25 Questions for a Travel Agency Customer Satisfaction Survey Survey questions
Employee survey questions. Thirty questions on what makes people stay.
Questions for a regular employee survey, grouped by topic: the work itself, managers, growth, pay, wellbeing and retention. Each one comes with its scale and what the answer tells you.
The Free plan includes up to 30 questions per survey and 100 responses a month. No credit card required.
30 employee survey questions by topic.
Pick 10–15 for one survey, two or three from each topic you want to track. Ask the same ones every six months to see the trend.
The work itself
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How clear are the expectations for your role?
Why ask it. Unclear expectations sit behind many other complaints. A low score is usually the quickest thing a manager can fix.
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How manageable is your workload?
Why ask it. Read it together with the stress question. Low scores on both are an early warning of burnout.
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Do you have the tools and information you need to do your job well?
Why ask it. A missing tool or a slow approval costs hours every week. This question helps you find them.
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How meaningful is your work to you?
Why ask it. People who see the point of their work put up with a lot. When this score drops, other scores tend to follow.
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What slows you down the most at work?
Why ask it. A list turns vague frustration into a ranking you can act on. “Other” catches what you didn’t think of.
Manager and team
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How satisfied are you with the support you get from your manager?
Why ask it. The manager shapes day-to-day work more than any company policy. Compare teams only where five or more people answered.
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How often do you get useful feedback on your work?
Why ask it. People answer honestly about how often more easily than about how good. “Almost never” is a clear signal.
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Do you feel comfortable raising a problem with your manager?
Why ask it. Each No means problems reach you late, through a resignation or a customer complaint.
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How well does your team work together?
Why ask it. A single score for collaboration. A drop after a reorganization shows how the change landed.
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Do you get the help you need from other teams?
Why ask it. It reveals friction between departments that no single manager sees.
Growth and recognition
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Do you see opportunities to grow at this company?
Why ask it. A growing share of No answers shows up in exit interviews a year later. Here you see it first.
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Have you learned something new at work in the last six months?
Why ask it. It asks about the past six months rather than plans, so the answer is easy to give honestly and to compare.
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How well does your job use your skills?
Why ask it. It finds people who feel underused. They are often the easiest to keep and the first to leave.
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How often is your good work recognized?
Why ask it. Recognition costs little. A Never here is the cheapest problem in the survey to fix.
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What kind of growth would you value most next year?
Why ask it. It tells you where to spend the training budget, so you don’t have to guess.
Pay, benefits and conditions
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How fair is your pay for the work you do?
Why ask it. Almost everyone would take a raise. Asking about fairness shows who actually feels underpaid.
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Which benefits do you actually use?
Why ask it. It shows which benefits are worth what they cost and which ones nobody uses.
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How satisfied are you with your working conditions, such as your workspace, equipment and schedule?
Why ask it. A quick mood check on the everyday basics. Follow a low score with an open question.
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Where do you work most of the time?
Why ask it. Answer filters on Basic and higher plans let you compare office, remote and hybrid staff. On Free, export the answers and compare them in Excel.
Wellbeing and work-life balance
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How would you rate your work-life balance?
Why ask it. The wider scale picks up small shifts between surveys. Watch the share of answers at 5 or below.
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How often do you feel stressed at work?
Why ask it. Frequency is concrete and easy to compare. With logic, an answer of “Every day” can open a follow-up question.
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In the last month, how often did you work outside your regular hours?
Why ask it. It asks for a fact instead of a feeling. Rising overtime is an early sign of burnout, often before anyone mentions it.
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Do you feel you can take time off without worrying about work?
Why ask it. A No usually means nobody can cover for them. That’s a staffing gap to fix with planning.
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Do you feel safe and respected at work?
Why ask it. Any score below 3 deserves attention. Run the survey in anonymous mode so people answer honestly.
Retention and ideas
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How likely are you to recommend this company as a place to work?
Why ask it. This is the eNPS question. It gives you one number to track from survey to survey.
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Do you see yourself working here two years from now?
Why ask it. It shows how many people are already thinking about leaving while you can still do something about it.
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If you left tomorrow, what would be the reason?
Why ask it. A hypothetical is easier to answer. You learn the reasons before anyone resigns.
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What is one thing we should start doing?
Why ask it. It ends the survey on ideas. People write more when they know someone reads the answers.
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What is one thing we should stop doing?
Why ask it. Often more useful than the previous question, because dropping something is cheaper than adding something.
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Is there anything else you’d like to share?
Why ask it. The last question catches what the survey missed. Keep it optional.
Ready-made surveys with these questions.
Copy a template to your account, then add any questions from this page that it doesn’t include yet.
Need questions on a different topic? The free AI generator writes a first draft. Open the AI question generator
How to get honest answers from employees.
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Turn on anonymous mode
It hides each respondent’s IP address, country, browser and device from reports, exports and integrations. It’s on every plan, including Free. Mention it in the invitation.
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Don’t slice the data too thin
Show results by team only where at least five people answered, so nobody can be identified.
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Keep the same questions
Run the same 10–15 questions every six months. The trend tells you more than any single score.
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Say what will change
Within a month, share the three main findings and one action for each. People answer the next survey when the last one led somewhere.
Questions for other audiences.
Questions and answers
What questions should I ask in an employee survey?
Cover the work itself, managers, growth, pay and working conditions, wellbeing and retention. Two or three questions per topic, plus one or two open-ended questions at the end, are enough.
How many questions should an employee survey have?
10–15 questions for a regular survey, which takes about 5 minutes on a phone. A short pulse survey in between can have 3–5.
How often should I survey employees?
Run a full survey once or twice a year and, if you like, a short pulse survey every month or quarter. Ask the same questions each time so you can compare results.
Can an employee survey be anonymous in SurveyNinja?
Yes. Anonymous mode is on every plan, including Free. It hides each respondent’s IP address, country, browser and device from reports, exports and integrations.
What is eNPS?
Employee Net Promoter Score. Employees rate how likely they are to recommend the company as a place to work on a 0–10 scale. eNPS is the percentage of promoters (9–10) minus the percentage of detractors (0–6). In SurveyNinja you ask it with an NPS question.
Turn these questions into a survey today.
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