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Employee engagement survey template

See what keeps your people engaged, team by team and year by year

Nine questions on the work, managers and teammates, growth and the company, with an eNPS score and how likely people are to still be here in two years. Use it as it is or change any question, and Usertick reads every written answer for you.

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What this employee engagement survey tells you

An employee engagement survey measures how committed people are to their work and the company, and why. This template asks nine questions in about three minutes: the team and tenure, an eNPS score, fifteen statements in three groups on the work, the manager and team, and growth and the company, how likely people are to still be here in two years, and two open questions.

It is written for a company-wide link shared once or twice a year, opening on a welcome screen. Turn on Anonymous responses in the survey's Settings tab and share it by link or QR code, so Usertick stores no user ID, traits or visitor ID with the answers; it keeps the country and a salted hash of the IP address. A survey sent through Usertick email ties each answer to the person's contact.

Every written answer is read as it arrives, in any language, and filed under a category from your list, such as managers and leadership or growth and learning, with a type and an urgency. Results shows the eNPS, a heat map for each group of statements, and selecting a team filters the whole page to that team.

In an emailAs a linkOn your websiteAs a conversation
Questions
9
Time to answer
About 3 minutes
Written for
A company-wide link, once or twice a year
Plans
Every plan, the free plan included

See it on every channel

The same template on your website, behind a link, in an email and as a conversation.

In an email

Send it from Usertick to a contact list, with the first question inside the email. A tap on an answer opens the rest of the survey with that answer already kept. Usertick sends 50 emails a month on the free plan, or connect your own sender.

The 9 questions, one by one

What each question asks, why it is there, what it shows you and what to change.

Question 1 of 9 · Dropdown

Which team are you in?

Why ask it
The team is what lets you compare engagement across the company and give each manager the answers that concern their people.
What you learn
A donut with the share of each team, with typed Other answers listed. Select a team to filter the whole page to its people, and save that view.
Make it yours
Use your own team names, and merge small teams into one option, since Usertick has no minimum group size and a team of three is easy to recognize.
Question 2 of 9 · Multiple choice

How long have you worked here?

Why ask it
Tenure shows whether engagement fades after the first year or after several, which points to onboarding or to growth.
What you learn
A donut with the share of each band. Select Less than 6 months to see how the newest people answer the rest of the survey.
Make it yours
In a small company, drop this question or widen the bands, since team and tenure together can point to one person.
Question 3 of 9 · NPS

How likely are you to recommend working here to a friend?

Why ask it
eNPS is a single number you can track between rounds and set next to your quarterly eNPS survey.
What you learn
The score, promoters 9 to 10 minus detractors 0 to 6, with a bar of detractors, passives and promoters and a score line over time.
Make it yours
Read it with the two open answers: the score shows the size of a problem, and the words show what it is.
Question 4 of 9 · Matrix · Optional

How much do you agree with these statements about your work?

Why ask it
Six statements cover the work itself: clear expectations, meaning, the means to do the job, using people's skills, workload and pride in the work.
What you learn
A heat map per statement with its average, so the weakest part of the work shows for the whole company or for one team.
Make it yours
Keep the rows the same every round, so each one compares with the period before.
Question 5 of 9 · Matrix · Optional

How much do you agree with these statements about your manager and team?

Why ask it
Four statements separate the manager's part, feedback and development, from the team's part, trust and respect.
What you learn
A heat map per statement with its average. Select a team in the first question to see the same rows for one team.
Make it yours
Share each team's view with its manager before the company-wide results go out.
Question 6 of 9 · Matrix · Optional

How much do you agree with these statements about growth and the company?

Why ask it
Five statements cover growth, recognition and the company: a path to grow, recognized work, direction, being informed and trust in leadership.
What you learn
A heat map per statement with its average, compared with the period before, so a drop in trust after a reorganization shows up.
Make it yours
When direction or trust scores low, follow up with a company direction survey to find out what people are missing.
Question 7 of 9 · Big scale

How likely are you to be working here in two years?

Why ask it
Asking how likely people are to still be here in two years gives a direct reading of how many might leave.
What you learn
The average on the 1 to 10 scale and a column per step. Select the low steps to read what those people would change.
Make it yours
Watch the low end as closely as the average, since a few low answers in one team can matter more.
Question 8 of 9 · Text · Optional

What's the best thing about working here?

