The Ultimate List Of Employee Pulse Survey Questions

Want to find out what employees really think about your organization? You may have a good understanding of the important issues for staff. But there’s only one way to find out for sure – ask them in a pulse survey! 

Employee pulse surveys are a great way to gather quick and targeted feedback from employees. 

Perhaps you want to understand how the internal communications plan has impacted remote workers. Or maybe you want feedback on the new employee recognition scheme. Many companies are also using pulse surveys to supplement annual employee surveys and track progress. Whatever the case may be, employee pulse surveys will get you the answers you need.  

In this post, we share some tips on how to create employee pulse survey questions, that will really help you understand what is important to your employees.

And to make it even easier for you, we’ve included a full list of over 50 pulse survey questions that we’ve used to massively increase employee engagement for our customers.

Best practice tips for writing pulse survey questions

  1. Keep it short. By definition, pulse surveys are short and snappy. Try to keep your survey to just 3-6 questions. That way, you’ll avoid survey fatigue and are more likely to get a good response rate. Plus, a short survey makes it easier for you to analyze the results. 
  2. Make it relevant. Keep the end goal firmly in view and ensure every question is relevant. Don’t be tempted to include those ‘nice to know’ items. Instead, your questions should address a specific need.  
  3. Focus on action. Make sure you can act on the survey’s results. Staff will quickly become reluctant to complete surveys if they don’t see positive action in response. Head off frustration and mistrust by visibly acting on the pulse survey results. 
  4. Be fast and frequent. Pulse surveys are designed to be conducted quickly and regularly. The aim is to get a snapshot of employees’ views or a quick check-in on progress. 

Pulse survey question structure

There are three main types of questions to select from as follows: 

Outcome questions: These are designed to measure trends or the impact of an initiative over time. It’s a good idea to use a scale for these questions so you can gauge the strength of feeling. 

Driver questions: These types of questions help you determine the key drivers for the issues you are trying to measure. It could be company practices, culture, or behaviors. The aim here is to identify actions and solutions. 

Open-text questions: These questions invite employees to write their own responses. It’s an opportunity to gain deeper and more valuable insights. However, open-text questions can be hard to analyze, so keep them to a minimum. 

And when it comes to the right mix of questions, we recommend the 70:20:10 rule: 

  • 70% driver, action-focused questions
  • 20% outcome, measurement-focused questions
  • 10% open-text, qualitative questions. 

50+ Employee Pulse Survey Questions Straight From Our Customer Library: 

Engagement Level

  • I care about the future of this organization.
  • On a scale from 0-10, how likely are you to recommend this organization as a good place to work?
  • I am willing to put in extra effort on behalf of the organization.
  • I have a sense of pride in working here.

Trust

  • How much do you trust the leaders of this organization?
  • My direct manager/supervisor is open and honest with me.
  • What level of confidence have you in the leadership team of this organization?
  • What level of confidence have you in the integrity of your manager?

Organizational and role fit

  • How aware are you of how your role contributes to the success of the organization?
  • I am in a role that makes good use of my skills.
  • The values of this are closely aligned with my own values.
  • The culture of this is a good fit for me.

Ownership / Involvement

  • I regularly have the freedom to make decisions in my role that are in the best interest of the organization.
  • I feel empowered to make decisions in my role.
  • I influence and input the goals that I am working on.
  • I am given an appropriate level of responsibility.

Caring

  • I have great friends at work.
  • My manager treats me with respect.
  • My manager cares about me.
  • I am provided with the tools and resources I need to do my job.

Personal Growth

  • How satisfied are you that you are personally developing in your role?
  • My manager has spoken to me about my development during the last 6 months.
  • There is somebody in this organization that is encouraging my development.
  • I expect to continue to develop in my current role over the next 12 months.

Health & Wellbeing

  • The health and well-being of employees is promoted in this organization. 
  • I can effectively manage my work-life balance. 
  • What level of flexibility are you given to manage your work-life balance?

Leadership

  • My manager makes good decisions.
  • My manager makes timely decisions.
  • How confident are you in the direction your manager is taking you?
  • My manager communicates a clear picture of my team’s direction.

My Job

  • My workgroup looks to provide a great customer experience.
  • My workgroup is always looking for ways to improve the customer experience.
  • Things I do in my role provide me with a great sense of achievement.

Communications

  • How informed are you about what is going on in the organization?
  • I am clear on the goals and objectives of the organization.
  • How aware are you of how the organization is performing versus its goals?
  • I am clear on what is expected of me.

Rewards & Recognition

  • I feel I am paid fairly for the work I do and that my wage/salary compares favorably with what I could get elsewhere. 
  • I know about the available benefits in this Organization and I feel they are of value to me. 
  • In this Organization, there are opportunities to attain extra financial, and other rewards, for an excellent performance.

Health & Wellbeing (Remote)

  • Are you taking steps to protect your physical health as you work remotely?
  • How satisfied are you with the level of your productivity while working remotely?
  • Are the remote working tools meeting your needs?
  • Have you any tips that have helped you to achieve a healthy balance as you work remotely?

Customer Focus

  • The Organization believes in putting the Customer First.
  • I get the required training I need to provide the best possible service to customers (i.e. complaint handling etc.).
  • I am empowered to make decisions on the spot to help customers and to immediately solve their problems/complaints.

Resources

  • I have all the physical resources I need to do my job well – i.e. uniform, equipment, etc. 
  • I have all the information, knowledge, and skills that I need to do my job well. 
  • There are generally sufficient employees in our department/area to ensure that we deliver a great experience for our customers.

Love our Employee Pulse Survey questions but gotta run? 

Don’t worry, because we’ve got a nifty little PDF containing all of the best survey questions from our library that you can download now to use later. 

Simply click on the below link to download the PDF now

Employee-Pulse-Survey-Questions-Download

Keep your finger on the pulse of employee engagement. Download Workvivo’s template of pulse survey questions and get started today!