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Internal mobility survey template

Keep good people by helping them move, before they look elsewhere

Three quick questions on whether employees would consider another role inside the company, how visible internal openings are and what would stop them from applying. Use it as it is or add an open question, and Usertick reads every written answer for you.

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What this internal mobility survey tells you

An internal mobility survey asks employees whether they see a next role inside the company and what keeps them from applying for it. This template asks three questions in about 30 seconds: interest in a different role, how visible internal openings are, and what would stop someone from applying.

It is written for a link shared once a year, for example with your yearly internal jobs update, and it can sit at the end of the internal jobs page on your intranet when the Usertick script runs there. Interest in another role is sensitive when a manager might find out, so turn on Anonymous responses and share it by link or QR code. A survey sent through Usertick email ties each answer to the person's contact.

Results shows the share who would consider a move, the average visibility of openings with a column per step, and bars for each barrier with typed Other answers listed. Select Yes to see what stops the people who want to move. The template has no open question; add one and Usertick reads each answer and files it under a category such as growth and learning.

In an emailAs a linkOn your websiteAs a conversation
Questions
3
Time to answer
Under a minute
Written for
A yearly link, or the end of your internal jobs page
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 3 questions, one by one

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

Question 1 of 3 · Yes / No

Would you consider a different role inside the company?

Why ask it
One yes or no splits people who want a move from those who don't, and the other answers read differently for each group.
What you learn
The share that said yes, compared with the period before. Select Yes to filter the whole page to the people open to a move.
Make it yours
Keep it required and first, since every other answer is read through it.
Question 2 of 3 · Big scale

How visible are internal job openings to you?

Why ask it
Interest without visibility sends people to look outside, so the scale measures whether openings reach them at all.
What you learn
The average on the 1 to 10 scale and a column per step, so you see whether most people find openings or only a few do.
Make it yours
Ask it again a few months after you change how openings are shared, such as a weekly post of internal jobs in your team chat.
Question 3 of 3 · Multiple choice · Optional

What would stop you from applying internally?

Why ask it
The barriers are often about the manager or the process, which the company can fix, and people can pick more than one or type their own.
What you learn
Bars with the share and count of each barrier, with typed Other answers listed. Select How my manager would react to see how many of those people would consider a move.
Make it yours
If the manager's reaction leads, agree on a rule for internal moves with managers and publish it.

What the answers show

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

What would stop you from applying internally?

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.

Use this template in four steps

From the template to the first answers.

  1. 1

    Open the template

    Sign up free and pick Internal mobility 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 it once a year

    Run it with your yearly development cycle and keep the questions the same, so Results compares the year with the one before.

  2. 02

    Protect the interest question

    Templates come with Anonymous responses off. Turn it on before you share the link or QR code, and tell people that Usertick stores no user ID, traits or visitor ID with the answers, only the country and a salted hash of the IP address.

  3. 03

    Add an open question

    Add What kind of role would you like to try next? as an optional last question, and Usertick reads each answer and files it under a category and a theme.

  4. 04

    Fix the top barrier first

    If Not knowing the process leads, publish the steps for an internal move. If Pay leads, explain how pay is set when someone changes role.

Churn surveysEmail surveysInternal tools 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 well do the tools we give you work together?Stars · Internal tools
  2. Rate the tools you use mostMatrix · Internal tools
  3. How easy is it to find a document you need?Customer effort · Internal tools
  4. Do you know how to apply for another role here?Yes / No · Internal moves and promotions
  5. How fair was the internal application process?Stars · Internal moves and promotions
  6. What stopped you applying for an internal role?Multiple choice · Internal moves and promotions

Frequently asked questions

Once a year, before development conversations or yearly planning, is enough to see whether changes to internal hiring worked.

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. A survey sent through Usertick email stays tied to each contact, so share the link instead.

Post every internal opening in one place and announce new ones in your team chat, then ask the visibility question again after a few months.

Yes, when the Usertick script runs on that site. The survey can sit inside the page at the end of the listings, or open as a popup after a delay or a scroll.

Yes. Add a question that names the department and select an answer in Results to filter the page to those people. In a small company, keep the departments broad so an answer says less about who gave it.

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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