Employee surveys aren’t just check-the-box exercises; they’re powerful tools to spark real change. To truly move the needle on engagement, performance, and retention, it’s not about sending more surveys. It’s about sending the right ones at the right time.

From gauging culture to uncovering insights on manager effectiveness, each survey type serves a specific purpose. When used strategically, they offer a clear, data-driven view of the employee experience and help you take action where it matters most.

In this guide, you'll find 13 essential employee survey types, when to use them, and best practices to get the most value from every piece of feedback.

Types of employee surveys and their applications

1. Engagement Surveys

A comprehensive and widely used survey for measuring employee satisfaction, motivation, and workplace culture.

Purpose Measure employee engagement, including their emotional connection to the organization, satisfaction, and overall work experience.
Key Insights Gained Motivation, morale, and culture feedback.
Ideal Timing Annually or bi-annually.
Best Practices Keep surveys anonymous, communicate clearly, and act on feedback to drive meaningful improvements.
Example Questions
  1. I would recommend this organization as a great place to work.
  2. I understand how my work contributes to the overall goals of the organization.
  3. (Open ended) Do you have any additional feedback that could help us improve your experience or the organization?

How top-performing organizations use engagement surveys to drive change:

A strong engagement survey strategy helps companies identify what motivates employees and where improvements are needed. See how Harris Computer used engagement surveys to gain deeper workforce insights, refine initiatives, and strengthen workplace culture.


2. Pulse Surveys

Frequent, short surveys to monitor employee sentiment and detect emerging workplace trends.

Purpose Track employee sentiment regularly and spot emerging trends.
Key Insights Gained Immediate insights into workplace trends and morale.
Ideal Timing Monthly or quarterly.
Best Practices Keep surveys brief, focus on current issues, and follow-up on feedback promptly.
Example Questions
  1. My organization inspires me to give my very best at work.
  2. I have access to the information I need to succeed at work.
  3. Do you have any other feedback that you would like to share?

How top-performing organizations use pulse surveys to stay connected with employees:

Frequent pulse surveys help companies track employee sentiment, identify trends, and address concerns before they escalate. Learn how AEFCU used pulse surveys to monitor workplace morale, gather real-time insights, and drive meaningful improvements to achieve.


3. Exit Surveys

Crucial for understanding why employees leave.

Purpose Identify reasons for employee departures to help improve retention strategies.
Key Insights Gained Retention insights and company culture feedback.
Ideal Timing  Right after employee departure.
Best Practices Conduct surveys soon after departure, ensure confidentiality, and look for recurring trends.
Example Questions
  1. What are the top reasons you are leaving? (Choose up to 3): (Benefits, Career development, Commute Distance, Company culture, Compensation, Direct Manager, Ill health, Senior Leadership, The job itself, Relocation of spouse, Retirement, Starting own venture, Time-off policies, Work-related travel)
  2. My work gave me a feeling of personal accomplishment.
  3. (Open Text) How would you describe the culture at our organization?

4. Onboarding Surveys

Refine the new hire experience to improve retention and engagement.

Purpose Assess the effectiveness of the onboarding process and new hire integration.
Key Insights Gained Feedback on onboarding clarity and employee experience.
Ideal Timing Within first 30-60 days of employment start.
Best Practices Focus on clarity, integration, and support during the onboarding process.
Example Questions
  1. I was satisfied with the support and information I received before my first day on the job.
  2. My first few days on the job were well organized and facilitated my acclimation.
  3. (Open Text) What additional information, tools or training would have been helpful in your onboarding process?

5. Compensation & Benefits Surveys

Understand sentiment toward pay, benefits, and perks.

Purpose Evaluate if compensation and benefits meet employee expectations and industry standards.
Key Insights Gained Employee satisfaction with compensation.
Ideal Timing Annually or after significant changes in the business.
Best Practices Regularly review compensation and benefits to ensure competitiveness and transparency.
Example Questions
  1. (Rating) What is your overall rating of the company benefit plan?  On a scale of 1-10 (10 being the highest)
  2. (Likert) I feel that the company’s employee benefits program generally meets my needs
  3. (Y/N) Do the overall benefits meet your needs?

6. Stay Surveys

Identify key factors that keep employees engaged and motivated.

Purpose Understand what keeps employees motivated and engaged to prevent turnover.
Key Insights Gained Factors that contribute to employee engagement.
Ideal Timing Annually or when retention challenges arise.
Best Practices Focus on engagement drivers like career growth, recognition, and support.
Example Questions
  1. (Multiple choice) What are the top 3 reasons you stay at this organization? (People, Job Itself, Total Rewards, Company Purpose, Direct Manager, Developing new skills, See a Career Path, Work/Life Balance, Other)
  2. (Likert) I feel recognized for my efforts.
  3. (Open ended) What do you want to do more of in your job?

7. DE&I (Diversity, Equity & Inclusion) Surveys

Assess inclusivity and workplace fairness.

