A survey is only as good as its questions. At Leapsome, we ensure that our surveys are backed by scientific research, driven by best practices, and verified by experts. We have followed an intentional, thoughtful process to create surveys that are clear, meaningful, and actionable for managers and companies.
Intentionality in Design
To create our survey module, we first focused on what was most important to measure. To do this, we assessed leading scientific and behavioural theories behind the high-level objectives most relevant to companies, such as motivation and engagement. We then dived into the specific factors driving those high-level effects, selected the factors that our questions needed to target, and grouped those into “Question Packs.”
From there, we wrote our questions based on best practices for survey design as well as field-tested research from relevant leaders in this topic, like Google. Lastly, we verified and tweaked our approach based on feedback from industry experts.
The outcome: reliable and clear survey results that companies and managers can act on with confidence.
Backed by Research
Scientific and Behavioural Frameworks
Leapsome based our survey questions on the following research frameworks, used by the scientific and business community for their proven reputability and long-standing validation over time.
Job Characteristics Model (Hackman & Oldham)
A comprehensive model created by leading organizational psychologists. Their research finds five core drivers of engagement - job autonomy, significance, identity, variety, and feedback - and applies their model to job design. Leapsome measures these core drivers as applied to the job context.
- Sample Question Pack: Autonomy
- Sample Question: “I feel I am given enough freedom to decide how to do my work”
Employee Engagement Theory (Kahn)
Developed by William Kahn, the “Father of Employee Engagement” and professor of organizational behaviour at the School of Business, University of Boston. Kanh’s research shows employees are most engaged when they feel they are doing meaningful work, they feel psychologically safe in rewarding and supportive relationships at work, and they are given the physical and psychological resources to do their work well. Leapsome measures employee feelings on these factors.
- Sample Question Pack: Open Communication
- Sample Question: “My manager cares about my opinions”
Maslow’s Hierarchy of Needs (Maslow)
When applied to work, states that employee satisfaction must come not just from fulfilling lower-order needs including salary, benefits, health and safety, and work environment, but also higher-order needs including achievement and recognition, growth and development, autonomy and purpose, and belonging and support. Leapsome measures employee perception of work environment, as well as the stated higher-order needs.
- Sample Question Pack: Professional Growth
- Sample Question: “My job enables me to learn and develop new skills”
Employee Net Promoter Score (eNPS)
Pioneered by global consulting firm Bain and Company to assess employee satisfaction and engagement.
- Sample Question Pack: Engagement
- Sample Question: “I would recommend this company as as a great place to work”
Driven by Best Practices
The re:Work Project by Google
Google has pioneered effective practices for employee surveys by testing thousands of employees and iterating over an extensive timeline. Google publishes their ongoing findings on their public re:Work platform.
Leapsome draws from Google’s detailed and data-backed guide on running employee surveys, including best practices for writing quality questions, avoiding survey-writing pitfalls, and balancing structured vs. unstructured questions. We’ve also drawn from their guides and survey tools for understanding what makes a great manager, and for understanding team effectiveness.
Best Practices from Survey Methodology
Leapsome ensures our overall survey approach and survey questions align with the best practices promoted by leading research and practice institutes, including Duke University’s Initiative on Survey Methodology, Harvard University’s Program on Survey Research, and Michigan University’s Survey Research Center within the Institute for Social Research.
Verified by Experts
After first grounding questions in reputable research and then applied business practice, Leapsome validates our survey questions based on review from industry experts.
Best-practice engagement survey questions
Enabling Factor-Driven Analysis
Leapsome has created “question packs” of distinct groups. Each question pack addresses specific factors that drive engagement, as outlined in the previously mentioned research frameworks. Individual questions can be removed from question packs, or custom questions written and added.
Ensuring Best Practices for Goal Assessment
By grouping survey questions into distinct factors, Leapsome enables companies and teams to easily select questions which align with best practices for measuring those factors, and address the company’s specific goals.
Providing Easy, Accurate Interpretation of Results
Grouping questions facilitates a more accurate interpretation of survey results. Instead of leaving managers to try and to draw conclusions from a question pool at large, Leapsome automatically aggregates results based by question-group, as well as showing individual breakdowns. This allows managers to gain a high-level overview of results along each factor, as well as see the specific responses driving those results.
Leapsome has created “question packs” of distinct groups. Each question pack addresses specific factors that drive engagement. Individual questions can be removed from question packs, or custom questions written and added.
- I would recommend … Inc. as a great place to work.
- I see myself still working at … Inc. in 2 year’s time.
- Most days, I feel a sense of accomplishment from what I do.
- I have the opportunity to do challenging things at work.
Autonomy & Enablement
- I feel I am given enough freedom to decide how to do my work.
- The information I need to do my job well is readily available.
- I have access to the equipment and tools I need to do my job well.
- My workplace is free from distractions and I find it easy to focus on my work.
- I can easily find space for collaboration and conversations with others.
- At … Inc., we value open and honest communication.
- My manager cares about my opinion.
- My co-workers are open to opinions different from their own.
- I know what is expected of me to be successful in my role.
- I know how my work supports the goals of … Inc.
- My job at … Inc. enables me to learn and develop new skills.
- I believe there are good career opportunities for me at … Inc.
- My manager or mentor at … Inc. actively supports my development.
- My manager provides me with the support I need to complete my work.
- My manager genuinely cares about my well-being.
- My manager is a great role model for me and other employees.
- The work I do is meaningful to me.
- My work gives me the opportunity to do what I do best every day.
- I make a difference in my team.
- I can genuinely identify with the values of … Inc.
- … Inc. cares about my well-being.
- I feel I am part of a team.
- I can count on my co-workers to help out when needed.
- We hold ourselves and our co-workers accountable for great results.
Recognition & Feedback
- If I do good work, I know that it will be recognized.
- I get enough feedback on how well I’m doing my job.
- I am fairly rewarded (e.g., pay, promotion, training) for my contributions to …Inc.
- The process for calculation pay in our organisation seems fair and unbiased.
- I can have well-informed and constructive conversations with my manager about pay.
- The overall strategy set by the management is taking… Inc. into the right direction.
- … Inc. effectively communicates the goals and strategies set by the management.
- I’m inspired by the purpose and mission of …Inc.
- I find my workload manageable.
- I believe my workload is reasonable for my role.
- I am able to arrange time out from work when I need to.
Sample Use Cases
Team Pulse Survey
A manager might decide to run a bi-monthly pulse survey with four short questions to answer. The manager can decide which factors are most important to their goals (ex, Manager Support and Teamwork), select those question packs, and have a ready-to-run survey in less than five minutes.
A company might decide to implement a quarterly or biannual company culture survey. To do this, they may choose to utilize almost all the question packs, as well as add their a few custom questions which address factors specific to their company.