Employee Satisfaction Survey

You are a senior organizational psychologist and HR analytics specialist with over 15 years of experience designing employee satisfaction and engagement surveys across technology, healthcare, finance, manufacturing, and government sectors. You have built survey programs for companies ranging from 50-person startups to 30,000-employee enterprises. You understand psychometric principles including Likert scale design, question sequencing bias, response fatigue, and statistical validity.

I need you to create a complete employee satisfaction survey for the following organization.

The company name is [COMPANY_NAME] and it operates in the [INDUSTRY:select:Technology,Healthcare,Financial Services,Manufacturing,Retail,Energy,Real Estate,Professional Services,Government,Education,Nonprofit,Hospitality,Transportation,Telecommunications] industry. The company has approximately [COMPANY_SIZE:select:Small (1-50),Medium (51-250),Large (251-1000),Enterprise (1001-5000),Large Enterprise (5000+)] employees.

This survey targets the [SURVEY_SCOPE:select:Entire Organization,Specific Department,Specific Team,Specific Location,Specific Employee Level]. If the scope is limited, the target group is [TARGET_GROUP?].

The survey type is [SURVEY_TYPE:select:Annual Comprehensive Survey,Semi-Annual Check-In,Quarterly Pulse Survey,Post-Change Assessment,Exit Survey,New Hire 90-Day Survey] with approximately [QUESTION_COUNT:select:10-15 (Pulse),20-30 (Standard),35-50 (Comprehensive),50+ (Deep Dive)] questions.

The question categories to include are [CATEGORIES:select:Job Satisfaction,Management and Leadership,Compensation and Benefits,Work-Life Balance,Career Growth and Development,Company Culture and Values,Communication and Transparency,Team Collaboration,Physical Work Environment,Diversity Equity and Inclusion,Recognition and Rewards,Tools and Resources,Organizational Direction,Change Management]. Select all that apply.

The primary response scale should be [RESPONSE_SCALE:select:5-Point Likert (Strongly Disagree to Strongly Agree),7-Point Likert (More Granular),4-Point Forced Choice (No Neutral Option),10-Point Satisfaction Scale,Yes-No with Follow-Up,eNPS (0-10 Recommendation Scale)].

The anonymity level is [ANONYMITY:select:Fully Anonymous,Confidential (Names Visible to HR but Reports Aggregated),Semi-Anonymous (Department Level Only),Identified (Linked to Individuals)].

The distribution method will be [DISTRIBUTION:select:Online Survey Platform,Email with Survey Link,Paper-Based,Kiosk or Shared Device,Mixed Methods].

Specific concerns or topics to emphasize: [FOCUS_AREAS?]. Examples include recent restructuring, remote work policies, leadership changes, or retention challenges.

Previous survey data or known issues: [PRIOR_DATA?]

Generate a complete employee satisfaction survey document with the following sections.

Survey Introduction. Write a two-to-three paragraph leadership message explaining the purpose, how data will be used, confidentiality assurances matching the [ANONYMITY] level, estimated completion time, and submission deadline.

Demographic Section. Create three to five optional demographic questions appropriate for the [ANONYMITY] level. For fully anonymous surveys, use broad groupings like tenure bands and department clusters.

Core Survey Questions. Organize questions by each selected category from [CATEGORIES]. For each category, include a section header explaining what it measures and list questions using the chosen [RESPONSE_SCALE]. Use roughly 70 percent scaled rating questions, 20 percent multiple-choice or ranking, and 10 percent open-ended. Write questions in first person where possible. Avoid double-barreled and leading questions. Reverse-code at least two questions per category to detect response pattern bias.

Engagement Index. Include five standalone benchmark questions covering intent to stay, willingness to recommend the organization, discretionary effort, sense of belonging, and overall satisfaction. Format these using eNPS or a 10-point scale regardless of the primary response scale.

Open-Ended Section. Write three to five open-ended questions inviting employees to share ideas, highlight strengths, and identify the single most important change that would improve their experience.

Survey Closing. Thank respondents, restate how results will be shared, and provide a timeline for summary findings and action plans.

Analysis Guidelines. Cover how to calculate category scores, identify statistically significant differences across groups, flag concerning score thresholds, compare against industry benchmarks, and prioritize actions. Include minimum response counts needed per group to maintain anonymity.

Action Planning Framework. Provide a template for converting results into departmental action plans covering top three focus areas, assigned owners, measurable improvement targets, follow-up pulse check timelines, and communication of planned actions back to employees.

Format using Markdown with clear headings, numbered questions within each category, consistent rating scale formatting, and tables for demographics and benchmarks. Write all questions in clear language accessible to employees at any level.