Secret Santa Questionnaire: 30 Questions to Send Before the Draw Free survey template
Organizational climate survey template. Fifteen questions on what it is like to work here.
Ten statements on leadership, managers, communication, recognition, workload, teamwork, growth, fairness, speaking up and wellbeing, all on the same five-point agreement scale. Then the climate compared with a year ago, the eNPS question with a reason for every score, what to change first, and area and tenure to compare groups. The survey is anonymous.
Free plan: 100 responses a month and up to 50 surveys, no credit card. Every question works on the Free plan, the eNPS question with its follow-ups included. Anonymous mode is already on in this template and works on every plan.
The template’s real survey on a phone.
- 15 ready questionsAbout 5 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 rarely tell their manager what it is like to work here. An anonymous survey lets the whole company say it at once.
The 15 organizational climate survey questions in this template.
In the order employees see them. The ten statements share one scale, so you can compare them with each other and from year to year.
Leadership and communication
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I trust the decisions of senior leadership.
Why ask it. Trust in senior leadership. When it is low, every other change is harder to explain, so read this score first.
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My manager supports me and gives me useful feedback.
Why ask it. People experience the company through their manager. Compare this one by area to see which teams need support.
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I get clear and timely information about what is happening in the company.
Why ask it. A low score here explains many surprises: people hear about changes too late or from the wrong source.
Day-to-day work
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When I do good work, it is recognized.
Why ask it. Recognition costs little. Many Disagree answers here point to a problem you can start fixing next week.
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My workload is reasonable.
Why ask it. Read it next to the wellbeing statement. Both low in the same area is an early sign of burnout.
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People in my team help each other.
Why ask it. How much people support each other inside their team. Compare areas to find the teams where everyone works alone.
Growth, fairness and wellbeing
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I have real opportunities to learn and grow here.
Why ask it. A falling score here usually shows up later in exit interviews. Track it from year to year.
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Everyone here is treated fairly, whatever their position.
Why ask it. Fairness across roles. A gap between areas or between newcomers and long-time staff deserves a closer look.
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I can raise a problem or disagree without fear of consequences.
Why ask it. If people cannot raise problems, you hear about them late. Where this score is low, the open question at the end matters most.
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The company cares about the wellbeing of its people.
Why ask it. Whether people feel the company looks after them, beyond the work itself.
The trend and the recommendation
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Compared with a year ago, the work climate here is…
Why ask it. The trend in one question, useful even in the first year you run the survey. Newcomers have their own answer, so they do not blur it.
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How likely are you to recommend [Company] as a place to work to a friend?
Then one open question, depending on the score:
Why ask it. The employee Net Promoter Score question. The follow-up appears under the scale once a score is picked, worded for the employee’s group, so every score comes with its reason.
What to change
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What should we change first to make this a better place to work?
Why ask it. One open question at the end. The answers turn the scores into a short list of changes, in employees’ own words.
For comparing groups
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Which area do you work in?
Why ask it. Turns one survey into a comparison of areas. Edit the list to match your company. The question is optional and tells employees it is never used to identify anyone.
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How long have you worked at [Company]?
Why ask it. Newcomers and long-time employees often see the climate differently. Optional, like the area question.
How to run an organizational climate survey from this template.
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Copy the template
Click “Use this template” and create a free account or log in. The survey is copied to your account with all fifteen questions, the eNPS follow-ups and anonymous mode on. The copy waits in your survey list as a draft.
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Make it yours
Replace [Company] with your company name and edit the list of areas. Keep the ten statements as they are if you want to compare results from one year to the next.
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Send it to everyone
Share the link by e-mail and in the team chat, and print the QR code on a poster for people who don’t work at a computer. Say in the invitation that the survey is anonymous.
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Read the report
Every statement gets a chart with the share of each answer, and the report calculates the eNPS with its three groups. Share a read-only report link with leadership or export the answers.
How to read climate survey results.
One score per dimension
Add up Agree and Strongly agree for each statement. That share is the score of the dimension, and the two lowest are where to start. Compare them with last year’s.
The eNPS and its reasons
The eNPS is the share of promoters (9–10) minus the share of detractors (0–6), from −100 to 100. Read the detractors’ reasons and group them into a few themes.
Differences between groups
On Basic and higher plans, filter the answers by area or tenure to see where the climate is weaker. Export everything to Excel, CSV or SPSS on any plan.
How to get honest answers.
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Say it is anonymous, and keep it so
Anonymous mode is already on in this template. Keep it on, and say in the invitation that the survey is anonymous.
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Don’t slice too thin
Show results by area only where at least five people answered, so nobody can be recognized by their answers. In a small company, remove the area question.
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Ask the same way every year
Run the survey at the same time each year with the same ten statements, so the scores and the trend question compare.
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Share what will change
Within a month, share the main results and one or two changes. People answer next year when they see this year’s survey led somewhere.
More climate survey questions you can add.
Not in the template. Add any of them in the builder in a few clicks, on the same agreement scale.
Direction
- I understand where the company is heading.
- Leaders act on what employees say.
- I know what is expected of me in my role.
Working together
- Different teams and departments work well together.
- I have the tools I need to do my job well.
- Meetings here are a good use of my time.
Pay and balance
- My pay is fair for the work I do.
- I can keep a healthy balance between work and personal life.
- I see myself working here in two years.
Free tools for your results
- eNPS calculatorTurn the recommendation answers into an employee NPS: 9–10 are promoters, 6 and below are detractors.
- Top-2 / Top-3 boxThe share of Agree and Strongly agree answers for each statement.
- 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.
- Questions for employee surveysReady questions on workload, managers, growth and pay to add to the template.
- Pulse and annual surveysRun employee surveys once a year and short pulses in between.
More templates
Questions about this template
What is an organizational climate survey?
A survey that asks employees how they see the company as a whole: leadership, communication, recognition, workload, teamwork, growth, fairness and wellbeing. It describes the conditions people work in, while a satisfaction survey asks how each person feels about their own job.
What questions should a climate survey ask?
One statement per dimension on the same agreement scale, a recommendation question, one open question and a few optional questions to compare groups. This template asks fifteen and takes about five minutes.
Is the survey anonymous?
Yes. It asks for no name or e-mail, and anonymous mode is already on in this template, on every plan including Free. Keep the area and tenure questions optional, and remove them in a small team.
Can I download the climate survey in Word or PDF?
Yes. The Word and PDF files on this page have the same questions, for a paper survey or for a review before you send it. The online survey charts every statement and calculates the eNPS for you.
How often should we run a climate survey?
Once a year for the full survey, with the same statements so the results compare. Between rounds, a short pulse with the eNPS question and one open question keeps the trend in view.
See the climate the way your people see it.
Copy the survey, put in your company name and send the anonymous link to the whole team.