An employee value proposition survey reveals how your workforce truly perceives your organization's benefits, culture, and unique offerings. Understanding employee perception is crucial, as it gets to the heart of why people join and stay.
Getting honest feedback means asking the right questions—with smart follow-ups that go beyond surface-level answers. If you want to launch one, you can create surveys with AI in minutes and uncover what your team really thinks.
25 essential questions for your employee value proposition survey
Here are the best questions for EVP assessment, complete with AI follow-up configurations for deeper employee insights:
Awareness
1. How would you describe our organization’s Employee Value Proposition (EVP) to a friend?
- Follow-up intent: Ask for specific examples or phrases they would use. Explore where they learned this.
- Stop rule: When the respondent cannot provide more details.
2. On a scale from 1-10, how clear is our EVP to you?
- Follow-up intent: Ask what made it this clear or unclear (push for concrete factors).
- Stop rule: When further clarification repeats previous points.
3. Where did you first hear about our EVP or employee benefits?
- Follow-up intent: Ask if that source influenced their perception; clarify specifics.
- Stop rule: When there’s no additional context or memory.
4. Can you name three unique aspects of working here?
- Follow-up intent: Probe to understand why these aspects stand out.
- Stop rule: When all aspects are fully explained.
5. Do you know what our EVP promises, and do you think the company delivers on them?
- Follow-up intent: If “no,” ask which promises feel unclear or undelivered.
- Stop rule: When all gaps are mentioned.
Differentiation
6. What sets our organization apart from others you’ve worked for?
- Follow-up intent: Request comparison with specific previous employers.
- Stop rule: When all notable differences are explained.
7. Which aspects of our culture or benefits influence your decision to stay?
- Follow-up intent: Ask for concrete examples or stories.
- Stop rule: When no more stories or examples are offered.
8. How would you compare our EVP to industry competitors?
- Follow-up intent: If they have experience, probe for direct comparisons; if not, ask about their impressions.
- Stop rule: When further comparisons are repetitive or vague.
9. What do candidates or new hires say about our EVP?
- Follow-up intent: Ask for examples of positive and negative feedback shared with them.
- Stop rule: When no further anecdotes can be recalled.
10. Is there something you wish our EVP offered that competitors do?
- Follow-up intent: Probe for details about why it matters and how it impacts their loyalty.
- Stop rule: When all improvement ideas are shared.
Benefits
11. Which employee benefits do you value the most?
- Follow-up intent: Ask how these benefits impact their daily life or retention.
- Stop rule: When specific impacts can’t be further detailed.
12. Are there benefits you rarely use? Why?
- Follow-up intent: Probe for ideas to make those benefits more relevant.
- Stop rule: When no further suggestions arise.
13. How satisfied are you with our overall compensation package?
- Follow-up intent: If dissatisfaction, ask what’s missing or could be improved.
- Stop rule: When all specifics are given.
14. How well do our benefits support your career advancement?
- Follow-up intent: Request examples of how benefits have helped (or failed).
- Stop rule: When the explanation is complete.
15. How does our approach to personal empowerment (“owning your work”) compare to your expectations?
- Follow-up intent: Probe for times when expectations were exceeded or missed.
- Stop rule: When stories or examples are exhausted.
16. What social impact initiatives from our company matter to you?
- Follow-up intent: Ask for reasons why these initiatives resonate or fall short.
- Stop rule: When no further comment.
17. How do you rate our support for work-life balance?
- Follow-up intent: If not perfect, probe for situations where support was lacking.
- Stop rule: When all examples are given.
18. Which part of our benefits package could be improved the most?
- Follow-up intent: Push for practical ideas, not just complaints.
- Stop rule: When no new suggestions.
19. Do you feel your compensation matches your contributions?
- Follow-up intent: Ask for specific situations where they felt it did or didn’t.
- Stop rule: When all such events are described.
20. Would you recommend our total rewards package to others?
- Follow-up intent: Probe for reasons behind their decision.
- Stop rule: When no more explanations.
Culture
21. How would you describe our company culture in a sentence?
- Follow-up intent: Probe where this impression began, and if it’s changed over time.
- Stop rule: When narrative or impression is fully explained.
22. When have you felt most included or excluded at work?
- Follow-up intent: Ask what the company could do to increase inclusion.
- Stop rule: When all ideas are covered.
