Pulse Survey Questions: 50+ Ready-to-Use Questions by Topic

Pulse survey questions are the short items used in a brief, frequently repeated employee survey that can be answered in a few minutes. A good pulse survey does not ask all of them; it asks a small selection that fits the current agenda: 3–5 core items that stay the same in every wave, 3–8 topic items chosen for the period, and one open-ended question. Below you will find 62 ready-to-use questions (58 items across 11 topics plus 4 open-ended questions), notes on when to ask each topic, and three example pulse survey designs.

We explained what a pulse survey is, how it differs from the annual engagement survey and how often to run one in our article what is a pulse survey. This article is its companion: if you know how to set up a pulse survey, this is where you will find what to ask.

Before choosing questions

Three rules make it easier to build a pulse survey from a question bank:

• Fix the core set first. These are the items that show the trend. The core set is decided once and asked with exactly the same wording in every wave. If you run an annual survey, take the core items from it; wording and scale must be identical.
• Tie topic items to action. For each topic item, ask: "What will we do once we know this result?" If there is no answer, the item produces data that is interesting but will not be used, and only lengthens the survey.
• Pick one or two topics per pulse. Choosing one item from each of the 11 topics below gives you a single number for every topic and an interpretable result for none. Three to five items on one topic give you enough data to actually understand it.

Unless otherwise stated, items are answered on a 5-point Likert scale from "Strongly disagree" to "Strongly agree". For details on the scale, see our article what is a Likert scale.

Pulse survey questions by topic

Engagement and advocacy (core, every wave)

These items are candidates for the core set. Choose 3–5 of them, not all, and keep them fixed in every wave.

1. I am proud to work for this organization.
2. I see myself still working here in two years' time.
3. This organization motivates me to do my best work.
4. Overall, I am satisfied with working at this organization.
5. I believe in the direction the organization is taking.
6. How likely are you to recommend this organization as a place to work to a friend or acquaintance? (0–10)

The last question is the eNPS question and uses a 0–10 scale. We explained how it is calculated and interpreted in what is eNPS. For how the engagement index is built in the annual survey, see employee engagement survey questions.

Manager support

7. My manager clearly communicates what is expected of me.
8. In the past month, I have had a one-to-one conversation with my manager about my work and development.
9. My manager gives me regular feedback on my work.
10. I can easily approach my manager when I have a problem.
11. My manager listens to and considers the team's ideas.
12. My manager shares important decisions affecting the team and the reasons behind them.

Item 8 deliberately asks about "the past month": in a pulse survey, seeing what actually happened recently is more useful than a general impression. For a more comprehensive assessment of managers, use the list in our manager evaluation survey questions article.

Workload and wellbeing

13. My workload is manageable within my normal working hours.
14. In the past month, there were few days when I felt exhausted because of work.
15. I can maintain a healthy balance between work and personal life.
16. My priorities are clear; I know what matters and what can wait.
17. I can take time off when I need to.
18. The organization cares about employees' health and wellbeing.

When results on this topic come out low, do not try to measure the extent of burnout with a short pulse survey. For a more detailed picture, validated instruments such as the Maslach Burnout Inventory can be used.

Recognition and feedback

19. When I do good work, it is noticed and recognized.
20. In the past month, I received thanks or recognition for something I did.
21. Recognition is distributed fairly within the team.
22. The feedback I receive helps me do my job better.
23. My teammates make each other's contributions visible.

Career and development

24. I see opportunities to advance my career at this organization.
25. In the past three months, I learned something new or developed a new skill.
26. I have talked with my manager about my career goals.
27. I have access to the training and resources I need for my development.
28. I understand how promotion and assignment decisions are made.

Communication and transparency

29. I receive timely information about what is happening in the organization.
30. Senior leadership communicates the organization's priorities clearly.
31. I understand what the recent announcements mean for me and my team.
32. I trust senior leadership.
33. There are channels where I can ask questions and get answers.

In pulse surveys run after a specific announcement, item 31 can be made concrete by naming it: "I understand what the new organizational structure means for me and my team." Concrete items like this are topic items and should not go into the core set.

Periods of change

34. I understand why this change is being made.
35. I know how the change will affect my work.
36. I receive enough information about the change process.
37. There is an environment where I can raise my questions and concerns about the change.
38. I am getting the support I need to do my job after the change.
39. I believe this change is the right step for the organization.

