HR & recruiting
Employee pulse survey template
A short quarterly check-in: an agreement grid, an eNPS score and what to keep or change.
- 5 questions
- about a minute
- Welcome screen
Free forever, with unlimited responses. No credit card.
What's in this template
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How much do you agree with each of these?
Answered on: Strongly disagree · Disagree · Neither · Agree · Strongly agree
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How likely are you to recommend working here to a friend?
0 to 10, Not at all likely → Extremely likely
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03 Ranking
Put these in order, starting with what matters most to you right now.
Drag into order
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04 Long text
What should we keep doing?
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05 Long text
If you could change one thing, what would it be?
Why these questions
A pulse survey works when people will answer it every quarter, so this one takes about three minutes, and every question earns its place.
It opens with an agreement grid of five statements, each answered from "Strongly disagree" to "Strongly agree": I know what's expected of me, I have what I need to do my job well, my manager gives me useful feedback, I can see how my work matters, and I can raise a concern without worrying. A grid is the quickest way to ask several related questions, and it keeps each statement comparable from one quarter to the next. Keep the wording identical between runs, or the trend means nothing.
Next is the employee Net Promoter Score: how likely are you to recommend working here to a friend? It's one number you can track over time, calculated the same way as a customer NPS.
Then comes a ranking of pay, growth, balance, culture and the work itself. Asking people to put them in order forces a real choice, where a rating scale would let everything be "very important". Two optional open questions finish it: what should we keep doing, and what one thing would you change? "One thing" gets you a priority rather than a list.
Anonymity matters more than anything else here. Don't add name or email questions. If you
need to compare teams, add a team hidden field to each team's link
instead of asking, and make sure every team is big enough that nobody can be singled out.
Reading the answers: Insights shows how many people started and finished, and on Premium how each statement and score was answered. A CSV export puts each quarter side by side.
Make it yours
- Welcome screen Opens with a title, a line of context and how long it takes.
- Design Your colours, font and corners, and a picture or video on any screen.
- Email notifications Teammates hear about each response as it's completed.
- Webhooks Send every response to your own systems, signed.
- Embedding Put it on your site inline, as a popup or as a slider.
Questions people ask
How often should we run a pulse survey?
Quarterly is the most common rhythm: often enough to spot a trend, rare enough that people don't tire of it. Monthly works for fast-changing teams if you cut the survey to the grid and one open question.
What is eNPS?
The employee Net Promoter Score. Take the percentage of people who answer 9 or 10 to "how likely are you to recommend working here?" and subtract the percentage who answer 0 to 6.
Are the answers anonymous?
hootform doesn't ask respondents to sign in, and this template doesn't ask for a name. Answers are only tied to a person if you add a question or a hidden field that identifies them.
Can managers see only their own team's results?
Not directly yet. Give each team its own link with a team hidden field, then filter the export.
Or create one form per team in a workspace that only that team's manager can see.
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