Describe your workforce and listening goals. Makeform creates an anonymous-ready survey with balanced rating scales and focused open-text prompts to edit before sharing.
Send organizational climate survey responses to Google Sheets, Slack, and Zapier.
Sample prompts for the survey builder
Choose a prompt, adapt it, or send it to the Makeform builder. Each example is a starting structure, not employee data.
Audience
Employees across departments, locations, and tenure groups
Format
Anonymous survey with five-point agreement matrix
Prompt size
402 chars
Example survey structure
Anonymous survey with five-point agreement matrix
Leadership communicates a clear direction
I can raise concerns without negative consequences
My workload is sustainable most weeks
What is one climate strength to protect?
What should leaders improve first?
Suggested analysis tags
Leadership and trust
Team experience
Action priorities
Use one five-point scale across core statements and offer Not applicable where employees lack enough information.
Step 1
Define
choose climate themes and safe segments
Step 2
Build
generate balanced scales and open prompts
Step 3
Listen
share one survey across the workforce
Step 4
Act
prioritize findings and communicate follow-up
A clearer climate read
Compare how employees experience leadership, resources, fairness, communication, and permission to speak candidly.
Use one labeled scale so results remain comparable by theme and survey cycle.
Add optional segments while avoiding combinations that could reveal small groups.
Pair ratings with open prompts about what to preserve, change, or investigate.
Designed for real listening moments
Match the structure to HR's decision instead of reusing one annual questionnaire.
Establish a repeatable question set and surface emerging concerns.
Check clarity, support, and information flow after a major change.
Focus on decisions, collaboration, role clarity, and constructive challenge.
Use mobile-friendly statements about staffing, resources, handoffs, and follow-through.
Survey workflow
Generate from a specific decision context, then refine wording, privacy choices, and the follow-up plan.
State who will respond, what needs attention, and what leaders can act on.
Remove double-barreled statements, define one scale, and keep comments purposeful.
Limit identifying data and explain who will review responses.
Share the link, compare themes, and communicate selected actions and dates.
Choose the right listening format
Match the scope and timing to the decision your team needs to make.
Field guide
These six themes create a practical core HR can adapt to its workforce.
Leadership and direction
Ask whether leaders explain priorities, communicate changes in time, and act consistently with stated values. Measure trust separately from visibility.
Communication and voice
Measure whether information arrives in time, employees know where to ask questions, and concerns receive a fair hearing.
Manager and team climate
Ask about manager expectations, feedback, respect, inclusion, conflict, and cooperation without combining behaviors in one statement.
Psychological safety and fairness
Use neutral language about speaking up, mistakes, respect, and fair access to opportunities. Focus on experienced patterns, not individual diagnoses.
Resources and workload
Ask whether staffing, tools, time, information, and dependencies support expected work. This surfaces operational friction hidden by broad morale questions.
Recognition and outlook
Close with recognition, development, confidence, and intent to stay. Ask which change would most improve the employee experience.
Related tools
Pair the climate baseline with focused surveys for specific employee moments.
Explore commitment, motivation, advocacy, and connection to the organization.
Open toolAsk about role conditions, management, development, and recognition.
Open toolCollect suggestions, concerns, and workplace improvement ideas.
Open toolCheck role clarity, training, support, and early belonging.
Open toolCapture departing employees' perspectives and reasons for leaving.
Open toolFAQ
Practical answers for HR teams designing a credible workplace climate listening process.
It measures employees' current perceptions of leadership, communication, teamwork, fairness, resources, workload, recognition, and speaking up, helping HR identify themes to investigate.
Measure strategic clarity, leadership trust, communication, manager support, teamwork, safety, fairness, workload, resources, recognition, development, and outlook. Add a few open prompts for context.
Culture describes deeper values and established ways of working. Climate describes employees' present perceptions of that environment through experiences leaders can discuss and track.
Anonymity may support candid feedback. Limit identifying fields, avoid revealing demographic combinations, and explain what is collected, who reviews responses, and how small groups are handled.
Use only questions tied to the listening goal. Keep one scale, remove repetition, avoid double-barreled statements, and test completion time before launch.
Use one observable idea per statement, neutral wording, and matching response labels. Avoid leading phrases and absolutes; offer Not applicable when needed.
Yes. Makeform offers unlimited free forms and responses for generating, editing, publishing, and repeating your survey. The paid tier removes the Makeform badge.
Review themes and comments, avoid comparing very small groups, share findings, select a few priorities, assign owners and dates, and communicate progress.
Turn workplace perceptions into a focused listening plan.
