Employee feedback survey templates
A set of templates for asking your own staff how work is going, chosen by who is answering and when: a general workplace survey, a recurring pulse, an annual review with tenure bands, a poll for after a big announcement, an exit interview for someone leaving, and 360-degree feedback about a named colleague. None of them ask for an email address, and the respondent's own name is optional on every one — the exception is the 360-degree template, which requires naming the colleague being reviewed.
The parent surveys page mixes customer-facing and staff-facing surveys together, and it can't show you everything relevant either: the Employee Feedback Survey, the Exit Interview Form and the 360-Degree Feedback Form live in Human Resources Forms and never appear there. This is the one page where the employee-facing surveys sit together and you can choose between them by who's answering and when, rather than by scrolling past the Net Promoter Score Survey and the Website Usability Survey to find the ones that actually apply to your own staff.
Most members here treat identity the same way for the respondent's own name and email: name is optional throughout, and none of them require an email address. Department is where they differ. The Satisfaction Pulse Poll, the Employee Satisfaction Survey and the Employee Opinion Poll ask it as a dropdown of broad categories — required only on the Satisfaction Survey. The Employee Feedback Survey asks it as an optional free-text box instead, and the Exit Interview Form makes that free-text box required, so nothing stops a respondent typing an exact team name in place of a broad category. That's also where the honesty has to stop. formformform does not ask who filled the form in, but it does not erase who submitted it either: every response records the submitter's IP address and browser, the form owner sees both, and a CSV export includes IP address as a column, encrypted forms included. A department-level breakdown can narrow a comment down to one or two people on a small team even when it's a broad dropdown — and free text narrows it further, since it can name the team exactly. Anonymous here means the questions don't ask for your identity, not that the record has none.
The other thing worth knowing before you pick one: none of them reveal a follow-up question conditionally out of the box. The editor supports that kind of rule (see conditional logic below), but templates generate flat, so if you want "only show the email field when someone opts in to a reply" you add that rule yourself after cloning.
6 templates, and when to use each
Every one is free to open, edit and publish. The line under each name is what separates it from the others here.
- Employee Feedback Survey
Pick this as the general-purpose staff survey when you want to know whether people feel recognised, informed and equipped, and you want a real eNPS number — it is the only member scoring "recommend us as a place to work" on the full 0-10 scale.
Run pulse surveys to gauge employee satisfaction and gather suggestions.
10 questionsHuman Resources Forms - Satisfaction Pulse Poll
Pick this for a repeating weekly or monthly check-in — it is the only member phrased around "this period" and the only one rating workload manageability, so it reads as a trend line rather than a one-off snapshot.
A quick recurring check-in on satisfaction, workload, and psychological safety.
13 questionsSurveys & Feedback Forms - Employee Satisfaction Survey
Pick this for the once-a-year survey, when you need pay, career growth, work-life balance and culture scored separately and tenure bands so you can compare people in their first six months against people who have stayed five years.
Measure employee satisfaction across six key workplace dimensions.
13 questionsSurveys & Feedback Forms - Employee Opinion Poll
Pick this in the days after an announcement — a reorg, a policy change, a new leader — because it is the only member that asks directly about confidence in the company's direction, and the only one that puts leadership's clarity as an agree/disagree statement rather than a quality rating.
Gauge employee sentiment on company direction, culture, and leadership.
6 questionsSurveys & Feedback Forms - Exit Interview Form
Pick this only for someone already leaving: it is identified by design (job title, department, last day) and asks what would be meaningless before a resignation — the primary reason for going and whether they would ever come back.
Capture honest departing employee feedback to reduce future turnover.
13 questionsHuman Resources Forms - 360-Degree Feedback Form
Pick this when the feedback is about a named person rather than about the workplace — it is the only member that records the reviewer's relationship to the subject, which is what lets a direct report give upward feedback on their manager.
Gather multi-rater feedback on communication, leadership, and performance.
16 questionsHuman Resources Forms
What these forms are made of
These forms ask between 6 and 16 questions each, and 44 of the 71 questions across the set are required. Field types, counted once per template:
- Long Text6 of 6 templates
- Radio6 of 6 templates
- Short Text6 of 6 templates
- Dropdown5 of 6 templates
- Date1 of 6 templates
- Email1 of 6 templates
How to build an employee feedback survey
Decide the cadence first — one-off, recurring pulse, or annual — because that decision picks the template more than any single question does.
Keep identifying fields to the minimum the exercise needs: leave name optional everywhere, and only ask for department if you have enough people in each one that a single dissatisfied answer can't be traced to a person.
Separate scored questions from open comments. Radios with labelled options (not free text) are what let you trend a number over time; a long-text box at the end is where the specific, actionable detail shows up.
Write real option labels, not a bare 1-5. "Unsustainable — I need urgent help" tells you more at a glance than "1", and it's what respondents actually read before they click.
If you want a follow-up contact step — "may we reach out about this?" — add an optional email field and, in the editor, a conditional rule to only show it when the respondent opts in. Templates don't ship that logic; you add it once after cloning.
Decide where the answers go before you launch: read every response in full for the qualitative fields, and export CSV each round if you're tracking a scored pulse over time — there's no built-in trend chart, so joining rounds is a spreadsheet job.
Who uses these forms
One audience per template, in the order the templates are listed above, taken from what each template names for itself.
Frequently asked questions
Are these forms actually anonymous?
Not in the strict sense. Name is optional on every template here and none require an email address, so nobody has to identify themselves in the answers. But formformform records the IP address and browser of every submission, the form owner can see both, and IP address is a column in every CSV export — encrypted forms too. Treat "anonymous" as meaning the questions don't ask who you are, not that the record has no trace of the submission.
How do I stop a department field from identifying someone on a small team?
Depends which template you cloned. On the Satisfaction Pulse Poll, the Employee Satisfaction Survey and the Employee Opinion Poll it's a dropdown — drop the field, or widen the options so no group is small enough to point at one person. On the Employee Feedback Survey and the Exit Interview Form it's a free-text box with no options at all, so a respondent can type their exact team: replace it with a dropdown of broad categories, or remove the field. Either way, even a broad dropdown still narrows a critical comment down to a handful of people on a small team. If you need the breakdown for a bigger org, keep it; on a small team, the field usually does more harm than the insight is worth.
Can I make the follow-up email field only appear if someone wants to be contacted?
Not straight out of the template — these forms ship flat, with every field visible. Add an optional email field, then in the form editor add a conditional rule to show it only when the respondent answers yes to a "may we follow up?" question. That logic lives in the editor, not in the generated template.
How do I track a pulse survey over several periods?
Export each round to CSV and join them yourself — there's no built-in chart that plots a score across periods. Each response also stores the full answer, not just the score, so when you export you keep both the trend line and the comment that explains a dip.
Which one do I use for feedback about a specific manager, not the company in general?
The 360-degree feedback form. It's the only template here built around a named subject — it asks who is being reviewed and the reviewer's relationship to them, which is what lets a direct report rate a manager specifically rather than rating "the workplace" in the abstract.
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