Multiple choice survey questions: 120 examples for employee surveys
120 questions with their answer options, ready to paste into any survey tool. Plus how to choose what to ask, every answer format, and the mistakes that skew results.
Building a questionnaire? Multiple choice survey questions give people a fixed set of answers to pick from, so it takes minutes to finish and the results are easy to compare. Below are 120 multiple choice questions for employee surveys, each with its answer options and a Copy button for every group. Start with the five steps for deciding what to ask; the question you leave out matters as much as the one you include.
What survey questions to ask: a 5-step method
- Start from the decision. Write down what you will decide or change based on the answers. If a question can't change anything, cut it.
- Pick 5 to 12 questions. About five for a quick pulse, up to twelve for a quarterly survey. Every extra question costs you answers on the ones that matter.
- Mix scales with one open question. Closed questions give numbers you can compare over time. One open question at the end tells you why the numbers moved.
- Pilot it with three people. Watch them answer out loud. Any question they reread, ask about or answer differently than you meant gets rewritten.
- Close the loop. Share what you heard and the one or two things you will do about it, ideally within a few weeks. People answer the next survey when the last one changed something.
Running a survey right after an event? Our post-event survey questions have a ready 5-question template. For a quick mood read at the start of a meeting, use check-in questions instead of a form.
Multiple choice options for surveys: 9 answer formats
The answer format decides what you can learn. Here is each one with an example question and its options, ready to copy.
1. Single choice
One answer from a short list. Keep options mutually exclusive and add "Other" when your list might miss something.
Which part of your job takes the most time you'd rather spend elsewhere?
- Admin and reporting
- Meetings
- Email and chat
- Waiting on approvals
- Other
2. Multiple select
Several answers allowed. Say so in the question, and cap it ("up to three") if you want people to prioritize.
Which benefits have you used in the past year? (Select all that apply)
- Health insurance
- Retirement plan
- Learning budget
- Wellness program
- None of these
3. Likert agreement scale
A statement people rate from disagree to agree. The 5-point version is the default; the 7-point version adds "somewhat" steps for finer shades.
I have a clear picture of what success looks like in my role.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
7-point labels: Strongly disagree, Disagree, Somewhat disagree, Neither agree nor disagree, Somewhat agree, Agree, Strongly agree.
4. Frequency scale
How often something happens. Better than agreement when you want behavior, not opinion.
How often do you get the information you need without having to chase it?
- Never
- Rarely
- Sometimes
- Often
- Always
5. Satisfaction scale
How happy people are with one specific thing. Name the thing: "your benefits", not "things here".
How satisfied are you with the equipment you were given?
- Very dissatisfied
- Dissatisfied
- Neither satisfied nor dissatisfied
- Satisfied
- Very satisfied
6. Yes or no
Facts and simple checks. Add "Not sure" when people may honestly not know, so they don't guess.
Have you had a career conversation with your manager in the past six months?
- Yes
- No
- Not sure
7. 0 to 10 rating (eNPS)
The employee Net Promoter Score question. People who answer 9 or 10 are promoters, 7 or 8 passives, 0 to 6 detractors. eNPS is the percentage of promoters minus the percentage of detractors, so it runs from -100 to +100.
On a scale of 0 to 10, how likely are you to recommend [company] to a friend as an employer?
- 0
- 1
- 2
- 3
- 4
- 5
- 6
- 7
- 8
- 9
- 10
Example: of 50 answers, 20 are 9 or 10 (40% promoters), 20 are 7 or 8, and 10 are 0 to 6 (20% detractors). eNPS = 40 - 20 = +20.
8. Ranking
Forces a priority order. Keep it to five items or fewer; longer lists get tiring, and the order at the bottom tells you little.
Rank these from most to least important to you in a job.
- Pay
- Flexibility
- The people
- Growth
- The work itself
9. Open-ended follow-up
One free-text question, usually right after a scale, so people can explain their answer. A fill-in-the-blank version gets shorter, more concrete replies.
