- Corporate survey templates for different purposes.
- Flexible forms with configurable question branching.
- Settings for anonymity and restrictions on responses from a single device.
- Role and access management (editing, viewing, exporting, etc.) for the convenience of HR specialists and managers.
- Integrations with HRM systems and document export to Excel, PDF.
- Convenient analytics and filters with various parameters.
By type of business process
Automate corporate culture surveys for employees
Corporate surveys will show
What do the employees think
The survey shows how the team perceives internal processes: does he feel heard, how clear the goals are, the atmosphere is comfortable, and the dialogue with the management is open.
Where there are problems
Collecting feedback reveals reduced motivation, a sense of injustice, communication problems, or overload. These data show weaknesses that are not visible from the outside.
What can be improved
Based on the responses, you can change management methods, update the feedback policy, strengthen team support, or change the system for adapting new employees.
QForm Tools for HR Teams
Users can access:
Popular types of corporate surveys
One universal survey is not enough to assess team cohesion. Typically, companies launch several different surveys to get an objective picture.
- One of the most popular is the values survey. It helps understand how much employees share the company's principles and whether they see them reflected in the actions of management and colleagues.
- The second most important is the trust and psychological safety survey. It shows whether an employee can openly discuss issues, whether they are afraid of making mistakes, and whether they feel support from the team and management. The responses are directly linked to engagement and productivity.
- Regular engagement surveys are also widely used, ranging from short pulse surveys to more comprehensive ones. They allow tracking overall mood, motivation levels, attitudes toward company goals, and the level of support from management.
- Many companies also implement communication surveys to find out how well employees understand what is happening in the company, whether they have enough information, how convenient it is to receive news, and how transparently decisions are made.
- If necessary, separate forms can be configured to assess interaction between departments.
These surveys help move from assumptions to concrete actions and build a corporate culture based on real data.
What areas of corporate culture should I evaluate?
- Trust in the company and management
Questions:
— Do you trust the actions of management in crisis situations? (1–10) - Sense of value and recognition
Questions:
— Do you feel that your work is appreciated?
(Yes / No) - Principles of team interaction
Questions:
— How developed is mutual support within your team? (1–10) - Ethics and fairness
Questions:
— Do you consider the processes within the company to be fair? (Yes / Rather yes / Rather no / No) - Initiative and participation in company life
Questions:
— Do you participate in corporate initiatives or projects on your own initiative?
How to use the received data?
Watch for repetitions in the responses
If similar comments come from different departments or teams, then this is a reason to think. Such repetitions indicate a common problem that cannot be ignored.
Compare it with other data
It is useful to compare survey results with eNPS, staff turnover, and KPIs. This helps to better understand what influences employee motivation and engagement.
Prepare conclusions for management
Based on the survey results, collect the main: what works well, where there are difficulties, and what steps should be taken. This will help management move quickly from analysis to action.
How to Work with Results in Qform
1. QForm simplifies the collection and subsequent analysis of responses. All data is delivered to your personal account in a convenient format: you can sort by departments, regions, job levels, and date. This allows you to identify problem areas and find patterns.
2. Visual reports help you quickly navigate: charts and diagrams show where engagement is lagging, which teams have more negative feedback, or what is most often highlighted as an area for improvement.
3. If needed, export reports to Excel or PDF and share them with the relevant employees. You can create slices based on different metrics: by date, survey type, or results of individual questions. This speeds up the preparation of reports for HR and management.
How to increase the honesty of responses
In order for the data to truly reflect the mood of the team, it is important to create conditions under which employees will be willing to share their opinions openly.
Make participation anonymous
Explain the purpose of the survey
Show that feedback matters
How to Conduct a Corporate Survey Without Mistakes
Corporate culture surveys help understand what is really happening within the team: where employees lose motivation, what hinders engagement, and how this affects the business. But it is important to be methodical, avoid distorting data, and read between the lines.
The Basis of a Quality Questionnaire
A good questionnaire is based on proven models and practical approaches.
For example:
- Denison Model – allows assessing elements such as consistency, mission, adaptability, and engagement.
- Hofstede Scales – especially useful for international companies to evaluate cultural differences.
- eNPS Index – a quick way to measure team loyalty.
Collecting data without thoughtful logic and structural blocks can result in a superficial picture.
What Distorts the Results?
Even a good idea can miss the mark due to weak implementation. Typical mistakes include:
- Too general wording. Instead of asking "Are you comfortable at work?" – use a rating scale or clarify with specific points: "How comfortable are you with the office, schedule, and equipment?"
- Sampling bias. If only active and loyal employees respond, you won’t see the full picture.
- Ignoring context. For example, right after layoffs or organizational changes, ratings may be abnormally low.
The solution is simple: test the questionnaire on a sample group and analyze how wording affects the tone and completeness of responses.
How to Link Corporate Culture to Business?
Survey results gain value when they can be compared with other metrics:
- Turnover. A department with low trust scores and high staff turnover should be a focus area.
- Productivity. Compare engagement results with KPI performance. Often the correlation is obvious.
- Financial performance. Studies show that high employee engagement is one of the factors driving profit growth.
Thus, corporate culture is not an abstraction but a measurable factor that impacts results.
Additional Diagnostic Methods
A questionnaire can show where the problem is but not always explain why it arose. Therefore, it is important to complement it with other formats:
- In-depth interviews – to explore the reasons for low scores.
- Observation – for example, of behavior in work chats or meetings.
- Hypothesis testing – if a new bonus system is launched, check a month later whether engagement has changed.
What Prevents Using the Data?
Even a well-conducted survey will be useless if the results don’t go beyond the report. To prevent this:
- Link data to numbers. Not "dissatisfaction with the climate," but "57% of employees do not feel engaged, which affects task completion deadlines."
- Involve managers. Without their participation, changes won’t stick.
- Show changes. If actions were taken after the survey, share them with the team. Even small steps build trust and encourage participation in future surveys.
A well-structured survey helps not only to understand how the team feels but also to connect culture with business outcomes. To make it effective, it is important to combine surveys with other methods, analyze data over time, and ensure follow-up actions are taken.
QForm for system feedback
Surveys are useful when it is convenient to launch them, analyze the results, and apply them in practice. QForm was created for this purpose: it automates feedback collection and integrates surveys into the everyday processes of HR and management.
QForm is suitable if you need:
- employees to willingly participate in surveys;
- all data to be well-organized, secure, and available for analysis;
- a unified and transparent process for HR, managers, and analysts.
In fact, you are not just creating a questionnaire, but building continuous feedback that can be relied upon in decision-making.
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