Employee Satisfaction Survey. Measure engagement, management quality, and retention risk — before people start leaving.
A full assessment of satisfaction, engagement, leadership, working conditions, and eLoyalty Score — with research-grade methodology. 18 questions, ready to launch in 2 minutes.
Employee satisfaction and employee climate are related but different. Satisfaction measures whether the employee is happy right now. An employee satisfaction survey — designed well — measures the structural conditions that determine whether they'll still be happy in six months: management quality, communication, recognition, growth, workload. Five dimensions the study covers:
Overall satisfaction
Is the employee satisfied with their job, their team, and the company overall? The baseline metric for tracking over time.
Engagement and motivation
Does the employee feel motivated to do their best work? Do they understand how they contribute to company goals? Engagement predicts productivity, quality, and retention.
Management and leadership
Does the employee receive useful feedback? Do they feel supported by their direct manager? Quality of immediate leadership is the strongest single predictor of voluntary turnover.
Working conditions
Workload, tools, physical environment, flexibility. Inadequate conditions produce burnout before it shows up in exit interviews.
eLS - Employee Loyalty Score
How likely is the employee to recommend the company as a good place to work? eNPS is the employee loyalty index — comparable against industry benchmarks and useful for quarterly tracking.
How it works
Set your audience.
For internal studies, distribute to your own employees — by email, shared link, or HRIS integration. For external benchmarking (how does your workplace culture compare to similar companies in your industry), use the SegmentOS panel to survey employees at comparable organizations.
Launch the study.
The Employee Satisfaction template has the key dimensions pre-configured: overall satisfaction, engagement, management, conditions, eNPS, and qualitative follow-up questions. Customize response options and add questions specific to your context. Under 2 minutes from template to live.
Collect responses.
Anonymity is essential — employees don't answer honestly if they think responses can be traced back to them. The template is designed for anonymous distribution. Communicate clearly before launch that responses are anonymous and that no data from groups under five people will be reported individually.
Read your results.
Scores by dimension, full response distribution, eNPS breakdown, CSV/XLSX export. Compare results across departments or roles if you have sufficient sample per segment.
For distribution to your own team — no panel cost. The cost is your monthly subscription, no per-response charge. For external benchmarking with 200 respondents at comparable companies, expect approximately $150–$200 in panel costs.
Launch your employee satisfaction survey → [Start free — no credit card required]
Simple pricing. No surprise invoices.
Common questions
What is an employee satisfaction survey?
An employee satisfaction survey is a structured study that measures the conditions and perceptions that affect how employees feel about their job, their team, and the organization. Unlike a feedback conversation or an exit interview, a well-designed employee satisfaction survey collects quantitative data from the entire workforce simultaneously and anonymously — producing a representative diagnostic of team health, not just the opinions of whoever speaks up.
What questions should an employee satisfaction survey include?
A research-grade employee satisfaction survey covers six dimensions: overall satisfaction (baseline), engagement and motivation (effort and future intent), management quality (feedback, support), working conditions (tools, workload, flexibility), culture and recognition (values, belonging, acknowledgment), and eLS (likelihood to recommend the company as a place to work). Each dimension needs 2–4 questions to be reliable. Open-text follow-ups on what employees value most and what they'd change give you the qualitative context behind the scores.
How often should I run an employee satisfaction survey?
The standard is one full annual survey complemented by shorter pulse checks (4–6 questions) quarterly. The annual survey gives you the deep diagnostic; the quarterly pulses detect changes between annual measurements. If you're going through significant change — reorganization, rapid growth, leadership transition — increase frequency to semi-annual.
How do I get employees to respond honestly?
Anonymity is the most critical factor. Distribute in a way that neither the employee nor any administrator can link a response to a specific person. Communicate clearly before launch that responses are anonymous and that no data from groups under five people will be shared. Leadership commitment also matters: if employees have responded before and saw no action as a result, response rate and honesty both drop.
How many employees do I need to survey for reliable data?
If you survey your entire workforce, sample size is whatever you get. For analysis by department or role, you need at least 30–50 responses per segment for statistically reliable data. With fewer than 30 responses per group, percentages become unrepresentative from a single unusual response.
How is this different from Gallup's employee engagement survey?
Gallup's Q12 is a proprietary 12-question engagement methodology focused specifically on engagement drivers — it's widely used and benchmarked. The SegmentOS Employee Satisfaction template covers engagement as one of six dimensions alongside satisfaction, management quality, working conditions, culture, and eNPS. It's a broader diagnostic. If your organization has already used Gallup's Q12 and wants to continue benchmarking against Gallup's database, use that. If you're looking for a full-spectrum satisfaction and climate assessment you can run yourself without a consulting engagement, the SegmentOS template is built for that.