What's one change that would move your rating up by a point?
Fill-in-the-blank version: "The one thing that would make my week easier is ______."
120 multiple choice survey questions with answer options
Ten groups of twelve. Pick a few from each group rather than sending a whole group. Each Copy button copies its group as plain text, questions with options, ready for Google Forms, Microsoft Forms or any survey tool.
12 employee engagement survey questions
The core of an annual or quarterly survey. Ask the same ones each time so you can see the trend.
How likely are you to recommend working here to a friend?
- 0 (Not at all likely)
- 1
- 2
- 3
- 4
- 5
- 6
- 7
- 8
- 9
- 10 (Extremely likely)
I see myself still working here in two years.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How motivated do you feel to go beyond what your role requires?
- Not at all motivated
- Slightly motivated
- Moderately motivated
- Very motivated
- Extremely motivated
I know how my work contributes to the company's goals.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How proud are you to tell people where you work?
- Not at all proud
- Slightly proud
- Moderately proud
- Very proud
- Extremely proud
I get recognized when I do good work.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How often do you feel excited about the work ahead of you?
- Never
- Rarely
- Sometimes
- Often
- Always
Which of these would most improve your experience at work?
- Clearer goals
- More recognition
- Better tools
- More flexibility
- More room to grow
I have the tools and resources I need to do my job well.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How satisfied are you with your job overall?
- Very dissatisfied
- Dissatisfied
- Neither satisfied nor dissatisfied
- Satisfied
- Very satisfied
Which statement best describes how you feel about your job right now?
- I love it
- I like it most days
- It's fine
- I'm struggling with it
- I'm looking for something else
If a similar job elsewhere were offered to you tomorrow, what would you most likely do?
- Stay without a second thought
- Stay, but think it over
- Seriously consider leaving
- Probably leave
12 manager and team survey questions
How people experience their manager and the colleagues they work with every day.
My manager gives me useful feedback.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How often do you have a one-on-one with your manager?
- Weekly
- Every two weeks
- Monthly
- Less than monthly
- Never
I feel comfortable raising a problem with my manager.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How clear are your manager's expectations of you?
- Not at all clear
- Slightly clear
- Somewhat clear
- Very clear
- Completely clear
My manager cares about me as a person.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How well does your team share information?
- Very poorly
- Poorly
- Neither well nor poorly
- Well
- Very well
People on my team help each other when someone is overloaded.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
When your team disagrees, what usually happens?
- We talk it through openly
- The most senior person decides
- We avoid the topic
- It turns personal
How much do you trust your teammates to do what they say they'll do?
- Not at all
- A little
- Somewhat
- A lot
- Completely
My manager supports my career growth.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How would you rate communication between your team and other teams?
- Very poor
- Poor
- Neither good nor poor
- Good
- Very good
Which best describes how decisions get made on your team?
- The manager decides alone
- The manager decides after asking us
- We decide together
- It's unclear who decides
12 onboarding survey questions for new hires
Send these around day 30, and again at day 90 if you can. New hires notice what everyone else has stopped seeing.
How prepared did you feel on your first day?
- Very unprepared
- Somewhat unprepared
- Neither prepared nor unprepared
- Somewhat prepared
- Very prepared
Were your laptop, accounts and tools ready when you started?
- Yes, all of them
- Some of them
- No
How did the job compare with the description you were given?
- Much worse than described
- Somewhat worse
- About the same
- Somewhat better
- Much better than described
Who helped you most in your first month?
- My manager
- My onboarding buddy
- A teammate
- HR
- I mostly figured it out alone
I understand what is expected of me in my first 90 days.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How long did it take before you felt productive?
- Under 2 weeks
- 2 to 4 weeks
- 1 to 3 months
- Over 3 months
- I don't feel productive yet
I was introduced to the people I need to work with.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
Which onboarding topic needed more time?
- Our products or services
- Tools and systems
- How the team works
- Company policies
- Who to ask for what
- None, the time was about right
How welcome did you feel in your first week?
