Ask the whole company. Hear the honest answer.

A confidential engagement survey with a ready question set. Pick the audience from your directory, set the dates, and watch the responses land.

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Engagement Survey · Q3 Confidential
Engagement
I am proud to work for Acme.
I would recommend Acme as a great place to work.
I rarely think about looking for a job at another company.
I see myself still working at Acme in two years' time.
Section 1 of 6Open until Sep 26

One survey. Every person in the directory. No names on the answers.

What is an employee engagement survey?

An employee engagement survey is a confidential questionnaire that asks every person in a company how they experience their work, their manager, and the company's direction. Most of it is statements on an agree-or-disagree scale, so the answers add up and compare. A few open questions at the end catch what a scale cannot.

The survey is the one moment a year when the quiet people get the same vote as the loud ones. It tells leadership which teams feel informed, which feel equipped, and which have stopped believing the plan. It works only when people trust that nobody will read their answer with their name on it.

OrgOrg's Engagement Surveys app ships the question set, takes the audience from your directory, and stores every response as confidential. You set the dates and the visibility rules. The survey shows up on each person's Feedback page, and the survey page shows who has answered while the window is still open.

Also known as
Employee survey, culture survey, staff engagement survey, employee opinion survey, climate survey.
How it differs from peer feedback
Peer feedback is about one person and goes to that person. An engagement survey is about the company and goes to leadership, with no names attached.

Set it up in ten minutes. Trust the result.

Everything a small People team needs to run the survey without a consultant.

A ready question set

Nineteen statements. Five themes. Three open questions.

The default survey covers engagement, leadership, enablement, alignment, and company confidence on a seven-point scale, then asks three open questions. Statements name your company and each person's manager automatically.

Default template
Engagement5 statements · 7-point scale
Leadership3 statements · 7-point scale
Enablement3 statements · 7-point scale
Alignment6 statements · 7-point scale
Company confidence2 statements · 7-point scale
Free responses3 open questions

Confidential by design

Answers arrive without a name.

Every response is stored as confidential and shows as Anonymous. You set a minimum response count, who can see company results, and who can see text answers: the manager chain by default, or a group you choose.

Engagement report settings
Minimum responses for report3
Who can see company results?Anyone with a report
Who can see text responses?Manager chain
Anonymous· completed Sep 14

Audience from your directory

The whole company, or one group.

Send the survey to all employees or to any OrgOrg group: a department, an office, a cohort. Nobody uploads a spreadsheet. Each person in the audience sees the survey on their Feedback page.

Audience
All Employees
Everyone active in the directory
Custom List
Group: Engineering57 people

A window, not a nag

Open date. Close date. Release date.

Pick when the survey opens, when it closes, and when results release. People can answer only inside the window, and the survey list shows Upcoming, Open, or Closed at a glance.

Survey windowOpen
OpenSep 15
CloseSep 26
ReleaseOct 3
Answers accepted Sep 15 to Sep 26. Closed surveys stop taking responses.

Live response tracking

Know who has answered before the window closes.

The survey page counts completed, started, to do, and declined, and shows the completion rate. The audience list marks each person who has finished, so a manager can follow up in person instead of sending a company-wide reminder.

Responses · Engagement Survey Q3
41
Completed
6
Started
9
To do
1
Declined
41 of 57 responses72%
Audience
Maya R.
Devon K.
Priya S.to do
Nils F.
Sara L.to do

Part of Feedback

The survey lives where the feedback already is.

Engagement Surveys is one tab of the OrgOrg Feedback app, next to peer feedback, 360 cycles, recognition, and calibration. It uses the same people directory, the same groups, and the same manager chain. There is no second roster to keep in sync and no export from your HRIS.

A participant finds the survey in the same to-do list as a peer feedback request. A People lead creates it from the same Surveys page that holds the batched peer surveys. One app, one login, one set of rules for who sees what.

Feedback
Peer feedbackGive and request
360 cyclesSelf, peer, manager
RecognitionThanks on the profile
CalibrationLive Rank
SurveysEngagement Survey Q3
Same directory. Same groups. Same manager chain.

Why the survey earns honest answers

People tell the truth when the structure protects them.

A survey is only as good as the trust behind it. Three decisions in OrgOrg's design do the protecting, so the People team does not have to promise anything it cannot keep.

No name on the record

Confidential is the default, not a setting.

Every survey response is stored as confidential and shows as Anonymous. There is no switch a responder can flip by accident, and no admin view that puts a name back on an answer.

Rules set before the first answer

Visibility is decided up front.

The minimum response count, who can see company results, and who can see text answers are all set when the survey is created. Participants answer knowing the rules, and the rules do not move afterwards.

Same statements, every time

A fixed question set makes runs comparable.

The default template asks the same 19 statements on the same seven-point scale each run. Change the dates and the audience, not the questions, and the second survey reads against the first.

Run the survey in one sitting

Four steps in a wizard. About ten minutes. Then the window does the work.

  1. 1

    Name the survey and set the dates

    Give it a title. Pick an open date, a close date, and a release date on the timeline.

  2. 2

    Choose the audience

    All employees, or one OrgOrg group. The list comes from your directory, so it is already current.

  3. 3

    Set the confidentiality rules

    Choose the minimum response count, who can see company results, and who can see text answers.

  4. 4

    Watch the responses land

    The survey page shows completed, started, to do, and declined, plus the audience with a mark next to each person who is done.

OrgOrg vs. Culture Amp

The benchmark leader against the survey that lives in your directory.

