Answers without names
The survey asks for no name and no email unless you add those fields. There is no hidden link back to an employee account: anonymity comes from what the survey asks, and the respondent can see that for themselves.
Employee surveys online
A mood pulse, eNPS, new hire onboarding and candidate screening. Four ready-made templates, answers you can collect without names or emails, and an export that stays yours.
What companies actually ask their own people
Four scenarios cover almost every internal survey. Each has a ready-made template in the catalog that you can open and reword.
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The weekly pulse
Five blocks, one minute: mood on an emoji scale, a matrix covering goals, team support, resources and rest, a workload slider and one open question for the manager. It repeats every week, so what matters is the line, not a single number.
Team pulse survey -
eNPS: would they recommend the company
The same question as a customer NPS, but about the workplace. Around it sits a matrix of factors, a drag-and-drop ranking of what people value, and one open question about what to fix first.
eNPS: employee loyalty -
Onboarding, the first 30 days
A new hire questionnaire: how the introduction went, whether the role is clear, whether support is there. Adaptation problems surface while the person is still inside probation, not at the exit interview.
New hire onboarding -
Candidate screening
A first-pass form before the interview: contacts, experience, salary expectations and a CV file. Twelve questions instead of an email thread, and answers arrive in one shape so they can be compared.
Candidate questionnaire
Why internal surveys get built here
Different paths for different roles
Ask about the team or tenure first and the graph takes each person down their own branch. A new hire never sees questions about last year’s review, and managers are not asked to rate their manager.
A matrix instead of ten screens
One matrix question collects ratings for five factors in a single table. On a phone that is one screen instead of five, and completion rates on long internal surveys live or die on exactly this.
A measurement you can repeat
The survey copies whole, logic included, so the next pulse differs only by its date. Trends are readable because the wording did not move between cycles.
Answers in Telegram and on a webhook
Every response can go to an HR chat or to a webhook in your own system. «Hit a blocker: yes» gets a reaction the same day instead of a month later at a retro.
Your data, exportable in full
Responses live in one place rather than scattered across an HR suite you do not control, and they export to CSV or XLSX whenever you ask. Nothing is locked behind a report screen.
How to run an employee survey
From a template to the first summary in four steps, with no ticket to the HR tool vendor.
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Start from a template
Open the catalog and pick the «HR and team» category: pulse, eNPS, onboarding and candidate screening are already built, scales and matrices included.
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Remove anything that identifies people
Check that no name or email field survives if you promised anonymity. Keep team and tenure as ordinary questions rather than hidden link parameters.
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Share a link or a QR code
Send the link to the work chat or print the QR code for the office wall. Respondents need no account, the survey opens in a browser.
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Repeat the measurement and compare
Copy the survey for the next cycle and leave the wording alone. Trends only read across identical questions, and any tweak to a scale resets the comparison.
What an employee survey can measure
Satisfaction, engagement and loyalty are different things, and one survey rarely answers all three well. Pick what you are measuring first, then write the questions.
| What you measure | Example question | Question type |
|---|---|---|
| Satisfaction | How satisfied are you with your schedule, workspace and tools? | Matrix |
| Engagement | I understand how my work affects the team’s results | Agreement scale |
| Loyalty (eNPS) | How likely are you to recommend this company as a place to work? | 0-10 scale |
| Motivation | Which of these matters most to you right now? | Ranking |
| Workload | How would you rate your workload over the last two weeks? | Slider |
Most companies run two formats: a short pulse every week or two, and a larger survey once or twice a year. Both have templates: the team pulse and eNPS.
How to calculate eNPS
eNPS rests on one question scored 0 to 10. Scores of 9-10 are promoters, 7-8 passives, 0-6 detractors. The index is the share of promoters minus the share of detractors. Example: 40 people answer, 14 give 9-10, 16 give 7-8, 10 give 0-6. That is 35% promoters and 25% detractors, so eNPS is +10.
The number alone tells you little, which is why the eNPS template follows the scale with a factor matrix, a values ranking and an open question. The same mechanics for customers are covered on the NPS survey page and in NPS without lying to yourself.
Keeping an anonymous survey anonymous
Dropping name and email is not enough. “Department: finance” plus “tenure: over 10 years” often points to one person. Rules that keep anonymity real:
- Ask department and tenure in broad bands, never as exact values together.
- Do not report a breakdown for any group with fewer than 5 answers. The builder does not enforce this; it is a rule for whoever builds the report from the export.
- Do not share a link with a hidden department or employee id parameter if you promised anonymity.
- Quote open answers as paraphrases in reports: people recognise each other’s writing style.
What to do after the survey
A survey with no visible follow-up makes the next one worse: people learn that answering changes nothing. Share the headline results within a week, commit to one or two fixes with a date, then rerun the same survey and show what moved. If the answers point to missing skills rather than motivation, a short course with knowledge checks may help more than another survey. Hiring forms such as the candidate questionnaire and the onboarding survey close the loop from offer to first month, and the questionnaire page covers validation and required fields for them.
Employee surveys: common questions
How do I make an employee survey anonymous?
Do not add name, email or phone questions and do not pass an employee id as a hidden field from the link. Then the export holds answers only. Ask for the demographics you want to slice by as ordinary questions with coarse groups: a team and a tenure band rather than an exact hire date.
What is eNPS and how is it calculated?
eNPS is the Net Promoter Score asked of employees: «how likely are you to recommend this company as a place to work» on a 0–10 scale. The index is the share of 9–10 answers minus the share of 0–6 answers. The eNPS template already contains that question along with the follow-ups.
How often should a pulse survey run?
Weekly or fortnightly if it is short: five blocks, one minute. Monthly ten-question rounds start getting skipped around the third cycle. Regularity and unchanged wording matter more than length.
Do we need consent for an internal survey?
If the survey collects anything that identifies a person, the usual data protection rules apply, whatever the tool. Templates that include such fields already carry a consent block. In a genuinely nameless survey there is nothing to consent to.
What does an employee survey cost?
The free plan covers 150 responses in total, which is a one-off pulse for a team of up to 150. What runs out is the response allowance, not the features: scales, matrices and branching work on every plan.
Can people answer without an account?
Yes, the survey opens as an ordinary browser link and respondents never sign up. An account is only needed by whoever builds the survey and reads the answers.
Ask the team this week
Take the pulse or eNPS template, drop the questions you do not need and post the link in the work chat.