Purpose Measure employees' perceptions of diversity, equity, and inclusion efforts within the organization.
Key Insights Gained Effectiveness of DE&I initiatives.
Ideal Timing Annually or after DE&I program launches.
Best Practices Ask about inclusivity across all levels and act on the feedback to drive change.
Example Questions
  1. (Likert) [Organization name] values diversity.
  2. (Likert) I feel a sense of belonging at [Organization name]
  3. (Multiple Choice: No; Yes, and I reported it; Yes, but I did not report it; Prefer not to say) Have you experienced any discrimination (i.e. unfair, negative, or adverse treatment) at ORGANIZATION based on one or more aspects of your background or identity (e.g. gender, age, ethnicity, sexual orientation, etc.)?

8. Psychological Health & Safety Surveys

Evaluate workplace stressors, burnout risks, and overall mental well-being.

Purpose Identify stressors and burnout risks to improve employee mental health and well-being.
Key Insights Gained Employee stress levels and mental health concerns.
Ideal Timing Periodically or during high-stress periods.
Best Practices Focus on reducing workplace stressors and providing support resources.
Example Questions
  1. (Likert) Our organization provides clear, effective communication.
  2. There is an atmosphere of trust at my organization.
  3. The environment at this organization supports a balance between work and personal life.

9. Wellness Surveys

Measure employee well-being, work-life balance, and health initiatives.

Purpose Assess employees' overall well-being, work-life balance, and satisfaction with health initiatives.
Key Insights Gained Employee well-being and work-life balance.
Ideal Timing Annually or after wellness program changes.
Best Practices Address both physical and mental health needs and improve programs based on feedback.
Example Questions
  1. (Likert)I consider [organization name] to be an advocate for my wellbeing.
  2. (Multiple  choice)  Please select the Wellness Dimension you most want to improve personally.  (Physical, Mental, Social, Work, None)
  3. (Open Text) What could the organization do to support the Mental Wellness of our employees?   

10. Return to Work Surveys

Evaluate transitions back to in-office work or after extended remote periods.

Purpose Understand employee concerns and preferences for returning to physical workplaces.
Key Insights Gained Comfort levels, safety concerns, and desired flexibility.
Ideal Timing Before and after return-to-office phases.
Best Practices Show flexibility, provide transparent communication, and incorporate hybrid work preferences.
Example Questions
  1. (Likert) I feel comfortable returning to the workplace and confident that I can be successful working in the office (even if it’s for a limited number of days per week)
  2. (Open text) What concerns you about a hybrid/in-person working environment?
  3. (Open text) What can this organization do moving forward to improve the employee experience as we move forward to a flexible work environment?

11. Leadership Feedback Surveys

Gather feedback on leadership effectiveness to foster stronger leader-employee relationships and improve leadership development.

Purpose Evaluate leader performance, communication, and support from the employee perspective.
Key Insights Gained Leadership strengths, areas for improvement, and employee perceptions of leadership effectiveness.
Ideal Timing Annually, during performance cycles, or after major organizational changes.
Best Practices Ensure anonymity, focus on actionable feedback, and provide leaders with tools and coaching to improve.
Example Questions
  1. (Likert) I feel heard and valued by my leader.
  2. (Likert) I am comfortable discussing my concerns and needs with my leader.
  3. (Open text) What would you have your leader change?

12. Change Management Surveys

Assess employee response to internal transitions such as restructures, leadership changes, or new systems. These are changes that impact day-to-day operations but don’t involve company ownership or structural shifts.

Purpose Track how employees adapt to change and identify areas where support is needed.
Key Insights Gained Employee concerns, communication effectiveness, and support needs.
Ideal Timing During or after organizational changes.
Best Practices Be transparent, collect frequent feedback, and provide support during transitions.
Example Questions
  1. (Likert) The organization will benefit from this change.
  2. I am willing to invest time and energy into adjusting to this change.
  3. (Open ended) What recommendations do you have for leadership around this change?

13. Merger & Acquisition Surveys

Assess employee sentiment during mergers, acquisitions, or corporate restructuring. These surveys are used exclusively when company ownership, structure, or identity is significantly changing.

Purpose Monitor employee sentiment during and after mergers or acquisitions.
Key Insights Gained Job security concerns, culture clash risks, and support needs.
Ideal Timing Pre-announcement, during transition, and post-merger.
Best Practices Communicate transparently, engage culture champions, and focus on maintaining trust.
Example Questions
  1. (Likert) I feel confident in my job security within the new organization.
  2. (Likert) The communication about the acquisition has been clear and transparent.
  3. (Likert) I believe the integration will be successful in the long term.

Take action to maximize employee survey effectiveness

Collecting employee feedback is just the first step. What you do next determines whether your surveys drive real change. When feedback is gathered but not acted on, your employees will notice. Over time, this lack of follow-through erodes trust, reduces participation, and makes your future surveys less effective. 

If you’re not acting on feedback, you’re missing a critical opportunity to improve engagement and workplace culture.