31 Great Place to Work Survey Questions PDF: Ultimate Guide

Workplace Culture & Values Survey

Why & When to Use

Company culture isn’t just an HR buzzword—it’s the heartbeat of your workplace. Culture and values surveys are especially vital after mergers, hyper-growth, or leadership shake-ups. When the sands shift, employees want to know if the values plastered on your walls match what’s happening on the ground.

The best time to deploy this questionnaire is during or immediately after major changes. It gives you a crucial opportunity to listen to your team and correct course if necessary. In moments of big transition, alignment matters more than ever. You don’t want a divided ship sailing through stormy seas.

Here’s why every organization needs culture check-ins:

• Ensure your stated values guide daily behaviors.
• Spot fractures between new and established teams.
• Encourage open conversation about what culture truly means.

5 Sample Questions

1. Our core values guide my day-to-day decisions.

2. People here are treated with respect, regardless of position.

3. Mistakes are viewed as learning opportunities, not failures.

4. Our culture supports innovation and risk-taking.

5. I feel a sense of belonging at this organization.

For deeper insights, pair these Likert-scale items with one open-ended prompt like, “What is one thing that would improve our culture?” Open-ended questions let people elaborate—so don’t be surprised if a few hidden gems (or red flags) pop up.

Implementing employee surveys that assess trust, respect, fairness, pride, and camaraderie can significantly enhance workplace culture and employee satisfaction. (fortune.com)

Leadership & Management Effectiveness Survey

Why & When to Use

Strong leadership shapes emotional safety, clarity, and trust at every level. The leadership feedback questionnaire stands apart for its focus on communication, fairness, and authenticity. Use it once a year, or after introducing big leadership initiatives, to check if your leaders walk their talk.

Deploy this survey a few months after any new leadership training or structural changes. Don’t wait until you see issues; regular feedback allows course corrections that keep teams thriving. When employees trust their managers, they’re more engaged and more likely to stay.

With a manager performance survey in hand, you’ll quickly uncover:

• Whether your leadership vision is cutting through.
• If feedback is consistent and actionable.
• Where your decision-making processes may lack transparency.

5 Sample Questions

1. Leadership communicates a clear vision for the future.

2. My manager provides regular, actionable feedback.

3. Leaders act in accordance with our stated values.

4. I trust senior leadership to make the right decisions.

5. Decision-making processes are transparent in my department.

Don’t forget to analyze results by department or leader—patterns often appear in the details. These insights can guide coaching, succession planning, and leadership development programs, ensuring everyone has the support they need to excel.

Benefits, Compensation & Recognition Survey

Why & When to Use

People don’t just show up for a paycheck—they want to feel valued in diverse ways. The benefits, compensation, and recognition survey is your go-to for understanding what motivates your team—and where your rewards may be missing the mark. Deploy it when revising your total rewards strategy or if you notice those employee perks you’re so proud of aren’t getting much love.

If usage rates for benefits are low or concerns about pay equity pop up, it’s a signal to act. This survey helps you craft packages that not only attract talent but keep your best people around for the long haul.

Focus your analysis by:

• Segmenting results by demographic groups to spot any equity gaps.
• Comparing perceived value of monetary and non-monetary recognition.
• Tracking satisfaction with communication around pay and benefits.

5 Sample Questions

1. I believe my total compensation is fair for the work I do.

2. Our benefits package meets my personal and family needs.

3. Non-monetary recognition is meaningful in this organization.

4. I understand how merit increases and bonuses are determined.

5. I know where to access information about my benefits.

Adding demographic filters to your feedback forms allows you to check equity across teams, roles, and locations. Small tweaks in your benefits communications or recognition programs can have outsized impacts on satisfaction.

A study found that 36.2% of employees consider compensation and benefits highly important to job satisfaction, yet many would leave for better benefits. (proquest.com)

Diversity, Equity & Inclusion (DEI) Survey

Why & When to Use

No team can succeed long-term without real diversity, equity, and inclusion. The DEI survey is your accountability checkpoint—run it yearly or after launching any major DEI effort to see if you’re making actual progress (and not just writing nice-sounding policies).

Use this survey to examine if everyone has real, not just theoretical, opportunities. It will highlight inclusivity in leadership, hiring, promotions, and day-to-day behaviors. Employees are more likely to stay and advocate for your company if they feel welcome and heard.