Why ask it
Asking for the best thing first tells you what to protect when you make changes.
What you learn
Usertick reads each answer, files it under a category and a theme such as team and culture, and marks it as praise, an idea or a complaint.
Make it yours
Quote a few answers back when you share the results, choosing ones with nothing that points to the writer.
Question 9 of 9 · Text · Optional

What one change would make this a better place to work?

Why ask it
One change per person turns the survey into a list of actions, ranked by how often each theme comes up.
What you learn
Usertick reads each answer, files it under a category and a theme such as workload and pace or pay and benefits, marks ideas and complaints, and flags the urgent ones.
Make it yours
Pick the two or three themes named most and report back on each before the next round.

What the answers show

Results turns each question into numbers you can follow week by week.

How likely are you to recommend working here to a friend?

Your NPS from promoters and detractors, compared with the period before and split by device.

Which team are you in?

The share of each answer with its count. Select an answer to narrow the whole page to those people and read what else they said.

How long have you worked here?

The share of each answer with its count. Select an answer to narrow the whole page to those people and read what else they said.

Every written answer, read for you

Each answer arrives with its category, theme, type and urgency, so the urgent ones reach your team first.

Use this template in four steps

From the template to the first answers.

  1. 1

    Open the template

    Sign up free and pick Employee engagement in the template gallery. It opens in a matching style, ready to change.

  2. 2

    Make the questions yours

    Reword any question, change the options, and add logic or more questions.

  3. 3

    Choose where it runs

    Show it on your website, send it by email, share its link and QR code, or switch it to a conversation.

  4. 4

    Publish and read the answers

    Answers arrive in Results and the inbox as people send them, each written one read and filed by Usertick.

Tips for this survey

Small choices that keep people answering and the answers useful.

  1. 01

    Write the welcome screen yourself

    Say what the survey is for, what Usertick stores with Anonymous responses on and who reads the answers. Promise only what the settings do.

  2. 02

    Share by link or QR code

    Post the link company-wide and print the QR code for people without a work computer. A survey sent through Usertick email ties each answer to the contact.

  3. 03

    Give everyone the same window

    Set Opens at and Closes at in the survey's availability, about two weeks apart, and let the survey page show the closing date.

  4. 04

    Act before the next round

    Pick a few themes, give each an owner in the inbox or your own tracker, and report progress before you ask again.

Churn surveysEmail surveysBelonging and inclusion questions

More retention templates and questions

Templates like this one, and single questions from the library to add to it.

Templates

Browse all templates
RetentionTeam pulseA short, anonymous check on workload, support and whether people feel heard. Send it every week or two to the whole team.
RetentionRemote work checkCheck how remote work is going for your team: focus time, connection and what gets in the way. Send it once a quarter, anonymously.
RetentionManager feedbackGive team members an anonymous way to rate their manager on clarity, feedback and support. Run it twice a year, before development conversations.
RetentionBenefits satisfactionLearn how satisfied employees are with their benefits, which ones they value, which go unused and how yours compare with other employers. Send it before open enrollment or budget planning.

Frequently asked questions

Once or twice a year, with short pulse or eNPS surveys in between. Keep the questions the same, so Results compares each round with the one before.

With Anonymous responses on and the survey shared by link or QR code, Usertick stores no user ID, traits or visitor ID with the answers, and keeps the country and a salted hash of the IP address. Usertick has no minimum group size for results, so keep teams broad enough that an answer doesn't point to one person.

Select a team in the first question's chart and the whole page filters to it. Save a view for each team, so managers find their results in one click.

This template takes about three minutes, and only the team, tenure, eNPS and two-year questions are required, so people short on time can skip the grids.

Share the results within a few weeks, pick a few themes to act on, and run a short pulse survey a quarter later to see whether things moved. From Pro, scheduled PDF reports send Results to leadership on a set day.

Yes. Every template comes with every plan, the free plan included, and the free plan covers 150 responses a month across your surveys.

Yes. The template becomes your own survey, so reword any question, add or remove questions, and change the options and the logic. The gallery stays as it is.

Yes, from Starter. The template is written in US English. Add languages by hand or with AI translation, and each person sees the survey in their browser's language.

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