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.
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.
Available question packs
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.