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Employee engagement survey template
An employee engagement survey asks people, anonymously, how they see their work: whether good work is noticed, whether their ideas get an answer, whether they have what they need and room to grow. This template is a short pulse survey for shop floor staff: 14 plain statements scored from 1 (strongly disagree) to 5 (strongly agree), two for each of the six drivers in the guide on this site (recognition, feedback, culture, team, empowerment and development) and two overall statements, plus two open questions. Page 1 is the form; page 2 is the results sheet, by statement, by driver and by team, with the lowest three statements and an action plan; page 3 explains how to run it, with an example. The Excel version takes up to 300 responses and works out the response rate, the average and % favorable (4 or 5) for every statement and driver, the lowest three statements, and % favorable by driver for each team, hidden for any team with fewer responses than the minimum group size you set. The statements are examples written for this template, not a validated instrument.
Free to use: print it, copy it and edit it for your team. Enter your name and work email once to download.
When to use it
When to use an employee engagement survey
- To get a quick, honest read of how shop floor teams see their work, a few times a year.
- When turnover, absence or complaints point to a problem and you want to know which driver it sits in.
- Before and after a change, such as a new idea program or shift pattern, using the same statements both times.
- To give people who rarely speak up in meetings a way to say what would make the job better.
How to fill it in
- 1
Agree the rules first
No names on the form. Decide who types the forms and that nobody else sees them, the minimum group size for results by team (the example is 5) and when results come back. Write these on the form.
- 2
Keep it short and regular
Fourteen statements take a few minutes. Run the same statements at an interval you set, such as twice a year, so the results can be compared.
- 3
Collect without anyone watching
Give paid time to fill it in, and use a sealed box or an online form on a shared tablet. Supervisors should not collect forms by hand.
- 4
Count the results
One row per form in the Excel version. Average = total of the scores ÷ answers; % favorable = answers of 4 or 5 ÷ answers. Blanks are left out.
- 5
Share them within a few weeks
The drivers, the lowest three statements and the themes in the comments, with results by team only where the team reached the minimum.
- 6
Act, and say what changed
Two or three actions with owners and dates, told to everyone, then reported back when each is done. The next survey shows whether the scores moved.
What's on the survey
The 14 example statements and two open questions
Two statements for each of the six drivers in the engagement guide on this site, plus two overall statements, each scored from 1 (strongly disagree) to 5 (strongly agree). They are examples written for this template, not a validated instrument.
Recognition
Good work is noticed, specifically and fairly
- 1When I do good work, someone notices and tells me.
- 2Recognition here is fair: it does not depend on who you know or which shift you work.
Feedback
People hear how they are doing, and their input gets an answer
- 3My supervisor tells me how I am doing, not only when something goes wrong.
- 4When I raise an idea or a problem, I get an answer.
Culture
It is safe to speak up, and people are treated with respect
- 5I can report a problem or a mistake without fear of blame.
- 6People here treat each other with respect.
Team
The people around you work together
- 7People on my team help each other when someone falls behind.
- 8I feel part of my team.
Empowerment
People have what they need, and a say in their own work
- 9I have the tools, parts and information I need to do my job well.
- 10I can make small changes to improve my own work.
Development
There is room to learn and grow
- 11I have had the training I need to do my job to standard.
- 12I can see a way to learn new skills or move up here.
Overall
Two outcome statements, not a driver
- 13I would recommend this plant to a friend as a place to work.
- 14I expect to still be working here a year from now.
Open questions
In your own words; leave out names
- 15What is one thing that would make your job better?
- 16What is one thing we should keep doing?
A filled-in example
Illustrative, not a benchmarkAn example: a pulse survey at a plant with four teams, September 2026 (illustrative numbers).
- 40 of 52 people answered, a response rate of 76.9%. Maintenance had 4 responses, under the example minimum of 5, so its team results stayed hidden; its answers still count in the plant figures.
- Strongest driver: team, 77.5% favorable. Weakest: feedback, 28.8%, then recognition, 30.0%.
- Lowest three statements: ideas get an answer (2.60 average, 12.5% favorable), a way to learn or move up (2.77, 25.6%) and recognition is fair (2.80, 15.0%).
- Warehouse empowerment: 1 favorable answer of 14, 7.1%, and the warehouse comments named scanners that fail in the cold store.
Four actions were agreed at the results meeting on 9 October and told to everyone the same day: every idea answered within a week, a skills matrix and cross-training places, peer nominations for recognition, and cold-rated scanners for the warehouse. By 30 October one was done and one was late.
Common mistakes
Asking and not acting
Share what you heard and what will change within a few weeks, then report back when each action is done. Where the answer to a request is no, say so and say why.
Breaking anonymity
Small groups, a supervisor collecting forms or comments copied with names in them can identify people. Set a minimum group size, collect in a sealed box and leave out anything that points to a person.
Reading one number
An overall score hides where the problem is. Read the drivers, the lowest statements and the comments together, and compare teams only where they reach the minimum.
Treating the statements as a benchmark
These are example statements written for this template, not a validated instrument. Use them to compare drivers, teams and the same survey over time, not other companies.
Download the template
Free to use: print it, copy it and edit it for your team. Enter your name and work email once to download.
Run this template in LeanSuite
In LeanSuite you build surveys in the Lean Creator from customizable templates, including employee engagement surveys built around specific engagement drivers, and send them to employees and customers from one place.
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FAQ
Employee engagement survey template: common questions
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A shift handover sheet, a red tag log, a changeover checklist for one machine: if your team uses it on the floor, ask.