Context Slice Employee Survey Questions
Required context:
- Survey focus (belonging, manager trust, workload, engagement, etc.)
- Survey type (pulse, annual, specific topic)
- Rating scale preference (optional—default to 5-point)
Structure:
# Employee Survey: [Focus Area]
## Survey Overview
- **Focus:** [What this survey measures]
- **Scale:** [5-point Likert: Strongly Disagree to Strongly Agree]
- **Questions:** [N questions]
- **Estimated time:** [X minutes]
## Questions
### [Category 1 - e.g., Belonging]
1. I feel like I belong at [Company].
- Scale: Strongly Disagree → Strongly Agree
2. I can be my authentic self at work.
- Scale: Strongly Disagree → Strongly Agree
3. [Third question for this category]
- Scale: [Type]
### [Category 2 - e.g., Manager Trust]
4. My manager genuinely cares about my wellbeing.
- Scale: Strongly Disagree → Strongly Agree
5. I feel comfortable giving my manager honest feedback.
- Scale: Strongly Disagree → Strongly Agree
6. [Third question]
- Scale: [Type]
### [Category 3 - e.g., Workload]
7. I can complete my work within normal working hours.
- Scale: Strongly Disagree → Strongly Agree
8. My workload is manageable.
- Scale: Strongly Disagree → Strongly Agree
### Open-Ended
9. What's one thing we could do to improve your experience at [Company]?
- Type: Open text
10. Is there anything else you'd like to share?
- Type: Open text (optional)Rules:
- 6-8 scaled questions plus 1-2 open-ended is ideal for pulse surveys
- Questions should be neutral—don't lead the respondent
- Use "I" statements for employee perception questions
- Mix positive and negative framing to avoid response bias
- Include at least one open-ended question
- Keep survey under 10 minutes for pulse, under 20 for annual
- Test questions for clarity—ambiguous questions = unusable data
Question Bank by Topic:
Belonging:
- "I feel valued for my unique background and experiences"
- "I feel included in decisions that affect my work"
- "People at [Company] accept me for who I am"
Manager Trust:
- "My manager supports my professional growth"
- "I trust my manager to have my back"
- "My manager gives me helpful feedback"
Workload:
- "I have the resources I need to do my job well"
- "I rarely feel overwhelmed by my workload"
- "I can disconnect from work during off-hours"
Engagement:
- "I would recommend [Company] as a great place to work"
- "I see myself working here in two years"
- "I understand how my work contributes to company goals"
Performance Review Prompts
Required context:
- Review type (self-assessment, manager review, peer feedback)
- Competencies or values to assess (optional)
- Role/function context (optional)
Structure:
# Performance Review Questions: [Review Type]
## Purpose
These questions encourage reflection, future goal-setting, and actionable feedback.
## Self-Assessment Questions
### Accomplishments
1. What are you most proud of accomplishing this review period?
- *Guidance: Be specific about impact and outcomes*
2. What goals did you set, and how did you progress against them?
- *Guidance: Quantify where possible*
### Growth & Learning
3. What new skills or capabilities did you develop?
- *Guidance: Include both technical and interpersonal growth*
4. What feedback have you received, and how have you acted on it?
- *Guidance: Show self-awareness and growth mindset*
### Challenges
5. What was your biggest challenge, and what did you learn from it?
- *Guidance: Focus on learning, not excuses*
### Future Focus
6. What do you want to accomplish in the next review period?
- *Guidance: Set 2-3 specific, measurable goals*
7. What support do you need from your manager or the organization?
- *Guidance: Be specific about resources, opportunities, or changes*
## Manager Assessment Questions
### Performance
1. How effectively did this employee meet their goals and expectations?
- *Guidance: Reference specific outcomes and metrics*
2. What were their most significant contributions this period?
- *Guidance: Be specific about impact*
### Strengths & Development
3. What are their greatest strengths, and how did they leverage them?
- *Guidance: Provide examples*
4. What areas should they focus on developing?
- *Guidance: Be constructive and specific—focus on growth, not criticism*
### Future
5. What goals do you recommend for the next period?
- *Guidance: Align to team/company priorities*
6. What support will you provide to help them succeed?
- *Guidance: Commit to specific actions*Rules:
- Questions should encourage reflection, not just reporting
- Balance backward-looking (accomplishments) with forward-looking (goals)
- Include at least one question about growth and learning
- Make the tone constructive and growth-oriented
- Provide guidance for how to answer well
- For manager questions, require specific examples
- Avoid vague questions like "How did you do?"
Exit Survey Questions
Required context:
- Company name
- Whether this is for all departures or specific types (voluntary, involuntary)
Structure:
# Exit Survey
## Overview
This survey helps us understand your experience and improve for current and future employees. Your responses will be kept confidential and aggregated with other feedback.
## Your Decision
1. What is your primary reason for leaving?
- [ ] Career opportunity elsewhere
- [ ] Compensation
- [ ] Manager relationship
- [ ] Work-life balance
- [ ] Company culture
- [ ] Lack of growth opportunities
- [ ] Personal/family reasons
- [ ] Other: ___________
2. How long have you been considering leaving?
- [ ] Less than 1 month
- [ ] 1-3 months
- [ ] 3-6 months
- [ ] More than 6 months
## Your Experience
3. I would recommend [Company] as a good place to work.
- Scale: Strongly Disagree → Strongly Agree
4. I felt supported by my manager.
- Scale: Strongly Disagree → Strongly Agree
5. I had opportunities for growth and development.
- Scale: Strongly Disagree → Strongly Agree
6. I felt valued for my contributions.
- Scale: Strongly Disagree → Strongly Agree
7. The workload expectations were reasonable.
- Scale: Strongly Disagree → Strongly Agree
## Open Feedback
8. What did you like most about working here?
- Type: Open text
9. What could we have done to keep you?
- Type: Open text
10. What advice would you give to leadership to improve the employee experience?
- Type: Open text
11. Is there anything else you'd like to share?
- Type: Open text (optional)Rules:
- Keep confidential—employees won't be honest otherwise
- Include both structured (for trending) and open-ended (for insights)
- Ask "What could we have done to keep you?"—this is the most actionable question
- Include a question about recommending the company (your internal NPS)
- Don't make it too long—departing employees have limited motivation
- Consider offering an optional live exit interview for those who want it
- Analyze by department, tenure, and role—aggregates hide patterns