What it measures
Twelve statements is short enough to repeat every quarter without survey fatigue, so you see whether the basics are improving rather than waiting a year.
Each theme maps to something a manager can act on this month: clearer expectations, the right tools, recognition, inclusion, a growth conversation, or explaining why the work matters.
Belonging
Feeling part of the team and cared about as a person.
Growth opportunity
Chances to learn and develop.
Purpose alignment
Seeing how your work connects to the organisation’s purpose.
Recognition
Good work being noticed and appreciated.
Resources and support
Having the tools, information and support to do the job well.
Role clarity
Knowing what is expected at work.
The 12 questions
Exactly what respondents see, grouped by theme. Each statement is answered on a five-point scale:
Belonging
- I feel like I belong on my team.
- I can be myself at work without putting on an act.
Growth opportunity
- This role is stretching me and helping me build new skills.
- My manager takes an active interest in how my career develops.
Purpose alignment
- I can explain how my work helps the organisation succeed.
- I believe the work I do here matters.
Recognition
- When I go beyond what’s asked, someone notices.
- I feel that good work gets noticed here, not just problems.
Resources and support
- Missing tools, access or information rarely hold up my work.
- When I run into a blocker at work, I know who to turn to for help.
Role clarity
- My priorities for the next few weeks are clear to me.
- I know how my day-to-day work connects to my team's goals.
In the live survey, questions are shown one at a time.
How it is scored and kept anonymous
- Each theme’s score is the average of its statements on a 1–5 scale, worked out per person first and then averaged, so everyone counts equally.
- Every score shows a 95% confidence range, so a small team’s result isn’t read as more precise than it is.
- Any team or group with fewer than 5 responses is hidden on every chart and export. Their answers still count in the organisation-wide score.
- Answers are stored against a single-use survey link, never a name or email. Leaders see averages and how answers are spread, never an individual’s answers.
- When you run the survey again, each organisation-wide change is tested for statistical significance and marked as a real change or as noise.
When to use it
Run it quarterly as your pulse survey between deeper modules, or as a first survey when you need a quick, broad read across the organisation.
Research basis
Open research on the antecedents of engagement, including Kahn (1990) on psychological engagement and Saks (2006) on what drives it. The statements are original and are not taken from any commercial survey.
See what leaders get
The sample report shows a full run of this survey for Meridian Tech Services, a fictional 800-person IT services company with simulated responses, scored by the same engine your organisation would use: scores with confidence ranges, team comparisons, real-versus-noise changes since the last round, and where to act first.
Questions about this survey
What makes the results reliable?
Every score comes with a confidence range, small groups are hidden rather than over-read, and changes between rounds are tested so you only act on movements that are real.
How often should we run a pulse survey?
Quarterly works for most organisations. Monthly is possible but leaves little time to act between rounds, which is what keeps people answering honestly.
Can we add our own questions?
Yes. Admins can build a custom module alongside this one. It is scored and protected by the same anonymity rules.