CapabilityOrgOrgCulture Amp
Engagement surveys
Best-in-class
Confidential responses
Industry benchmarks
Private to your org
Largest dataset in the category
Question set
One default template
Library and consulting
Performance reviews
Goals / OKRs
1:1s
Learning paths
Directory / org chart
Limited
Go links, smart groups, on-call
Pricing model
Self-serve, per seat
Enterprise minimums

Deeper comparison: OrgOrg vs. Culture Amp →

OrgOrg vs. Officevibe

A full engagement survey against a weekly manager pulse.

CapabilityOrgOrgOfficevibe
Pulse surveys
You set the cadence
Weekly by default
Confidential responses
Curated question library
One default template
Manager-focused library
1:1s with templates
Pre-canned 1:1 conversation prompts
Bring your own
Goals / OKRs
Limited
Performance reviews
Limited
Directory / org chart
Go links, smart groups, on-call
Recognition
Pricing model
One price, every app
Separate plans per module

Deeper comparison: OrgOrg vs. Officevibe →

Engagement surveys, defined

The words you will meet when you run one.

Employee engagement survey
A company-wide questionnaire that measures how people experience their work, their manager, and the company's direction. Usually run once or twice a year with a fixed set of statements.
Pulse survey
A short survey, a few questions, sent often. Trades depth for frequency. An engagement survey trades frequency for depth.
Seven-point scale
A Likert scale from Strongly disagree to Strongly agree with a neutral midpoint. OrgOrg's default statements all use it, so answers compare cleanly across themes.
eNPS
Employee Net Promoter Score: promoters minus detractors on the question of whether someone would recommend the company as a place to work. OrgOrg's template asks the recommend statement on its seven-point scale.
Confidential response
An answer stored without the responder's name. OrgOrg marks every survey response confidential and shows it as Anonymous.
Minimum response count
The number of responses a report needs before it can be shown. It keeps a small team from being identified. OrgOrg's default is three.
Response rate
Completed responses divided by the audience. The survey page shows it live, with completed, started, to do, and declined broken out.
Release date
The date the survey's results release. OrgOrg asks for it alongside the open date and the close date when you create the survey.

Frequently asked

What is an employee engagement survey?

An employee engagement survey asks every person in a company how they feel about their work, their manager, and the company's direction. Most questions are statements with an agree-or-disagree scale, so results can be compared across teams. A few open questions catch what the scale misses. Leaders use the result to find the teams that need attention and the practices worth copying.

How is an engagement survey different from a pulse survey?

A pulse survey is short and frequent: a handful of questions every week or month. An engagement survey is longer and less frequent, usually once or twice a year, and covers the full picture: leadership, enablement, alignment, and confidence in the company. OrgOrg ships the full question set. You choose the dates and the audience, so you decide the cadence.

Are responses anonymous?

Responses are confidential. OrgOrg stores each answer without the responder's name, and a response shows as Anonymous in the app. When you create a survey you set a minimum response count (three by default), choose who can see company results, and choose who can see text responses: the manager chain by default, or a group you pick.

What questions does OrgOrg ask?

The default template has 19 statements across five themes: engagement, leadership, enablement, alignment, and company confidence. Each uses a seven-point scale from Strongly disagree to Strongly agree. Three open questions follow: what the company does well, what it does not, and what the survey should have asked. Statements name your company and each person's manager automatically.

Can I survey one team instead of the whole company?

Yes. The audience step offers All Employees or a custom list. A custom list is any group in OrgOrg, so a survey can go to one department, one office, or a group you build by rule. Each person in the audience gets the survey on their Feedback page.

How long should the survey stay open?

Set an open date and a close date when you create the survey. People can answer only inside that window. Two weeks is a common choice: long enough to catch people on leave, short enough that the result reflects one moment. The survey page shows how many people have completed, started, or declined, so you can decide whether to extend.

How do people know a survey is waiting?

The survey appears on each participant's Feedback page as soon as it opens, in the same list as their peer feedback requests. The survey page lists the audience with a mark next to each person who has completed it, so a manager can follow up in person.

Does OrgOrg have industry benchmarks?

No. OrgOrg surveys are private to your organization, and there is no cross-customer benchmark dataset. If scoring against industry peers is your top criterion, Culture Amp is the stronger choice. OrgOrg is built for teams that want an honest read on their own company, with the survey next to the tools people already use.

How is OrgOrg different from Culture Amp?

Culture Amp is an enterprise employee-experience platform with the largest benchmark dataset in the category, a learning module, and a consulting practice. OrgOrg gives you the engagement survey inside a suite that also holds peer feedback, 360 reviews, the org chart, go links, and on-call. It is self-serve, priced per seat, and takes hours to set up instead of weeks.

How is OrgOrg different from Officevibe?

Officevibe (now Workleap) is a manager tool: weekly pulse surveys, a curated question library, and 1:1 templates. OrgOrg runs a full engagement survey rather than a weekly pulse, and it sits next to the directory, go links, and feedback tools people open every day. If you only need a lightweight pulse cadence, Officevibe is the safe pick. If you want the survey inside your daily stack, OrgOrg replaces several tools at once.

Is the survey connected to peer feedback and 360 reviews?

Yes. Engagement Surveys is part of the OrgOrg Feedback app. The audience groups, the people directory, and the manager chain are the same ones peer feedback and 360 cycles use. You set up the org once, and every survey inherits it.

How much does it cost?

Engagement Surveys is included in OrgOrg. There is no separate survey module and no per-survey fee. Start free; the plans page lists the current per-seat tiers.

Find out what your team really thinks.

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