- Not at all welcome
- Slightly welcome
- Moderately welcome
- Very welcome
- Extremely welcome
How much did your onboarding training help you do your job?
- Not at all
- A little
- Somewhat
- A lot
I know who to go to when I have a question.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How was the pace of your onboarding?
- Too slow
- About right
- Too fast
12 workload and employee wellness survey questions
Keep these optional and confidential, and act on what you hear. Asking about stress and then ignoring the answers does real damage.
How would you describe your workload?
- Far too heavy
- A bit too heavy
- About right
- A bit too light
- Far too light
How often do you work outside your normal hours?
- Never
- Rarely
- Sometimes
- Often
- Always
I can switch off from work in my free time.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How often do you feel exhausted at the end of the workday?
- Never
- Rarely
- Sometimes
- Often
- Always
I feel comfortable taking time off when I need it.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How would you describe your stress level at work over the past month?
- Very low
- Low
- Moderate
- High
- Very high
Which wellbeing benefit would you use most?
- Flexible hours
- Mental health support
- Fitness or activity perks
- Extra time off
- Healthy snacks or meals
Deadlines here are usually realistic.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How often do you take a real lunch break away from your desk?
- Never
- Rarely
- Sometimes
- Often
- Always
I know where to get support if I'm struggling.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
In the past month, how many days did you feel too drained to do your best work?
- None
- 1 to 2
- 3 to 5
- 6 to 10
- More than 10
What gets in the way of a healthy workload most?
- Too many meetings
- Unclear priorities
- Not enough people
- Last-minute requests
- Nothing, it's healthy
12 post-meeting survey questions
Send three or four of these right after a recurring meeting, or ask the bigger ones once a quarter about meetings in general.
How useful was this meeting for you?
- Not at all useful
- Slightly useful
- Moderately useful
- Very useful
- Extremely useful
Did the meeting have a clear goal?
- Yes
- Partly
- No
This meeting could have been an email.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
Was this meeting the right length?
- Too short
- About right
- Too long
I had a chance to speak if I wanted to.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How clear were the next steps at the end?
- Not clear
- Somewhat clear
- Very clear
- There were no next steps
How many of your weekly meetings would you call essential?
- All of them
- Most
- About half
- A few
- None
Which meeting habit would help you most?
- An agenda sent ahead
- Starting and ending on time
- Fewer people invited
- Notes sent afterward
- Cameras optional
How often do meetings here start on time?
- Never
- Rarely
- Sometimes
- Often
- Always
How many hours a week do you spend in meetings?
- Under 5
- 5 to 10
- 11 to 15
- 16 to 20
- More than 20
The right people were in this meeting.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How well was this meeting run?
- Very poorly
- Poorly
- Neither well nor poorly
- Well
- Very well
12 culture and diversity survey questions (DEI)
People answer survey questions about diversity honestly only when it feels safe, so make every question optional and add "Prefer not to say" wherever an answer could feel personal.
I feel I belong at this company.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
People here are treated fairly regardless of their background.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
I can be myself at work without worrying how I'll be judged.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How often do you feel your ideas are heard in team discussions?
- Never
- Rarely
- Sometimes
- Often
- Always
Promotion decisions here are fair.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How well do leaders here live up to the company's stated values?
- Not at all
- Slightly
- Moderately
- Very well
- Completely
In the past year, have you seen behavior here that made someone feel excluded?
- Yes
- No
- Prefer not to say
I trust that a reported concern would be handled properly.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
Which words best describe our culture? (Choose up to three)
- Collaborative
- Competitive
- Supportive
- Fast-paced
- Bureaucratic
- Innovative
- Cautious
Leaders here value different perspectives.
- Strongly disagree
- Disagree
- Somewhat disagree
- Neither agree nor disagree
- Somewhat agree
- Agree
- Strongly agree
How comfortable do you feel admitting a mistake at work?
