HR and team

Internal surveys differ from customer surveys in one way: employees have something to lose. Nobody writes honestly about their manager if they suspect their name is attached to the answer. That is why most templates here ask for no name, and the anonymous ones say so on the first screen. The other difference is rhythm. A pulse survey or eNPS is useful as a series; a single snapshot says very little.

For hiring there is the job application form. It collects contacts, experience, preferred work format, salary expectations, a start date and a CV upload before the interview, so the recruiter does not spend a call on questions a form could ask. File upload is a Pro feature; on the free plan you can ask for a link to the CV instead.

For people already on the team there are three templates. The weekly pulse survey takes a minute: mood, an agreement matrix, a workload slider and blockers. The eNPS survey runs quarterly: would you recommend us as an employer, an engagement matrix and a drag-and-drop ranking of what people value. The onboarding survey goes to new hires after 30 days and asks how the first month went and what was missing.

Open every internal survey with a line on why it exists and what will change afterwards. If the first pulse leads to no visible decision, fewer people answer the second one. A link in the team chat or a QR code at an all-hands works well. In small teams, watch the anonymity threshold: with three answers in a department, job title plus tenure is enough to guess who wrote what.

Long surveys lose people halfway, which matters twice as much for staff who answer on work time; see where people drop out of long surveys. Frequency, anonymity and question choice for staff surveys are covered on the employee survey page.