WooCommerce Post-Purchase Survey: 7 Questions, When to Ask and What to Do Next Free survey template
Employee career expectations survey. Know what your people expect next.
Twelve questions on how satisfied people are with their work, how their pay and workload fit their level, when they expect a promotion and what stands in the way. It takes about three minutes.
Free plan: 100 responses a month and up to 50 surveys, no credit card. The matrix question works on Basic and higher plans. Every new account starts with a 14-day Premium trial that includes it.
The template’s real survey on a phone.
- 12 ready questionsAbout 3 min on a phone.
- Yours to changeQuestions, answers and logic.
- A ready reportA chart for every closed question.
- Export on every planCSV, Excel and SPSS.
Employees have promotion plans their managers rarely hear about. This survey shows where their plans and yours differ while there is still time to talk.
The 12 career development survey questions in this template.
Four groups: work today, career and promotion, obstacles, and a short profile. Change any question to fit your company.
Work today
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How long have you been working at this company?
Why ask it. Compare the expectations of newcomers with people who have been here for years.
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To what extent are you satisfied with your work at this company?
Why ask it. One score to track from year to year. People who rate 4 or 5 skip the next question.
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What would you like to see improved at this company?
Why ask it. Shown to people who rate their work 3 or lower. The ideas come from those who are least satisfied.
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How relevant is each of the following elements to your professional level?
Scale: Lower than my level, Fits my level, Higher than my level
Why ask it. Shows, row by row, where people feel underpaid or overloaded for their level.
Career and promotion
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How important is your career growth to you?
Why ask it. Separates people who want to move up from those who want to grow in their current role.
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How soon do you expect to be promoted?
Why ask it. Expectations to compare with the openings you really have. People who expect no promotion skip to the profile.
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Which changes will your promotion bring?
Why ask it. Shows what people link to a promotion: money, respect or responsibility.
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Which promotion option would be the most fitting for you?
Why ask it. Tells you whether people want a ladder of small steps or one big move.
Obstacles to growth
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Are there any obstacles to your career growth?
Why ask it. A yes opens the list of obstacles, a no skips it.
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What are they?
Why ask it. Names the obstacle. Lack of confidence points to training, a lack of openings to how the company is structured.
Profile
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What’s your department?
Why ask it. Lets you compare departments. People type it in different ways. Turn it into a dropdown with your department names.
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What’s your position?
Why ask it. Shows whether expectations differ by level. In small teams, department and position together can point to one person.
How to create a career development survey from this template.
- 1
Copy the template
Click “Use this template” and sign up free or log in. Your copy holds all 12 questions and the rules that skip questions, ready to edit. You’ll find the copy in your survey list, saved as a draft.
- 2
Make it yours
Turn department and position into dropdowns with your own names, check the logic rules that skip questions, and turn on anonymous mode in the survey settings.
- 3
Send it to employees
Share the link in your team chat or e-mail, and say who will read the answers and how they feed into development plans.
- 4
Read the scores
Work satisfaction on a 1–5 scale, the expected promotion date and the obstacles people name each get a chart. Run it again next year with the same questions and compare.
How to read career development results.
Satisfaction and fit
The 1–5 rating gives one number to track. The matrix shows where salary, workload or stress fall below or above people’s level, and on Basic and higher plans you can filter it by tenure.
Expectations against plans
Put the promotion timing chart next to the openings you expect this year. A large share of “within a few months” deserves a conversation about what promotion here looks like.
What blocks growth
The obstacles chart shows whether people point to themselves, their colleagues or the company. Export the answers to Excel, CSV or SPSS on any plan.
How to get honest answers about careers.
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Promise anonymity and keep it
Turn on anonymous mode and say so in the invitation, so people can name obstacles such as prejudice from colleagues without being identified.
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Mind small teams
In a team of five, department and position point to a person. Keep the lists broad or remove one of them.
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Ask before reviews
Run the survey a few weeks before performance reviews, so managers come to the conversation knowing what their teams expect.
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Show what changes
Share the main findings and one step you will take, such as a training budget or clearer promotion criteria.
More career development questions you can add.
Not in the template. Add any of them in the builder in a few clicks.
Skills and learning
- Which skills would you like to develop in the next year?
- What training would help you most in your current role?
- Do you have a development plan agreed with your manager?
Manager support
- Has your manager discussed your career goals with you in the last six months?
- Do you know what it takes to be promoted here?
- Do you get enough feedback to grow?
Mobility
- Would you consider moving to another department?
- Would you like to mentor someone or have a mentor?
- Where do you see yourself in three years?
Questions about this template
What questions should a career development survey ask?
How satisfied people are with their work, whether pay and workload fit their level, how much career growth matters to them, when they expect a promotion and what holds them back. This template asks all of it in twelve questions.
Should a career planning questionnaire be anonymous?
For an honest picture of the whole company, yes. The template asks for no name or e-mail, and anonymous mode (every plan, including Free) also hides IP address, country, browser and device. If you want to use the answers in one-to-one career talks, ask for a name and say so in the invitation.
Why do some employees see fewer questions?
The template has logic rules. People who rate their work 4 or 5 skip the improvement question, people who expect no promotion skip to the profile, and people with no obstacles skip the list of obstacles.
What should I change before sending it?
Turn department and position into dropdowns with your real names, and check the matrix rows match how you pay and reward people. In small teams, keep the profile questions broad.
How often should I run it?
Once a year, a few weeks before performance reviews. Keep the questions the same so the results stay comparable.
Ask about careers before the next review.
Turn on anonymous mode and send the questionnaire a few weeks before reviews.