- Very uncomfortable
- Uncomfortable
- Neither comfortable nor uncomfortable
- Comfortable
- Very comfortable
Social events and celebrations here work for people with different needs and schedules.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
For what to do with the answers, see our guide to building an inclusive workplace.
12 team building and company event survey questions
Ask these before you plan, not after. For feedback once an event is over, use a post-event survey instead.
Which kind of team event would you enjoy most?
- A hosted game or trivia
- A creative workshop
- A cooking or food class
- A volunteering activity
- An outdoor outing
Where would you prefer team events to happen?
- At the office
- At an outside venue
- Online
- A mix
Which day of the week works best for a team event?
- Monday
- Midweek (Tuesday to Thursday)
- Friday
- No preference
How much do team events help you work better with colleagues?
- Not at all
- A little
- Somewhat
- A lot
- I haven't joined one yet
Team events are scheduled at times I can actually attend.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How long should a team event during work hours be?
- 30 minutes
- 1 hour
- 2 hours
- Half a day
What matters most to you in a team event?
- Getting to know people
- Having fun
- Learning something
- No pressure to perform
- Short and easy to join
How many team events have you joined in the past six months?
- None
- One
- 2 to 3
- 4 or more
I feel no pressure to join social events if I don't want to.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
Which dietary needs should we plan for? (Select all that apply)
- Vegetarian
- Vegan
- Gluten-free
- Dairy-free
- Nut allergy
- Other
- None
How should we celebrate team wins?
- A team lunch
- A hosted activity
- A shout-out at the all-hands
- A small gift
- An afternoon off
Team events have helped me get to know people outside my own team.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
Want lighter questions to warm people up first? Our fun survey questions are built for that, with polls you can run in chat.
12 remote and hybrid work survey questions
For distributed teams. Compare answers between remote and office-based people to spot a two-tier culture early.
Where do you prefer to work most of the week?
- Fully remote
- Mostly remote
- Half and half
- Mostly in the office
- Fully in the office
I have what I need to work well from home.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How connected do you feel to your team when working remotely?
- Not at all connected
- Slightly connected
- Moderately connected
- Very connected
- Extremely connected
- I don't work remotely
What's the main reason you come into the office?
- Seeing my team
- Space to focus
- Equipment
- Social time
- It's required
- I don't come in
Remote and in-office colleagues get equal chances to contribute in meetings.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How often do you feel left out of decisions made in person?
- Never
- Rarely
- Sometimes
- Often
- Always
Which tool causes you the most friction?
- Video calls
- Chat
- File sharing
- Project tracking
How many days a week would you ideally be in the office?
- 0
- 1
- 2
- 3
- 4
- 5
My manager judges my work by results, not by when I'm online.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How easy is it to get a quick answer from a colleague when you work remotely?
- Very hard
- Hard
- Neither easy nor hard
- Easy
- Very easy
Which change would most improve hybrid work here?
- Set team office days
- Better meeting room tech
- Clear response-time norms
- More in-person events
- Fewer meetings
How would you rate your home workspace setup?
- Very poor
- Poor
- Neither good nor poor
- Good
- Very good
- I don't work from home
12 learning and development survey questions
Useful before you set a training budget, and once a year to check whether people see a future here.
I have enough opportunities to learn and grow here.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How much time do you spend on learning in a typical month?
- None
- Less than 2 hours
- 2 to 5 hours
- 6 to 10 hours
- More than 10 hours
Which learning format works best for you?
- Live workshops
- Self-paced online courses
- Mentoring
- Learning on the job
- Conferences
I have a clear picture of my next career step here.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How often do you use what you learn in training in your daily work?
- Never
- Rarely
- Sometimes
- Often
- Always
Which skill would you most like to build in the next year?
- Leadership
- Communication
- Technical skills
- Project management
- Data and analysis
My manager makes time for my development.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
What stops you from learning more at work?
- No time
- Not sure what's available
- No budget
- No clear path
- Nothing
How satisfied are you with the learning resources available to you?
