25 Questions for a Travel Agency Customer Satisfaction Survey Free survey template
Employee satisfaction survey template. Fourteen questions on what keeps people here.
Ask how people fit the culture, how they rate their work-life balance, how often they feel stressed and whether they see room to grow. Two follow-up questions open only after an answer that needs one. Copy the survey, turn on anonymous mode and send the link to the whole team.
Free plan: 100 responses a month and up to 50 surveys, no credit card.
The template’s real survey on a phone.
- 14 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.
People seldom tell a manager what would make them leave. An anonymous survey gives them a way to say it. Ask twice a year and fix one thing each time.
The 14 employee satisfaction survey questions in this template.
Grouped the way employees meet them. Two follow-ups appear only after a worrying answer, and you can change any question.
Work and culture
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Can you see any meaningful connection between your work and the overall goals/activities of the company?
Why ask it. A No usually means the company’s goals never reached the team. That is a fix for the manager, and often a quick one.
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How well do you fit in with our company culture?
Why ask it. One number for culture fit. Track it from survey to survey to see whether changes in the team help.
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So, how would you rate your work-life balance?
Why ask it. The wider 1–10 scale shows small shifts between surveys. Watch how many people answer 5 or less.
Stress and meaning
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How often do you feel stressed at work?
Why ask it. Five steps from every day to never. Every day opens the next question, the other answers skip it.
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Oh, that's not good! How do we fix it?
Why ask it. Seen only by people stressed every day. Their own words point to the cause, from workload to one meeting too many.
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Do you find your work meaningful?
Why ask it. Yes brings a short thank-you screen, No opens a follow-up. The report shows the share of each.
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I'm sorry to hear that. Tell us more and we'll fix it.
Why ask it. Seen only by people who answered No. It is required, so every No comes with a reason you can act on.
Growth and recognition
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Do you feel like the company offers you the opportunity to develop your career?
Why ask it. A growing share of No is worth a talk about career paths before it shows up in exit interviews.
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Do you feel that your work puts your skills and abilities to good use?
Why ask it. Shows who feels underused. Read it with the career question: a Yes here and a No there points to a missing next step.
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Do you feel that you are appreciated for your contribution?
Why ask it. Recognition costs little. A Never here is the cheapest problem in the survey to fix.
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How often do you get opportunities for personal growth and skills development?
Why ask it. Tells you whether training and new tasks reach people often enough, not just whether they exist.
Loyalty and ideas
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On a scale of 1 to 10, how likely is it that you would recommend working at our company to a friend?
Why ask it. The employer recommendation question behind eNPS, on a 1–10 scale. For the classic 0–10 eNPS, swap it for an NPS question in the builder.
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Hypothetically, if you were to quit tomorrow, what would your reason be?
Why ask it. Asked as a hypothetical, it is easier to answer. You learn what would make people leave before anyone does.
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And one last question! Can you share your thoughts on how to improve our company culture? 😊
Why ask it. The survey ends on ideas, not complaints. Tell the team you read every answer, and make sure someone does.
How to run an employee satisfaction survey from this template.
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Copy the template
Click “Use this template”, then sign up free or log in. The survey is copied to your account with all fourteen questions and the logic that opens the two follow-ups, ready to edit. You’ll find the copy in your survey list, saved as a draft.
- 2
Make it yours
Add a team or department question if you want to compare teams, and turn on anonymous mode in the survey settings.
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Send it to everyone
Share the link in the team chat and by e-mail, and print the QR code on a poster for people who don’t work at a computer.
- 4
Read the report
Every closed question gets a chart, including both ratings and the recommendation scale. Share a read-only report link with leadership or export the answers.
How to read employee satisfaction results.
Three scores to track
Culture fit on 1–5, work-life balance on 1–10 and the 1–10 recommendation question. Run the same survey every six months and compare the averages.
Where it hurts
The questions on stress, career, skills, recognition and growth show the share of each answer. Start with the one that collects the most Never or No.
The words behind the numbers
Open answers explain the scores, starting with the follow-ups from people under daily stress or without meaning in their work. On Basic and higher plans, filter the answers by any question. Export everything to Excel, CSV or SPSS on any plan.
How to get honest answers from your team.
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Promise anonymity and keep it
Turn on anonymous mode, available on every plan including Free, and say so in the invitation. It hides each respondent’s IP address, country, browser and device.
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Don’t slice too thin
Show results by team only where at least five people answered, so nobody can be recognized by their answers.
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Pick a quiet week
Avoid release weeks and the days around performance reviews. Give people a week and send one reminder.
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Say what will change
Within a month, share the three main findings and one change for each. People answer the next survey when they see the last one led somewhere.
More employee satisfaction questions you can add.
Not in the template. Add any of them in the builder in a few clicks.
Manager and team
- How satisfied are you with the support you get from your manager?
- How often do you get useful feedback on your work?
- How well does your team work together?
Pay and conditions
- How fair is your pay for the work you do?
- How satisfied are you with your benefits?
- Do you have the tools you need to do your job well?
About the respondent
- Which department do you work in?
- How long have you worked at the company?
- Do you work in the office, remotely or both?
Free tools for your results
- eNPS calculatorTurn the recommendation answers into an employee NPS: 9–10 are promoters, 6 and below are detractors.
- Rating average calculatorThe average and spread of the 1–5 culture fit rating.
- Response rate calculatorHow many employees answered out of everyone you invited.
- Anonymous surveys that stay anonymousHow to set up a survey so that no answer can be traced back to a person.
- How to measure engagementQuestion blocks, cadence and anonymity rules for a full engagement survey.
More templates
Questions about this template
What questions should an employee satisfaction survey ask?
Cover the job itself (meaning and use of skills), the workplace (culture, stress, work-life balance), growth and recognition, and loyalty: would people recommend working here, and what would make them leave. This template asks about all of them in fourteen questions.
How many questions should it have?
Few enough to finish on a phone in a few minutes. This template has fourteen. Two of them are follow-ups that open only after a worrying answer, so many people see twelve.
Can employees answer anonymously?
Yes. The template asks for no name or e-mail, and anonymous mode in the survey settings, available on every plan including Free, also hides each respondent’s IP address, country, browser and device. In a small team, don’t split results into groups of fewer than five people.
How often should you run an employee satisfaction survey?
Once or twice a year, with the same questions so the scores can be compared. Between rounds, a short pulse with the recommendation question and one open question keeps the trend in view.
What is the difference between employee satisfaction and engagement?
Satisfaction is how people feel about their job and workplace. Engagement is how committed they are to the work and the company. This template measures satisfaction and includes the recommendation question used for eNPS, a common engagement measure.
Find out how your team really feels.
Turn on anonymous mode, send the link to everyone and fix the first thing they name.