ToolHR self-assessment
Fifteen questions and a score per axis. You see where it breaks straight away.
Pick your themes and the survey builds itself. You leave with questions ready to send, in plain text, that you can paste into an email or a form. A staff survey is only worth the questions you ask, so these are written to get answers you can act on.
Updated July 26, 2026
Three or four themes beat six. A short survey gets filled in. A complete one gets postponed.
Your survey
24 questions
Each question answers on a 1 to 5 scale, apart from the open ones. Keep it anonymous above 15 respondents. Below that, say so plainly, because nobody believes in anonymity on a team of eight.
Climate
Manager
Pay
Workload
Meaning
Growth
ToolFifteen questions and a score per axis. You see where it breaks straight away.
ToolOverall rate, voluntary rate and average headcount. Worked out on the right base.
ToolWhat a departure really costs you, in three lines you can check.
ToolYour deadline, and the real gap between two job classes.
ToolFour productivity ratios, not just the one everyone quotes.
ToolA full salary structure built from its two ends.
ToolThe questions that get you the real reason someone left.
ToolYour competency grid, ready to fill in and export to Excel.
The hard part is what you do with the answers. A survey with no follow-through does more damage than no survey. A 30-minute call, free of charge.