During periods of change, the pulse survey is your most valuable tool, because it shows how employees are receiving the change without waiting for the end of the year. Use the name of the change instead of "this change" in the items. For measurement specific to mergers and acquisitions, see cultural fit in mergers and acquisitions.

Hybrid work and return to office

40. Our current working arrangement allows me to do my job productively.
41. The days I spend in the office are used well for collaboration with my team.
42. On days I work remotely, I can stay connected with my team.
43. The rules on working arrangements are clear and applied consistently to everyone.
44. People working in the office and remotely have equal access to opportunities and information.

Always read the results for these items separately by working arrangement (fully on-site, hybrid, fully remote). For detailed recommendations, see how to measure engagement of hybrid and remote employees.

AI and new tools

45. I have access to the AI tools I am expected to use in my work.
46. I have received enough training on how to use these tools in my work.
47. In the past month, AI tools saved me time in my work.
48. I know which tasks it is appropriate for me to use AI tools for.
49. I receive enough information from the organization about how AI will affect my job.

These items provide an early signal in the first months of an AI rollout. To measure the impact more comprehensively, see measuring AI effectiveness with employee surveys.

Collaboration and psychological safety

50. I can comfortably voice a different opinion in my team.
51. If I make a mistake in my team, it is not held against me.
52. I get the support I need from other teams on time.
53. Everyone in my team contributes to the shared goal.
54. It is easy to ask for help in my team.

Action follow-up after the annual survey

55. The results of the last employee survey were shared with us.
56. We discussed the results of the last survey in my team.
57. Since the last survey, I have seen positive change in the organization.
58. I believe the answers I give in this survey will be taken into account.

These four items are the most overlooked part of a pulse survey and the most telling. If item 58 is low, the problem is not the content of the questions but trust in the survey process. In that case, sharing the results with employees and taking visible steps matters more than adding new questions.

Open-ended questions (one per wave)

59. What was the most important thing that made your work easier or harder in the past few months?
60. What is the one thing you would most like to see change in the next three months?
61. What is your biggest question or concern about [name of the change]?
62. Have you noticed any improvement since the last survey? If so, what?

Asking more than one open-ended question in a pulse survey erodes the advantage of a short survey and leads to more and more answers being left blank. We explained how to analyze the answers in open-ended employee survey questions.

Example pulse survey designs

Here is how pulse surveys for three different purposes can be built from the list above. All three examples use the same core set: 1, 2, 4 and 6.

Action follow-up three months after the annual survey

If the annual survey identified manager support and recognition as priority areas:

• Core: 1, 2, 4, 6
• Manager support: 8, 9, 10
• Recognition: 19, 20
• Action follow-up: 55, 56, 57
• Open-ended: 62

13 questions in total, 3–4 minutes.

Change pulse during a restructuring

Four to six weeks after the new organizational structure is announced:

• Core: 1, 2, 4, 6
• Change: 34, 35, 36, 37, 38
• Communication: 32
• Open-ended: 61

11 questions in total, 3 minutes. Asking the same change items again three months later shows whether the change has settled in.

First months of a new working arrangement

Two to three months after moving to hybrid work or returning to the office:

• Core: 1, 2, 4, 6
• Hybrid work: 40, 41, 42, 43, 44
• Workload: 15
• Open-ended: 59

11 questions in total, 3 minutes.

Common mistakes

• Picking one question from every topic: One item from each of 11 topics produces a single number per topic and does not let you really understand any of them.
• Changing the wording of core items: "I am proud to work here" and "I am proud to work for this organization" look like a small difference, but it is enough to break the trend.
• Leaving change items generic: Items that say "this change" instead of naming it lead employees to answer while thinking of different things.
• Asking questions whose answer you already know: Asking about a topic the organization will do nothing about adds one more "asked and forgotten" topic for employees.
• Skipping the action follow-up items: Without asking whether employees saw anything happen after the last survey, you cannot know whether the pulse survey is working.

For general rules on writing items, see our article on common survey question mistakes; for pulse survey frequency, anonymity thresholds and how to read results, see our guide what is a pulse survey.

Frequently asked questions