Why this dimension matters
Alignment scores are leadership's own report card. Unlike manager or workload scores, a low result here cannot be delegated — it means the strategy has not been communicated in a form anyone can act on.
All 40 questions
Grouped by question type. Pick three to five for a pulse, or use the full set for a deep-dive survey on this dimension.
Agreement scale (1–5) · 32
- 1.I understand how my work contributes to company goals.
- 2.I believe in the company's mission.
- 3.Leadership has communicated a clear vision for the company.
- 4.I trust the decisions made by senior leadership.
- 5.Company priorities seem to shift too often.Reverse scored
- 6.I'm confident in the company's direction.
- 7.Our team goals are clearly aligned with company goals.
- 8.I have a clear understanding of our top priorities this quarter.
- 9.Decisions at this company tend to be made for the right reasons.
- 10.I understand what drives the company's commercial success.
- 11.The company's stated values are reflected in everyday decisions.
- 12.There is often a gap between what leadership says and what they actually do.Reverse scored
- 13.I receive enough communication from senior leadership.
- 14.The company's strategy makes sense to me and I believe it will succeed.
- 15.We change direction so frequently that I don't know what we're really trying to achieve.Reverse scored
- 16.Leadership communicates clearly how my work connects to company objectives.
- 17.I understand the company's competitive position and why it matters.
- 18.The company's values are reflected in day-to-day decisions, not just wall posters.
- 19.I feel well-informed about changes that affect my work before they happen.
- 20.Our priorities are stable enough that I can plan my work effectively.
- 21.Decisions seem to be made at the top without input from people closest to the work.Reverse scored
- 22.Leadership takes employee concerns seriously and acts on them.
- 23.The company's response to challenges has increased my confidence in leadership.
- 24.I understand how my team's goals connect to the company's annual priorities.
- 25.The company's mission genuinely inspires me on a personal level.
- 26.There is a significant gap between what leadership says and what they do.Reverse scored
- 27.I feel that leadership trusts employees to handle difficult truths.
- 28.Cross-departmental alignment happens effectively here — silos are rare.
- 29.I feel empowered to make decisions within my area of responsibility.
- 30.The strategic priorities change so often that planning feels futile.Reverse scored
- 31.I believe in this company's potential to have a significant positive impact.
- 32.The rationale behind difficult business decisions is usually explained clearly.
Yes / no · 2
- 1.Are you confident in the direction this company is heading?
- 2.Do you trust senior leadership to make decisions that are good for employees?
Multiple choice · 1
- 1.Which communication format most helps you feel aligned with company direction?Options: All-hands town halls · Manager-led team briefings · Written strategy updates · Direct access to leadership · Transparent OKR tracking · Informal Q&A sessions
Open text · 5
- 1.What is one thing leadership could clarify for you right now?
- 2.What company goal or initiative excites you most right now?
- 3.What one thing could leadership communicate better or more clearly?
- 4.What would give you more confidence in the company's future direction?
- 5.What one strategic decision has most increased or decreased your faith in leadership?
Reverse-scored questions are worded negatively on purpose — they catch people who tick “agree” all the way down without reading. Remember to flip them before averaging, or they will drag your score down artificially.
Questions people ask
Why does alignment drop after a reorganisation?
Because structure changes faster than understanding. People can usually recite the new plan long before they can see where they fit in it, and the second one is what the score measures.
What is a healthy alignment score?
Above 4.0 out of 5 on the line-of-sight item is strong. The number that matters more is the gap between senior leadership and everyone else — anything above half a point means the message is stopping somewhere in the middle.