# Employee Survey > Creates employee engagement surveys with anonymous feedback mechanisms, question categories, rating scales, and action planning frameworks. Use when measuring team satisfaction or culture. - Skill: `reaperinvest/employee-survey` (Agent Skill) - Install (CLI): `npx skillmds@latest add reaperinvest/employee-survey` - Raw SKILL.md: https://api.skillmd.com/api/skills/reaperinvest/employee-survey/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: reaperinvest (https://skillmd.com/u/reaperinvest) - Updated: 2026-09-22 - Page: https://skillmd.com/skills/reaperinvest/employee-survey --- # Employee Survey ## When to Use This Skill Use this skill when you need to: - Create an employee engagement or satisfaction survey - Design a pulse check survey for quick team health reads - Build a comprehensive annual culture assessment - Gather anonymous feedback on specific workplace issues **DO NOT** use this skill for customer surveys, market research, or exit interviews. This is for internal employee feedback collection only. --- ## Core Principle EVERY SURVEY QUESTION MUST BE ACTIONABLE — IF YOU CANNOT CHANGE SOMETHING BASED ON THE ANSWER, DO NOT ASK THE QUESTION. --- ## Phase 1: Brief ### Required Inputs | Input | What to Ask | Default | |-------|------------|---------| | **Survey type** | "Full engagement survey, pulse check, or topic-specific?" | Pulse check (10-15 questions) | | **Team size** | "How many people will take this survey?" | 5-20 | | **Focus areas** | "What do you most want to learn? (satisfaction, management, culture, growth, compensation)" | Overall satisfaction and culture | | **Anonymity level** | "Fully anonymous, anonymous with demographics, or named?" | Fully anonymous | | **Frequency** | "One-time or recurring? If recurring, how often?" | Quarterly | | **Distribution method** | "Google Forms, Typeform, SurveyMonkey, or other?" | Google Forms | **GATE: Confirm brief before proceeding.** --- ## Phase 2: Design ### Question Category Framework Build the survey from these categories, selecting based on the user's focus areas: 1. **Overall Satisfaction** — general happiness and likelihood to recommend 2. **Management and Leadership** — communication, support, trust in leadership 3. **Growth and Development** — learning opportunities, career path clarity 4. **Culture and Belonging** — inclusion, team dynamics, values alignment 5. **Workload and Wellbeing** — stress levels, work-life balance, burnout risk 6. **Compensation and Benefits** — pay satisfaction, benefits adequacy 7. **Tools and Environment** — resources, workspace, technology ### Question Design Rules - Mix rating scales (1-5 Likert) with 2-3 open-ended questions - Keep total survey under 15 minutes (max 25 questions for full survey, 10 for pulse) - Group questions by category with clear section headers - Include one eNPS question: "How likely are you to recommend this company as a place to work?" (0-10) - End with one open-ended: "What is the one thing we could change to make this a better place to work?" **GATE: Present the question list and wait for approval.** --- ## Phase 3: Build ### Deliverables **1. Complete Survey Document** - All questions with response options formatted for the chosen platform - Section introductions explaining why each category matters - Estimated completion time noted at the top **2. Introduction Message** - Why the survey exists and what will happen with results - Anonymity assurance with specific details on how data is protected - Deadline and estimated time to complete **3. Reminder Message** - Sent at the halfway point before the deadline - Restate anonymity and purpose **4. Results Analysis Framework** - How to calculate scores per category - Benchmarks: what scores indicate healthy vs. concerning - Priority matrix: high importance + low score = act first --- ## Phase 4: Polish ### Action Planning Template Provide a framework for turning results into action: 1. **Top 3 Strengths** — celebrate and protect these 2. **Top 3 Improvement Areas** — pick one to act on immediately 3. **Quick Wins** — changes implementable within 2 weeks 4. **Longer-Term Initiatives** — changes requiring 1-3 months 5. **Communication Plan** — share results and action plan with the team within 2 weeks of survey close ### Results Communication Template A message template for sharing results transparently, including what scored well, what needs work, and what specific actions the company will take. --- ## Example 1: Quarterly Pulse Check (10 questions, 8-person team) - 6 Likert scale questions across satisfaction, culture, and workload - 1 eNPS question - 3 open-ended questions (best thing, biggest frustration, one change) - Estimated time: 5 minutes ## Example 2: Annual Engagement Survey (25 questions, 30-person company) - 18 Likert scale questions across all 7 categories - 1 eNPS question - 3 ranking questions (prioritize benefits, rank development preferences) - 3 open-ended questions - Estimated time: 12 minutes --- ## Anti-Patterns - **Surveying without acting** — if you collect feedback and change nothing, trust erodes. Commit to acting on at least one finding. - **Leading questions** — "Don't you agree our culture is great?" biases responses. Use neutral phrasing. - **Too many questions** — survey fatigue kills response rates. Respect the time limits. - **False anonymity** — if a team of 3 has demographic filters, responses are identifiable. Remove demographics for tiny teams. - **Annual-only cadence** — once a year is too slow. Quarterly pulse checks catch issues early. --- ## Recovery - **Team too small for anonymity:** Remove all demographic questions. Consider using an external facilitator or anonymous suggestion box instead. - **Low response rates:** Shorten the survey, extend the deadline, have leadership personally encourage participation (without pressure). - **User wants to ask about specific person:** Redirect to a 360 review process. Engagement surveys should not target individuals. - **No action plan from last survey:** Acknowledge this honestly in the introduction. Commit to a specific action timeline this round.