- Templates for eNPS, exit interviews, onboarding, and engagement surveys.
- Flexible forms with branching logic and various scales (ratings, emojis, 0–10 scales, circles, agreement scales, and more).
- Survey anonymity settings for honest responses.
- Team access management (view, edit, export).
- Integrations with HRM systems and corporate portals.
- Restriction of multiple responses from a single device.
- Reports for each survey in Excel or PDF.
- Security and compliance with Russian Federal Law 152-FZ.
By type of business process
Automation of HR surveys for employees
How do HR surveys help businesses?
Prevent layoffs
Regular feedback reveals the reasons for layoffs before they become widespread.
Increase engagement
Understanding the needs of employees helps create a motivating work environment.
Improve HR processes
Surveys highlight weaknesses in adaptation and training programs
QForm Features
Advantages for the HR department
Types of HR surveys: from adaptation to training
HR surveys measure employee mood, attitudes toward processes, and motivation. QForm offers templates for all scenarios.
- eNPS — Employee Net Promoter Score
Shows how likely employees are to recommend the company as a workplace. Helps understand engagement levels and attitudes toward corporate culture. - Onboarding survey
Conducted 1–3 months after a new hire joins. Helps identify difficulties, assess the effectiveness of onboarding, and monitor integration speed. - Satisfaction survey
Regularly evaluates how satisfied employees are with conditions, communication, processes, and management. Suitable for "pulse" format. - Exit interview
Collects reasons for leaving and suggestions for improvement. Conducted anonymously and provides valuable insights for team retention. - Engagement assessment
Measures interest in work, initiative, and sense of significance. Helps detect signs of burnout or declining motivation early. - Post-training survey
Gathers feedback after courses, trainings, and internal events. Provides insights on how useful the material was and how to improve it.
Какие вопросы стоит включить в HR-опрос
- Workplace satisfaction.
Questions:
— How satisfied are you with your working conditions (office, schedule, equipment)? (1–5)
— What would you like to improve about your working conditions? - Engagement and motivation.
Questions:
— How interesting is your work to you? (1–10)
— Do you feel your work impacts overall results? - Relationships with manager and team.
Questions:
— Do you receive regular feedback from your manager? (Yes/No)
— How comfortable are you interacting with colleagues? (1–5) - Corporate culture and values.
Questions:
— Do you share the company's values? (Yes / Mostly yes / Mostly no / No)
— Do you feel like part of the team? - Onboarding and role integration.
Questions:
— How clear were your expectations during the first weeks? (1–5)
— What challenges did you face during onboarding? - Reasons for leaving (exit interview).
Questions:
— What was the main reason for leaving? (Open-ended)
— What could have kept you at the company?
How to prepare and launch an HR survey
Formulate a goal
What do you want to find out: reasons for leaving, weaknesses in onboarding, overall team mood? A clear goal helps you choose the right format and ask the right questions.
Identify the audience
New employees, line staff, sales team, or the entire management - it's important to understand whose opinion you want to hear. This affects the content of the questionnaire and the tone of the questions.
Prepare a questionnaire
Choose scales, formulations and types of questions depending on the goals. Add anonymity if honesty is important, and make sure that the questionnaire is short but informative.
Collect Data with QForm
1. Bulk actions with requests. You can select multiple requests at once and apply the necessary action: change status, export, or delete. This is especially useful when processing large flows of forms—it saves time and reduces routine work.
2. Updated text response editor. The text block has become more convenient: formatting is moved to a separate window, and a visual indicator shows input volume in real-time. This makes working with detailed comments comfortable for employees.
3. Flexible visual forms with logic. Use different question types: scales, sliders, text fields, emojis. Depending on the answers, you can show or hide the next questions—this simplifies participation in the survey.
4. Integrations with HRM and portals. QForm connects to Bitrix24, SAP, 1C, and other systems. This simplifies sending forms and transferring results into workflows.
How to use survey results in practice
In order for the feedback to be useful, the result needs to be turned into concrete steps.
Find repetitions and patterns in the answers
Discuss the findings with the team leaders.
Plan the changes and measure the effect in a month.
How to Make HR Surveys Part of Business Processes
HR surveys need to be integrated into the company's workflow with a clear purpose and fixed frequency. Only then will they provide real value.
Start by defining the objective
Before launching any survey, determine why it is being conducted and how the results will be used. Avoid vague statements like “assess engagement”; instead, be specific about what insights you want and which decisions they should inform. For example: “assess onboarding quality in the IT department over the last 3 months,” “identify reasons for demotivation in the sales team,” or “measure attitudes toward the new bonus system.”
Develop a survey cycle
To capture trends rather than isolated data points, plan regular feedback collection points. Quarterly eNPS, post-onboarding surveys, exit interviews within a week of departure, and quick evaluations after training can be included in the HR calendar. Frequency depends on the goal: engagement and satisfaction should be measured at least twice a year, onboarding after 2 weeks and again 1–2 months post-hire.
Plan the survey format and questions
An optimal survey length is 6–10 questions. It should be concise, logical, and tailored to the target audience. Mix closed scales (1–10, 1–5, or agree/disagree) with 1–2 open-ended questions. Test the survey internally within HR to ensure clarity, unambiguous options, and no overload.
Set audience and segmentation
Segmenting by tenure, department, role, or event date helps collect more precise data. Analysis should consider not only overall satisfaction but differences between groups. For example, new employees may be more loyal than those with 2–3 years of tenure. Without segmentation, issues can be easily overlooked.
Act on results immediately
After a survey closes, analyze results promptly, discuss with team leaders, summarize key insights, and agree on corrective actions. Pay special attention to open-ended comments—they often reveal the reasons behind low scores, not the numbers themselves.
Involve managers
If the survey stays solely within HR, no changes will happen. Department heads should participate in interpreting results and planning actions. Ideally, team-level insights are presented within the department, allowing questions, clarifications, and agreements on measures. This builds trust in the process and engages employees.
Follow up over time
If no actions are taken post-survey, employees stop taking it seriously. About 3–4 weeks after publishing results, revisit the topic: show what has been done, which measures were implemented, and the impact. This can be done via email, meetings, or mini-reports.
Conclusion
Systematic HR survey work requires structure: clear goals, regularity, analysis, and feedback. It is not a one-off activity but a management tool for people and processes. Companies that integrate surveys into their corporate culture gain insights as well as sustainable improvements in engagement, retention, and team effectiveness.
Result
QForm helps HR professionals quickly launch surveys, gather feedback, and make decisions based on real data.
The interface works for both small teams and large companies with complex structures. Built-in templates, flexible settings, clear analytics, and HRM system integrations allow the platform to fit seamlessly into existing processes without requiring development or technical support.
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