Generate a research-backed employee engagement or pulse survey, balanced, neutral and grouped around the drivers that genuinely shape engagement, tailored to your themes, team size and cadence. Ready to deploy, in about a minute. Free to start, no sign-up to try.
Choose your focus, the AI drafts the survey:
Your result appears here
From a blank page to a balanced, ready-to-send survey, in about a minute.
Run a full engagement survey, zoom in on one theme, or set up a short recurring pulse check.
Decide how many questions and the mix of rating-scale and open-text responses.
The builder drafts balanced questions grouped by engagement driver, worded to avoid leading respondents.
Edit anything, add company-specific questions, and take it into your survey platform to collect responses.
A survey is only as good as its questions. Ask leading ones and you confirm what you already believed. These are built to surface honest signal instead.
Questions grouped across the themes that shape engagement, purpose, recognition, growth, management, workload and belonging, not a random list.
Phrasing designed to avoid leading people toward a flattering answer, so the data reflects how they actually feel.
Rating scales to track trends over time, plus open questions that surface the reasons behind the numbers.
Worded to encourage candour on sensitive topics, and yours to edit, then run wherever you collect responses.
Running annual or quarterly engagement programmes who need well-constructed, comparable questions.
Sensing something is off with morale and wanting honest signal before it becomes turnover.
Wanting a lightweight pulse check to stay close to how their team is really doing between formal surveys.
Standardising on one neutral question set they can point every manager to, at any team size.
The most common survey mistakes have nothing to do with the software and everything to do with design and follow-through. Get these four right and even a short survey will tell you something you can act on.
“How much do you love working here?” invites a flattering answer. “How likely are you to recommend this company as a place to work?” invites an honest one. Leading language quietly corrupts your data, which is why every question here is worded to stay neutral.
Engagement is not one thing. It is the sum of whether people feel their work matters, feel recognised, see a path to grow, trust their manager, carry a sustainable workload, and feel they belong. A survey that only asks about “satisfaction” misses where the problems actually live, so the builder groups questions across each of these drivers.
| Driver | What it tells you |
|---|---|
| Purpose | Whether people feel their work matters and connects to something larger. |
| Recognition | Whether effort and results are noticed and valued. |
| Growth | Whether people see a credible path to develop and advance. |
| Management | Whether they trust their manager and feel supported. |
| Workload | Whether the day-to-day load is sustainable, not quietly burning people out. |
| Belonging | Whether people feel included and safe to speak up. |
People answer honestly when they trust the results cannot be traced back to them, especially on sensitive topics like management and workload. State the anonymity policy clearly before they start, and the questions here are worded to encourage that candour.
This is the one that matters most. The fastest way to kill engagement is to run a survey and do nothing visible with it. Sharing what you heard and acting on even one or two themes does more for trust than a perfectly worded questionnaire ever will. Treat the generated survey as a strong, unbiased draft that you finalise and run responsibly, then follow through on what it surfaces.
The rest of the people & culture toolkit.
Please note: Outputs are AI-generated and can contain errors. Use them as a starting point and check anything important before you act on it.
Part of the HRTailor HR OS
Everything you create here auto-saves to your Document Vault, ready for e-signature, your employee records and automated workflows. One login runs your whole HR.
What kind of survey does it build?
A custom employee engagement or pulse survey, grouped by dimension, with a scoring approach you choose.
Can I keep responses anonymous?
Yes. You can set the survey to anonymous mode when you build it.
Can I tailor it to my company?
Yes. You set the goal, company size, departments and response scale, and the questions are generated to match.
Is it downloadable?
Yes, export the survey as a PDF or Word document to run however you prefer.
