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Career development survey template

Show people a future with you, starting with what they need to grow

Four questions on growth: six statements on skills, career paths, training, goals and autonomy, the kinds of development people want, their level and what would help them grow next year. Use it as it is or change any question, and Usertick reads every written answer for you.

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What this career development survey tells you

A career development survey asks employees whether they see room to grow and which support would help them. This template asks four questions in about 95 seconds: six statements on skills, career paths, training, investment in learning, goals and say over the work, the kinds of development that would help most, their current level, and what would help them grow in the next year.

It is written for once a year, a few weeks before development conversations, as a link in your team chat or an email Usertick sends to every employee. An email ties each answer to the person's contact, which helps when managers should follow up. For answers without names, turn on Anonymous responses and share the link or QR code instead. The survey can also run as a conversation, one question at a time.

Every written answer is read as it arrives and filed under a category from your list, such as growth and learning or managers and leadership, with a type and an urgency. Results shows a heat map of the six statements, bars for the kinds of development people want, and selecting a level filters the whole page to the people at that level.

In an emailAs a linkOn your websiteAs a conversation
Questions
4
Time to answer
About 2 minutes
Written for
A yearly link or email, before development conversations
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, and a button in the email opens the survey on its own page. Usertick sends 50 emails a month on the free plan, or connect your own sender.

The 4 questions, one by one

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

Question 1 of 4 · Matrix · Optional

How much do you agree with these statements?

Why ask it
Six statements cover both sides of development: what the company offers, such as training and investment, and what people see for themselves, such as a path and clear goals.
What you learn
A heat map per statement with its average, so a strong training row next to a weak career path row shows where the gap is.
Make it yours
Keep the rows the same every year, so each one compares with the period before.
Question 2 of 4 · Multiple choice · Optional

Which three kinds of development would help you most?

Why ask it
Asking which kinds of development would help most tells you where to put the learning budget and the managers' time.
What you learn
Bars with the share and count of each kind, with typed Other answers listed. Select a level in the next question to see what managers want compared with individual contributors.
Make it yours
Add the formats you can really offer, such as job rotations or an internal academy, and drop the ones you can't.
Question 3 of 4 · Multiple choice

Which best describes your current level?

Why ask it
The level explains why answers differ, since a new team lead needs different support from an experienced individual contributor.
What you learn
A donut with the share at each level. Select a level to filter the whole page to those people.
Make it yours
In a small company, merge the top levels into one option, since a single executive is easy to spot.
Question 4 of 4 · Text · Optional

What would help you grow here in the next year?

Why ask it
The open question asks about the next year specifically, which keeps the answers practical.
What you learn
Usertick reads each answer, files it under a category and a theme such as growth and learning or managers and leadership, marks ideas and complaints, and flags the urgent ones.
Make it yours
Give managers the themes for their area before development conversations, so the talks start from what people asked for.

What the answers show

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

Which three kinds of development would help you most?

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.

Which best describes your current level?

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 much do you agree with these statements?

Each row's answers side by side, so the part that needs work stands out.

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 Career development 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

    Ask before development talks

    Close the survey a few weeks before the conversations, so managers can read the results and plan.

  2. 02

    Decide on names first

    An email from Usertick ties each answer to the contact, which helps when a manager should follow up. For answers without names, turn on Anonymous responses and share the link or QR code.

  3. 03

    Match options to your budget

    List only kinds of development you can fund or offer, so the most chosen options turn straight into a plan.

  4. 04

    Report what changes

    Before the next round, tell people which requests led to new courses, mentoring or projects.

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.

Questions from the library

Browse the question library
  1. How much do you feel you belong on your team?Big scale · Belonging and inclusion
  2. How much do you agree about working here?Matrix · Belonging and inclusion
  3. Do you feel comfortable speaking up in meetings?Yes / No · Belonging and inclusion
  4. Rate your manager on eachMatrix · Managers and growth
  5. How well does your manager support your growth?Big scale · Managers and growth
  6. Do you have regular one-on-ones?Yes / No · Managers and growth

Frequently asked questions

Once a year, a few weeks before development conversations or before the learning budget is set, so the answers can shape both.

It depends on what you want to do with it. Named answers by email let managers follow up with each person. For a company-wide picture without names, turn on Anonymous responses and share the link or QR code, since a Usertick email ties each answer to the contact.

Select a level in the level question and the whole page filters to it. Add a question that names the team to compare teams the same way.

Read the written answers about growth, publish clear criteria for each level, and make sure every person has a development conversation. Ask again next year and compare the career path row with the period before.

Yes. On every plan, a workflow adds each answer to a Google Sheet, where your learning team can sort the requests by level and kind of development.

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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