Engagement template

Employee Engagement Pulse Survey Template

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.

15 questions 4 min to complete Monthly All employees

Use this template free

When to use it

Use this as your standing baseline. Keep the wording identical every wave so month-over-month movement means something, and add a rotating module of three to five extra questions when you need to dig into a specific topic.

The full question set

Copy these as they are, or adapt the wording to your organisation — just keep it identical between waves, because changing a question resets its trend line.

Overall

1.How happy are you working here right now?1–5 scale

eNPS

1.How likely are you to recommend this company as a place to work?0–10 scale

Purpose

1.I understand how my work contributes to the company's goals.1–5 scale
2.I find my work meaningful.1–5 scale

Manager

1.My manager gives me feedback that helps me improve.1–5 scale
2.My manager genuinely cares about my wellbeing.1–5 scale

Workload

1.My workload is manageable in a normal working week.1–5 scale

Enablement

1.I have the tools and information I need to do my job well.1–5 scale

Growth

1.I can see a path to grow my career here.1–5 scale

Recognition

1.Good work gets recognised on my team.1–5 scale

Psychological safety

1.I can raise a concern or disagree without it being held against me.1–5 scale

Communication

1.Leadership communicates openly about what is happening and why.1–5 scale

Retention

1.I expect to still be working here in twelve months.1–5 scale

Open

1.What is the single thing we should change first?Open text
2.What is working well that we should protect?Open text

How to run it well

Send to the whole organisation on the same weekday each month — consistency matters more than which day you pick.
Keep it open for five working days, with one reminder on day three.
Never report a segment with fewer than five responses; below that, anonymity stops being credible.
Share the headline results with everyone within two weeks, including the parts that look bad.
Pick exactly one thing to change before the next wave, and name it when you share results.

Questions people ask

How often should we run an engagement pulse?

Monthly is the sweet spot for most organisations. Weekly produces survey fatigue and noise; quarterly is too slow to catch a problem while you can still fix it. If you are starting from an annual survey, move to quarterly first and then to monthly once the habit sticks.

Should the pulse be anonymous?

Yes, and it needs to be anonymous architecturally rather than as a setting someone could switch off. Employees calibrate their honesty to how traceable they think the answer is. TruePulse stores no identity against a response, and suppresses any segment below the reporting threshold.

What is a good response rate?

Above 70% is healthy for a monthly pulse; above 85% is excellent. If you are below 50%, the problem is almost never the survey tool — it is that people do not believe anything happens as a result. Publishing what changed after the last wave is the single most effective fix.

Related templates

Engagement

Employee Net Promoter Score, done properly

Leadership

Upward feedback that managers can actually act on

Culture

Can people speak up here without paying for it?

Send this template in five minutes

Load it into TruePulse, import your team, and let automatic reminders and anonymity thresholds do the rest. Free — every feature, every seat.

Get started free