Workplace Dynamics Survey Questions

Learn more about the questions that employees are asked in a survey cycle.

Employees are sent weekly surveys that ask them to reflect on their employee experience and provide peer feedback to the people they work closest with.

The following question types are included in the survey:

  • Weekly check-in
  • Employee experience
  • Collaboration feedback
  • Collaboration skills
  • Collaboration styles

Employees will be asked the entire pool of questions in one survey cycle. For more information about the length of the survey cycle and how the weekly surveys are generated, see How Workplace Dynamics Surveys Are Structured and Generated.

By default, the weekly survey will contain 12 questions. For more information about customizing your survey and survey questions, see Customize Workplace Dynamics Survey.

Weekly check-in

For the weekly check-in, respondents are asked to select an emoji that best represents their emotional state.

As part of the weekly check-in, respondents are also asked to leave a comment after reflecting on the following prompts:

  • What are you up to at work and how it is going?
  • What are the successes and difficulties over the past few days?

Weekly check-in question

  • How are you doing?

Employee experience

Employees are asked about their overall experience at work. Respondents are given a statement and asked to rate their satisfaction from 0 to 10.

By default:

  • A response of 7 to 10 is considered a positive answer.
  • A response of 4 to 6 is considered a neutral answer.
  • A response of 0 to 3 is considered a negative answer.

Employee experience questions are divided into the topics: Manager, Organization, and Team. The questions are then further broken down into categories (drivers of the employee experience):

  • Manager
    • Career Development
    • Coaching and Support
    • Communication and Direction
  • Organization
    • Alignment
    • Diversity
    • Employee Development
    • Empowerment
    • Enablement
    • Innovation
    • Reward and Recognition
    • Wellbeing
  • Team
    • Cooperation
    • Goals and Result
    • Trust and Commitment

For more information about the drivers, see How Employee Experience Is Measured.

Employee experience questions

Manager

Career Development
  • My manager invests time in helping me develop my career.
  • My manager regularly shares relevant information from their managers and senior leadership.
  • My manager will follow up on the results of this survey.
Coaching and Support
  • My manager supports and respects me as a person.
  • My manager regularly receives feedback well.
  • My manager treats people equally.
Communication and Direction
  • My manager sets clear roles and responsibilities.
  • My manager effectively communicates, sets and appraises my goals with me.
  • My manager involves me in decision making.

Organization

Alignment
  • I am motivated by the organization's vision and values.
  • The organization demonstrates its values in the way it operates.
  • I believe in the current strategic direction of the organization.
  • I align with the brand and reputation of this organization.
Diversity
  • Everyone is treated fairly regardless of personal background or characteristics in this organization (e.g. gender, age, ethnicity, etc).
  • I can freely express my views without fear of negative consequences.
  • I feel like I can be myself in this organization.
  • I am feeling included.
Employee Development
  • I am offered the training I need to do my job.
  • I have good opportunities for career development.
  • There are currently sufficient opportunities to share knowledge and learning.
  • I am growing in my role at the moment.
Empowerment
  • I have a sufficient level of autonomy in my work.
  • I have control over my current work schedule enabling me to have a good work life balance.
  • I have enough authority to make decisions and do my job well.
  • I feel listened to.
Enablement
  • Decisions are currently being made without delay and in a timely manner.
  • At the moment, I have enough resources (information, tools) to do my job well.
  • The processes and procedures in this organization enable me to do my job well.
  • Communication is effective in this organization.
Innovation
  • At present, I feel my ideas are adopted and put to use.
  • This organization enables me to stay cutting edge and innovative.
  • The current technology available to me enables me to do my job well.
  • This organization embraces and adapts to change well.
Reward and recognition
  • My current level of compensation motivates me.
  • The rules used to calculate my compensation are fair and transparent.
  • My contributions and achievements at work are sufficiently rewarded.
  • My achievements are celebrated publicly by my team and managers.
Wellbeing
  • I am content with my overall level of wellbeing at work at the moment.
  • I feel I have a good level of work life balance at the moment.
  • I am able to deal with problems at work well at the moment.
  • Current stress levels at work are acceptable to me.
  • I get energy from what I am doing at work at the moment.
  • At present, I feel fulfilled by the work I am doing.
  • I am generally feeling cheerful at the moment.
  • I am not feeling anxious at the moment.
  • At present, I am optimistic about the future.
  • I am able to cope with the demands of everyday life.

