Employee surveys offer incredible potential that employers and managers can draw on to further develop the organization. We at PERSENTIS have plenty of interesting questions in store. However, in order not to go beyond the scope of this article, we will concentrate on the following core topics:

  • Psychological contract
  • Power of the employer brand
  • Attractiveness as an employer
  • Employer offer
  • Orientation of employees (emotional, calculative, growth-oriented)
  • Employee retention
  • Satisfaction
  • Commitment
  • Constructive feedback on working atmosphere, working conditions and further development

If you would like to look at other aspects in more detail, such as internal communication or working from home, you have the option of adding additional questions.

The following answer options are available:

Slider with very bad - very good, never - always, not at all - completely and a free text field.



Formulate clearly and precisely.

Ask your questions clearly, unambiguously and in simple language. Avoid ambiguous or complex formulations to minimize misunderstandings.

Avoid double negatives.

Try to avoid double negatives as they can easily lead to confusion. An example would be: "I am not unmotivated" or "It is not unusual for me to have to swap services." Formulate the questions in such a way that a spontaneous answer is possible.

Use individual questions.

Each question should only address one aspect. Duplicate questions such as "Do you often feel stressed or overworked?" can lead to inaccurate answers and make the evaluation more difficult.

Use positive language.

Formulate the questions positively whenever possible. Positive formulations usually generate more positive reactions.

Ask about specific experiences.

If you want to ask an open question, explicitly ask for employees' experiences or ideas on a specific topic. This makes the answers more tangible for you and helps you to process them.


In principle, all general topics are covered by the standardized PERSENTIS questionnaire. Use the additional questions to obtain event-related feedback. Refer to current projects or concrete, company-specific topics.

Here are some questions you could add, depending on your current focus:


  • What three words would you use to describe our corporate culture?
  • Do you have the feeling that employees in our company respect each other?
  • Do you have the impression that we live our corporate values authentically?
  • Does our management team contribute to a positive corporate culture?
  • How often do you experience bullying in our company?
  • How often do you experience discrimination by age, gender, origin, ... in our company?
  • How do you define "success" in this company?
  • How strongly do you agree with the following statement? "I have the feeling that I fit very well into this company."
  • Do you have the impression that your ideas and suggestions are being heard?
  • Do you get support when you need it?
  • Do you have the impression that your achievements are appreciated?


  • How would you rate the communication within your team?
  • What do you think could be improved in terms of communication within the team?
  • How does communication with your line manager work?
  • Which tools do you use most frequently for internal communication?
  • Do you find the tool used suitable for internal communication?
  • Are you informed about developments and changes in good time?
  • Do you understand the decisions made by your superiors?
  • Do you receive all the information you need for your work?
  • Do you have the impression that information is being withheld from you?
  • Do you get enough feedback on your work?
  • How satisfied are you with the way in which you receive feedback?
  • What would optimal internal communication look like for you?
  • Do you have a clear understanding of your personal career and promotion opportunities within our company?


  • I'm happy with my day-to-day work from home.
  • I miss the personal contact with my colleagues.
  • I currently feel more comfortable working from home than in the company.
  • I find a good balance between work and leisure.
  • I have a place at home where I can concentrate on my work.
  • I can imagine working from home on a permanent basis.
  • I have all the resources I need to complete my tasks in my home office.
  • How do you rate communication with superiors working from home?
  • How do you rate communication with colleagues working from home?
  • Online meetings are just as effective as face-to-face meetings.
  • Do you have any ideas on how teamwork in the home office can be improved?
  • My productivity in the home office is higher than in the office.
  • I am distracted from my work in the home office.


  • What is your current state of well-being - how are you feeling?
  • Are you burdened by emotional pressure at work?
  • Are you under pressure to perform at work?
  • Are you under time pressure at work?
  • My tasks give me a feeling of satisfaction.
  • My daily tasks correspond to my qualifications.
  • I often feel overwhelmed.
  • I can't switch off from my job in my free time either.


  • How do you feel about the recent changes in the organization?
  • What support do you need to adapt to the changes?
  • Do you feel sufficiently informed about the changes?


  • How do you rate the company's current projects or initiatives?
  • What suggestions do you have to make the current projects more successful?
  • What challenges have you experienced with the current initiatives?


  • How well are you coping with the new systems?
  • What training or resources would be helpful to familiarize yourself with the new systems?
  • How does the introduction of new technologies affect your productivity?


  • How do you feel about the transition back to the office?
  • What are your experiences with the hybrid working model?
  • What challenges did you face when you returned to the office?
  • What measures would make you feel 100% comfortable when you return to the office?


  • How well were you informed about the change in management?
  • How do you rate the professional skills of the new manager?
  • How do you rate the new manager's interpersonal skills?
  • Does the change in management mean a positive change for you personally?
  • Has the working atmosphere improved since the change of management?
  • How well were you informed about the goals of the new management?
  • What expectations do you have of your new line manager?
  • Are the expectations of you and your team realistic?
  • Are there any specific points you would like to address in connection with the change of leadership?