team or clients to start collecting structured responses.

Common mistakes when using this form

Promising anonymity while slicing results down to teams of three. People do the arithmetic instantly, and once they conclude they are identifiable, you will never get a candid low score from them again.
Running a forty-question annual survey instead of a short recurring one. Completion craters past ten minutes, and yearly data arrives too late to save anyone who was already halfway out the door.
Surveying without acting. Employees forgive imperfect workplaces; what they do not forgive is describing problems in writing and watching nothing change — each ignored survey cuts the next one's honesty.

Frequently Asked Questions

Should an employee satisfaction survey be anonymous?

Avoid asking for names or email when follow-up is unnecessary, and avoid reporting groups small enough to identify an individual. This does not guarantee anonymity. Explain access, technical processing and the intended use of results accurately before inviting employees to respond.

What questions measure employee satisfaction best?

One eNPS question (would you recommend working here, 0-10), a handful of driver ratings — manager support, growth, workload, recognition — and one open 'what would you change' prompt. The eNPS gives you the trend; the drivers tell you which lever moved it.

How often should we survey employees?

Quarterly is the sweet spot for most companies: frequent enough to catch a sliding team before resignations, rare enough that it stays novel. Monthly pulses fatigue people unless they are three questions long; annual surveys are autopsies, not diagnostics.

What is a good eNPS score?

Anything positive means promoters outnumber detractors; above +20 is solid and above +40 is excellent. But your own trend beats any benchmark — a company moving from -10 to +5 is in far better shape than one coasting down from +40 to +25.

Employee Satisfaction Survey Template