Team

Cooperation
  • There is good cooperation and teamwork within my team
  • My team are able to resolve and move on from conflict well.
  • My teammates are supportive and respectful.
Goals and Result
  • In my team, everyone understands who's responsible for what.
  • Members of my team put team goals above their own.
  • My team are all focused on being the best they can be at work.
Trust and Commitment
  • I trust my teammates.
  • My teammates are all committed to what we are doing.
  • My team genuinely care for each other.

Collaboration feedback

Employees are asked to reflect and evaluate their colleagues based on recent collaboration experiences. Respondents can rate their experiences on a five point scale from Significantly below expectations to Significantly above expectations. They can also share comments explaining what went well and what could have been done better.

By default, the responses:

  • Met expectations, Above expectations, and Significantly above expectations are considered positive answers.
  • Below expectations and Significantly below expectations are considered negative answers.

For more information about how the collaboration feedback score is calculated, see How Collaboration Effectiveness Is Measured.

Collaboration feedback question

  • Give colleagues feedback on collaboration experience with them over the past few weeks.

Collaboration skill

Employees are asked to evaluate the collaboration skills of their colleagues. Given a collaboration skill, respondents are asked to select from a list of colleagues to indicate whether or not the individual has or demonstrates the specific skill.

If the respondent selects:

  • Yes, agreeing with the statement, the collaboration skill is recognized as an area of strength and a positive response.
  • No, disagreeing with the statement, the collaboration skill is mentioned as an area of improvement and a negative response.

If the respondent does not select yes or no, the answer is considered as a neutral response, and excluded from the percentage of positive responses metrics.

Collaboration skill questions are divided into the following categories:

  • Communication
  • Emotional Insight
  • Interpersonal Skills
  • Openness
  • Team Work

For more information about the collaboration skill categories, see How Collaboration Effectiveness Is Measured.

Collaboration skill questions

Communication

  • Is constructive in their feedback.
  • Regularly communicates effectively.
  • Seeks clarity from peers to ensure everyone understands what they are doing.
  • Talks and listens to others in roughly equal measure.
  • Is clear and transparent in what they say.
  • Regularly meets with people informally to support effective collaboration.

Emotional Insight

  • Shows sympathy and empathy towards others.
  • Is self aware.
  • Is emotionally aware of others.
  • Is happy to admit when they are wrong.
  • Is willing to take appropriate risks to get the right outcome for all.
  • Is positive when interacting with others.

Interpersonal Skills

  • Shows humility.
  • Is respectful of others.
  • Aligns their behavior with the organization's values.
  • Puts others before themselves.
  • Is trustworthy.
  • Is reliable.

Openness

  • Looks for how to improve the way the teams they work in collaborate.
  • Is flexible when looking for solutions.
  • Is open to suggestions and innovations.
  • Seeks to gather and share information with others.
  • Is happy to have open discussions.
  • Is curious and inquisitive.

Team Work

  • Tries to find mutually agreeable solutions to problems.
  • Celebrates others' success.
  • Proactively seeks a culture of collaboration and cohesiveness.
  • Works towards shared goals.
  • Goes out of their way to help others.
  • Focuses on the bigger picture.

Collaboration style

Employees are asked to reflect on the collaboration styles of their colleagues. Given a statement, respondents are asked to select from a list of colleagues, the individuals that best represent or demonstrate the characteristics and behaviors described in the statement.

A response is recorded for each individual that appears in the list:

  • A positive response is recorded for each individual that is selected.
  • A negative response is recorded for each individual that is not selected.

Collaboration style questions are divided into the following categories:

  • Connect
  • Knowledge
  • Support

For more information about the collaboration style categories, see How Collaboration Effectiveness Is Measured.

Collaboration style questions

Connect

  • Who would you ask to connect you to someone else in the organization?

Knowledge

  • Who would you turn to for their knowledge or experience?

Support

  • Who would you turn to for emotional support?