- Very dissatisfied
- Dissatisfied
- Neither satisfied nor dissatisfied
- Satisfied
- Very satisfied
Would you join a mentoring program?
- Yes, as a mentee
- Yes, as a mentor
- Yes, as both
- Not right now
I've learned something new in my role in the past three months.
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
How do you prefer to get feedback on your growth?
- In one-on-ones
- In formal reviews
- Right after the work
- In writing
12 quick pulse poll questions
Short enough for a chat poll or the first minute of a meeting. Ask one a week, not all twelve at once.
How was your week?
- Great
- Good
- Okay
- Rough
Do you have what you need to hit this week's goals?
- Yes
- Mostly
- No
How's your energy today?
- High
- Medium
- Low
Are you clear on the team's top priority this month?
- Yes
- Somewhat
- No
Which day this week felt most productive?
- Monday
- Tuesday
- Wednesday
- Thursday
- Friday
- None of them
Did you get the help you needed this week?
- Yes
- Partly
- No
- I didn't need help
Should we keep Friday afternoons free of meetings?
- Yes
- No
- No opinion
How confident are you that we'll hit this quarter's goal?
- Very confident
- Somewhat confident
- Not very confident
- Not at all confident
Did anything block your work this week?
- Yes
- No
Which day works best for our weekly team meeting?
- Monday
- Tuesday
- Wednesday
- Thursday
- Friday
How well do you understand the change announced this week?
- Fully
- Mostly
- A little
- Not at all
Would you like more team check-ins, fewer, or the same number?
- More
- Fewer
- The same
5 survey question mistakes, and how to fix each
Each of these quietly bends your results. All five are easy to catch in a pilot.
1. Leading questions
The wording tells people which answer you want.
Instead of: How much do you love our great new hybrid policy?Ask: How satisfied are you with the new hybrid policy? (Very dissatisfied to Very satisfied)
2. Double-barreled questions
Two questions share one answer, so you can't tell which one people answered.
Instead of: How satisfied are you with your salary and benefits?Ask: Ask two questions: one about salary, one about benefits.
3. No "not applicable" option
People who haven't used the thing pick a random answer and pollute your data.
Instead of: How useful is the mentoring program? (Not useful to Very useful)Ask: Same scale, plus "I haven't used it".
4. Unbalanced scales
More positive options than negative ones push the average up.
Instead of: How was the training? Poor, Good, Very good, ExcellentAsk: Very poor, Poor, Neither good nor poor, Good, Very good
5. Too many questions
Long surveys get rushed, abandoned or ignored next time.
Instead of: A 60-question survey sent every quarter.Ask: 8 to 12 core questions you repeat, plus 2 or 3 that change each time.
Anonymity and trust: what to promise, and what not to
People answer honestly when they believe nothing bad will happen to them. Promise only what you can keep.
Promise
- A minimum group size, such as 5 answers, below which no results are shown.
- Who will see the comments, and that comments are shared without names.
- When you will share the results, and that you will say what happens next.
- That answers will never be used in anyone's performance review.
Don't promise
- "Completely anonymous" when the tool records who answered or the team is small enough to guess. Say "confidential" and explain what that means.
- To act on every suggestion. Promise to read every answer and act on the biggest themes.
- That demographic questions are harmless. On a small team, department plus tenure plus location can point to one person, so keep them optional and broad.
Send these surveys without building them
If you run employee surveys often, KraftyLab Intelligence starts you from a template and summarizes the answers.
- 20 ready-made survey templates, from eNPS to burnout.
- No account for respondents: people answer in the browser.
- AI summaries of the answers, so you read themes, not hundreds of comments.
- Standalone or after events: send any survey to anyone by email, and after every KraftyLab event a short pulse survey goes out automatically to participants with an email.
See KraftyLab Intelligence, or get a free quote for a team event with the survey built in. When you want answers in people's own words, pair a few of these with our open-ended questions.