Key benefits of the DEI survey:

• Track year-over-year improvement toward representation goals.
• Pinpoint development gaps and guide targeted learning programs.
• Foster psychological safety so everyone can thrive.

5 Sample Questions

1. I feel comfortable being my authentic self at work.

2. People from diverse backgrounds have equal growth opportunities here.

3. Management visibly supports DEI efforts.

4. I have witnessed inclusive behaviors from my teammates.

5. The organization effectively addresses discriminatory incidents.

Encourage anonymous comments for these sensitive topics. Giving people a secure channel to raise concerns helps build trust and can surface issues that might otherwise be missed in checkbox-only formats.

Wellness & Work-Life Balance Survey

Why & When to Use

Burnout isn’t a badge of honor. The wellness and work-life balance survey is essential during periods of heavy workloads, organizational upheaval, or global challenge (pandemics, we’re looking at you!). Supporting your team’s wellbeing isn’t just nice—it’s strategic.

Use this pulse-check to gauge whether employees feel stretched too thin or well-supported. If people aren’t taking time off or frequently seem at wit's end, it’s time for a reality check. Healthy, happy team members do their best work (without needing heroics).

Deploy this survey to:

• Identify hidden stress hotspots.
• Evaluate the effectiveness of wellness initiatives.
• Shape flexible policies that support both work and personal commitments.

5 Sample Questions

1. My workload is manageable within my regular working hours.

2. I have flexibility to balance my work and personal life.

3. I feel the company supports my mental-health needs.

4. I take adequate breaks/vacation without negative repercussions.

5. I am aware of the wellness resources available to me.

Include open-text options to let employees share what’s working—and what’s making their hair stand on end. Nuanced stressors are often hidden in those extra comments, so listen closely.

Remote & Hybrid Work Experience Survey

Why & When to Use

Remote and hybrid work are here to stay—and so is the need to make those arrangements habitable, productive, and inclusive for everyone. Deploy this survey after rolling out remote or hybrid schedules, or as your “new normal” evolves.

Ask these questions anytime you sense friction with technology, communication, or team belonging. The shift to flexible work requires thoughtful feedback loops—there’s no one-size-fits-all formula, but there are clues everywhere if you ask the right way.

You’ll want to uncover:

• Gaps in tech tools and connectivity.
• Ways to boost virtual teamwork and trust.
• Whether remote policies are applied consistently and fairly.

5 Sample Questions

1. I have the technology and tools needed to work remotely.

2. Team communication is seamless regardless of location.

3. Remote work policies are applied consistently and fairly.

4. I feel connected to my coworkers when working remotely.

5. I am as productive at home as in the office.

Including these questions in a hybrid workplace feedback form ensures you’re not missing out on key concerns—before they evolve from a trickle into a torrent.

Best Practices & Dos and Don’ts for Crafting Your GPTW Survey PDF

Designing the perfect survey PDF is a blend of art and science. Here’s how to keep your form friendly, functional, and fuss-free:

Do:

• Keep language clear, neutral, and jargon-free for wider understanding.
• Limit total questions to 45 or fewer to respect attention spans.
• Pilot test your survey with a sample group before rolling out company-wide.
• Anonymize all responses to build trust and drive honest feedback.
• Always provide a follow-up action plan post-survey—action beats apology!

Don’t:

• Use loaded or biased phrases that nudge people toward a certain answer.
• Collect personally identifiable data unless absolutely necessary.
• Drag your feet on sharing survey results—speed fuels trust.
• Skip open-ended prompts; real insights lurk in the unprompted comments.

For formatting, technical mastery matters:

• Use accessible fonts and high-contrast colors to support all users.
• Employ clear hierarchical headings for easy navigation.
• Add interactive checkboxes for digital completion.
• Compress file size so the PDF sails effortlessly through inbox filters.

When your survey tool belt is set, link to supporting articles like how to analyze employee survey data or best communication strategies. This provides extra guidance for readers eager to dive deeper.

Conclusion – From Survey Draft to Actionable PDF

A well-crafted Great Place to Work survey—especially as a downloadable and polished PDF—is more than a feedback form: it’s a lever for change. Tailored questions unlock honest, actionable insights and foster a culture of trust.

First, pick the right survey type. Next, adjust questions for your audience. Pilot, brand, and export to a readable PDF. After distribution, act on what you learn and close the loop clearly with employees.

Grab your free Great Place to Work Survey Questions PDF template now, and subscribe for more practical HR goodness, straight to your inbox!