Satisfaction covers the fundamentals: whether the job matches what someone was promised, whether they have what they need to do it, and whether the day-to-day is tolerable. It is the floor beneath engagement — hard to build anything on top of when it is missing.
Low satisfaction with high engagement is a burnout pattern: people are pushing hard in conditions that do not support them. That combination looks healthy in a headline score and predicts a sharp exit.
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) · 31
Yes / no · 3
Multiple choice · 2
Open text · 4
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.
Satisfaction is about conditions — pay, tools, workload, role fit. Engagement is about investment — effort, advocacy, commitment. You can satisfy someone into staying and still get nothing extra from them, which is why both belong in the same survey.
Three to five in a monthly pulse. The full 40 here are for a deeper annual or semi-annual survey, or for diagnosing a specific team after the pulse flags it.
Every question on this page ships inside TruePulse, with anonymous delivery, automatic reminders and segment analytics. Free — every feature, every seat.
Get started free