23. How frequently does our company ask for your opinion?
- Follow-up intent: If not frequent or meaningful, probe what would work better.
- Stop rule: When improvement suggestions are done.
24. Are there hints of disconnect between stated values and real culture here?
- Follow-up intent: Request examples, both positive and negative.
- Stop rule: When no further examples come up.
25. What one thing would you change about our culture to make it better?
- Follow-up intent: Probe for potential impact and ways to make this happen.
- Stop rule: When ideas and potential results are clear.
Covering these awareness, differentiation, benefits, and culture questions makes sure you capture a holistic picture of employee perception. After all, only 16% of employees say they know what their employer’s EVP actually is, and just 33% feel companies deliver on EVP promises—so asking directly is crucial. [2]
Why conversational surveys capture authentic employee perception
Traditional employee surveys often miss the “why” behind ratings and responses. A conversational survey uses AI follow-ups to uncover hidden sentiments—going deeper than checkbox questions.
When employees answer a simple satisfaction question, the magic happens as the survey asks, “Can you share a moment when you felt this way?” Suddenly, a plain rating uncovers real moments of pride or frustration. The automatic AI follow-up feature helps clarify, dig deeper, and bring context HR teams might miss in static forms.
This isn’t just smart tech—it’s about making the survey feel like a conversation with a trusted HR partner, not just a cold form to fill out.
Traditional EVP Survey | Conversational EVP Survey |
|---|---|
Limited to static questions; insight stops at first answer | Dynamic probing reveals motivations and context |
Lower engagement and less honesty | Higher honesty—employees share more in chat format |
Hard to interpret open-ended responses at scale | AI summarizes and clusters employee themes instantly |
One-size-fits-all, not personalized for respondent | Feels tailored to each individual’s experience |
With only 25% of employees believing their company gathers feedback effectively, switching to conversational EVP surveys can make a world of difference. [3]
Analyzing employee feedback to strengthen your EVP
To turn survey insights into EVP improvements, we rely on AI analysis that uncovers hidden patterns in employee perception data. You’re not just collecting feedback—you’re identifying perception gaps between what you want to deliver and what employees feel. Modern tools map out employee themes, spot missed expectations, and prioritize action areas.
Here are three powerful prompts for analyzing EVP survey responses with AI:
Summarize the top three reasons employees describe our EVP positively or negatively, using examples from their responses.
Analyze how our organization is seen as different from competitors in EVP, and identify one overlooked strength we can highlight.
Compare feedback about company culture with feedback about benefits—where is the strongest alignment (or gap) in employee experience?
The AI survey response analysis feature makes this kind of research intuitive. Just ask these questions in plain language and get instant thematic insights that help you close the gap.
Once you know the pain points, prioritize improvement efforts—especially for gaps where your intended and perceived EVP differ. Companies with a clear EVP see 29% higher employee commitment at the start and can lower turnover by up to 70% each year. [4]
Best practices for implementing your EVP assessment
Successful EVP assessment requires strategic planning and the right survey approach. Here’s what works:
Time surveys around key touchpoints—quarterly, annually, or after major changes
Survey separate employee segments (tenure, role, department) to spot hidden blind spots
Use in-product conversational surveys for continuous, integrated feedback collection
Boost response rates by communicating why the survey matters and how results will be used
Design surveys for mobile, and keep the language clear and friendly
Remember: with follow-ups that clarify and dig deeper, every survey becomes a real, two-way conversational survey—not just a static form. That’s what gets employees to open up and share authentically.
Good practice | Bad practice |
|---|---|
Surveying all employee segments separately to identify unique issues | Sending a single survey to everyone, missing key groups |
Pacing surveys to avoid fatigue and encourage thoughtfulness | Overloading employees with too many surveys at once |
Using conversational formats and AI follow-ups | One-size-fits-all forms with no clarification or context |
Acting on feedback and communicating outcomes | Letting feedback disappear into a black hole |
Consistent feedback keeps your EVP relevant—since 79% of employees think their company would benefit from more frequent feedback. [3]
Ready to understand your employee value proposition?
Now that you know the best questions for EVP assessment, create your own survey tailored to your organization’s unique culture and employee base. The Specific AI survey builder makes customizing questions and conversational follow-ups effortless—so you capture real employee perception and build a stronger EVP.