11 complete question sets, written for the situation they are actually used in — with guidance on cadence, anonymity thresholds and what to do with the results. Copy them into any tool, or run them free in TruePulse.
Run one freeEngagement
A short, repeatable engagement pulse covering the eight dimensions that most reliably predict retention: purpose, manager support, workload, growth, recognition, psychological safety, communication and intent to stay. Designed to be sent monthly so you can trend it, not just measure it once.
Onboarding
Three short surveys sent at day 30, day 60 and day 90 — each asking what is actually knowable at that point. Day 30 covers logistics and welcome, day 60 covers clarity and enablement, day 90 covers confidence, belonging and intent to stay. Catches a bad start while it is still recoverable.
Offboarding
A structured exit survey covering the real reason for leaving, what would have changed the decision, manager relationship, growth, compensation, workload and whether they would return or recommend. Written to separate the polite answer from the true one.
Engagement
The standard eNPS question plus the follow-ups that make the number useful: why you gave that score, what would raise it by one point, and a short set of driver questions so a falling score tells you where to look.
Wellbeing
A screening survey built around the three recognised dimensions of burnout — exhaustion, cynicism and reduced efficacy — plus the workload, control and recovery factors that drive them. Designed to identify at-risk teams, not to diagnose individuals.
Leadership
An upward-feedback survey covering the behaviours that separate effective managers from popular ones: clarity, feedback quality, fairness, development, workload protection, decision-making and psychological safety. Written for aggregate coaching, not performance policing.
Ways of working
A survey for distributed and hybrid teams covering connection, communication, meeting load, home setup, boundaries, visibility for promotion, and whether your hybrid policy is actually working for the people living under it.
Inclusion
A diversity, equity and inclusion survey that measures lived experience — belonging, voice, fairness of opportunity, everyday respect and whether people can be themselves at work — with the anonymity safeguards that questions this sensitive absolutely require.
Culture
A team-level survey based on the established psychological safety construct: admitting mistakes, raising problems, disagreeing with seniors, asking for help, and taking interpersonal risk. The single best leading indicator of whether your other surveys are telling you the truth.
Wellbeing
A brief wellbeing check-in covering energy, stress, sleep, workload sustainability, support and whether people know where to turn. Short enough to run monthly without fatigue, and written to avoid clinical framing while still surfacing real signal.
Development
A 360 template gathering feedback from a person's manager, peers and direct reports on the same competencies — communication, collaboration, delivery, judgement, development of others and integrity — so blind spots show up as gaps between how they see themselves and how others do.
Every template on this page works as a plain question list. It works better with the reminders, anonymity thresholds and segment analytics already built.
Every template lists its full question set on the page. Copy it into any tool, or open it directly in TruePulse.
Upload a CSV or connect Slack. Departments, teams and locations become your reporting segments.
Schedule the send, and let automatic reminders chase the non-responders without you doing it by hand.
Segment analytics, driver analysis and a one-click executive PDF — then pick one thing to change.
No seat caps, no paid tier, no credit card. Create a workspace and send your first survey in under five minutes.
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