25 Belonging Survey Questions: Types, Uses & Examples

Onboarding Belonging Survey

Why & When to Use

Deploy this survey at the 30-day and 90-day marks to identify early assimilation issues. It's critical for reducing first-year turnover and shortening time-to-productivity.

5 Sample Questions

1. In my first weeks here, I felt welcomed by my team.
2. I understand how my role connects to our company mission.
3. I've established at least one meaningful relationship at work.
4. I know where to find the resources I need to succeed.
5. My manager has helped me feel included during onboarding.

A study found that a structured onboarding process significantly enhances employees' assimilation into organizational culture, leading to better integration and reduced turnover. (researchgate.net)

Inclusion & Diversity Cross-Section Belonging Survey

Why & When to Use

Conduct quarterly or bi-annual DEI health checks to analyze belonging scores across different demographic segments. This helps surface equity gaps and informs targeted DEI initiatives.

5 Sample Questions

1. People from all backgrounds are treated fairly here.
2. I see people like me represented in leadership roles.
3. My ideas are heard and acted upon, regardless of my identity.
4. The company celebrates diverse perspectives.
5. I feel safe to voice concerns about discrimination or bias.

Team Pulse Belonging Micro-Survey

Why & When to Use

Implement 3- to 5-question monthly pulses to detect real-time shifts in sentiment. This is perfect for agile teams or during periods of rapid change.

5 Sample Questions

1. This week, I felt included in key team decisions.
2. I was recognized for my unique strengths.
3. Team members supported one another effectively.
4. Communication within the team made me feel connected.
5. I look forward to collaborating with my teammates next week.

A study developed a 16-item Organizational Belonging scale with four factors—Be Myself, Acceptance, Value Diversity, and Connection—each significantly correlated with productivity and intent to stay. (tandfonline.com)

Remote & Hybrid Work Belonging Survey

Why & When to Use

Conduct semi-annual check-ins for distributed or hybrid teams to identify isolation risks, digital-divide issues, and resource gaps.

5 Sample Questions

1. I feel connected to colleagues despite working remotely.
2. Virtual meetings encourage equal participation from all locations.
3. I have the technology I need to collaborate effectively.
4. My manager creates opportunities for informal team bonding online.
5. Company policies support my sense of inclusion as a remote/hybrid employee.

Exit Interview Belonging Survey

Why & When to Use

Administer during off-boarding to uncover hidden culture issues. This provides actionable data to reduce regrettable attrition.

5 Sample Questions

1. To what extent did you feel you belonged at this organization?
2. Were there moments you felt excluded? Please describe.
3. Did lack of belonging influence your decision to leave?
4. What could have increased your sense of inclusion?
5. Would you recommend this company as an inclusive workplace?

Open-Ended Storytelling Belonging Survey

Why & When to Use

Deploy annually or after major culture initiatives to capture rich narratives. This is useful for qualitative depth that complements quantitative data.

5 Sample Questions

1. Describe a time you felt a strong sense of belonging at work.
2. Share an experience where you felt excluded. What happened?
3. What practices help you feel valued here?
4. How does leadership influence your sense of belonging?
5. If you could change one thing to improve inclusion, what would it be?

Best Practices: Dos and Don’ts for Crafting Belonging Survey Questions

Creating effective survey questions is an art. Here are some dos and don'ts to guide you:

Dos:

• Use neutral language: Avoid leading questions that may bias responses.
• Keep scales consistent: Ensure that Likert scales are uniform across questions for clarity.
• Guarantee anonymity: Assure employees that their responses are confidential to encourage honesty.
• Segment results responsibly: Analyze data by demographics to identify specific needs without overgeneralizing.
• Act on findings quickly: Demonstrate that feedback leads to tangible changes to build trust.

Don’ts:

• Avoid loaded terms: Steer clear of emotionally charged language that may skew responses.
• Steer clear of yes/no traps: Pose questions that allow for nuanced answers rather than simple affirmatives or negatives.
• Don’t overlook intersectionality: Recognize that employees have multiple identities that intersect and influence their experiences.
• Never share raw comments verbatim: Respect privacy by summarizing open-ended responses without revealing individual identities.
• Don’t survey without follow-up action plans: Ensure that surveys lead to actionable outcomes to maintain credibility.

By thoughtfully crafting and implementing these surveys, you can gain valuable insights into your organization's culture and take meaningful steps toward fostering a more inclusive and engaging workplace.