This article will guide you step by step to create an employee survey about change management. With Specific, you can build a full survey in seconds—simply generate your Change Management survey and gather actionable insights instantly.
Steps to create a survey for employees about change management
If you want to save time, just generate a survey with Specific. It's honestly as easy as it sounds. Here's all it takes:
Tell what survey you want.
Done.
You don't even need to read any further—AI does all the heavy lifting for you. It will create a custom survey packed with expert knowledge, and even asks employees smart follow-up questions to dig deeper and get real insights, not just surface-level responses. And if you want to build a different kind of survey, the survey generator lets you make one for any topic with just a prompt.
Why employee surveys about change management matter
Let's cut right to it: If you're not listening to how employees feel about changes in your organization, you're not just missing valuable opinions—you’re risking engagement, productivity, and retention.
Change initiatives are tough. Unclear communication? Frustrated teams. Poorly managed transitions? Higher turnover.
Regular, smart surveys about change management help you spot problems early and show employees you value their voice.
When you make improvement a two-way street, your culture, morale, and performance all benefit.
Look at the numbers—companies that actively collect employee feedback during change have seen a 25% reduction in turnover rates compared to those that don’t listen at all. That’s a huge chunk of talent staying put, just because you asked and listened! [1]
It’s not just about retention. Organizations that nail engagement efforts (often driven by actionable employee feedback) see a 21% increase in profitability. So, not running these surveys? You’re missing out on better business results, plain and simple. [2]
If you want more on why these surveys work, or best practices for analyzing responses, visit our guide on how to analyze responses from employee change management surveys.
What makes a good employee survey about change management?
The secret to a great survey? It's got to be clear, unbiased, and honestly—it should feel like a conversation, not an interrogation. That's what makes people open up and actually complete it.
Crafting the right change management survey questions means digging beneath surface-level jargon. Avoid leading or confusing questions. Instead, keep the language simple and relevant. The tone should inspire trust and honest dialogue.
Here's a snapshot of common approaches:
Bad practices | Good practices |
|---|---|
Ambiguous (“Do you like changes?”) | Specific (“How do you feel about the recent changes to our workflow?”) |
Biased (“Don’t you think the changes are great?”) | Neutral (“What impact have the recent changes had on your daily work?”) |
Cold tone (“Provide feedback.”) | Conversational (“We’d love your honest thoughts so we can improve together.”) |
The real measure of a good survey is the quantity and quality of responses you get—lots of honest, actionable answers. That’s what you want, and a conversational AI approach practically guarantees it.
What are the best question types for an employee survey about change management?
There's more to a great survey than just asking yes/no questions. Here's how you get rich data that helps you actually move the needle.
Open-ended questions are fantastic for going deep and hearing about real experiences straight from your team. Use them when you don’t want to limit answers or you want unexpected insights. Two examples:
What’s been your biggest challenge with adapting to recent changes?
How could management help make future changes easier for you?
Single-select multiple-choice questions make analyzing trends a breeze—great for when you want to see how people feel, at a glance. Use these to gauge overall sentiment or quantify opinions. For example:
How confident are you in understanding the reasons for the recent organizational changes?
Very confident
Somewhat confident
Not very confident
Not at all confident
NPS (Net Promoter Score) question: NPS is a staple for understanding loyalty and advocacy. It's a single, quantitative question, but shows you the big picture—and follow-ups can dig into the "why." If you want to generate a full NPS survey instantly, get your NPS survey for employees about change management here. Here's a sample:
“How likely are you to recommend working at this organization to a friend or colleague, given how change is handled here?”
Followup questions to uncover "the why": These are invaluable for getting context, depth, and actionable detail. Use them whenever a response could mean several things or you need the story behind the answer. For example:
Can you give a specific example of what helped—or didn’t help—during the last change?
What would have made that experience better for you?
If you want a deep dive into question design and more examples, check our article on best questions for employee surveys about change management.
What is a conversational survey?
Traditional, form-based surveys feel cold and one-way—you send questions, and hope for decent responses. But with conversational surveys, powered by AI, it’s a back-and-forth. Specific's system responds like an expert researcher, asking follow-up questions in real time based on employees' answers, which leads to richer insights and a much more human experience for everyone involved.
Manual surveys | AI-generated surveys |
|---|---|
Rigid questions | Dynamic, natural dialogue |
One-size-fits-all | Contextual, personalized follow-ups |
Static experience | Feels like a real conversation |
Difficult to create/modify | Edit anytime—like chatting with an AI survey editor |
Why use AI for employee surveys? With an AI survey generator, you remove the guesswork and time drain. You get deep, precise, actionable insights—without interviewing each employee yourself. Responses feel fresh and authentic, while you stay in control of tone and logic. Need to tweak the survey? You can do it via chat, thanks to Specific’s AI survey editor.
If you're curious how to build one from scratch, see this practical guide with more tips.
AI survey examples, especially conversational ones, deliver twice the value in half the time—and Specific gives you best-in-class user experience for both creators and respondents.
The power of follow-up questions
Follow-up questions are where conversational surveys truly shine. If you skip them, you often get responses that are vague or impossible to act on. With Specific’s automatic AI follow-up questions, the survey asks smart, contextual prompts in real time—just like a seasoned interviewer—unlocking deeper understanding instantly. No more chasing respondents with emails for clarification: the detail comes in the moment, and it feels natural for employees.
Employee: “The changes were hard.”
AI follow-up: “Could you share what specifically made the changes difficult for you?”
How many followups to ask? Usually, 2-3 are enough per answer to get the full picture. Specific even lets you control the depth, skipping to the next question once you have what you need. That way, you’re never overwhelming your team—but you always get the detail you want.
This makes it a conversational survey—and that's the key difference. Rich context, higher completion, actionable feedback.
Survey response analysis, AI response summaries, actionable insights: Even if you're dealing with open-ended followups and lots of unstructured responses, Specific's AI survey response analysis makes it easy to analyze themes, trends, and even have a chat with the AI about your results. It’s built for busy teams who want to understand, not just collect data.
These AI-powered follow-ups are a breakthrough—try generating your own survey and experience truly conversational employee feedback in action.
See this change management survey example now
Create your own survey and capture high-quality, honest feedback. Specific combines AI-powered surveys, expert follow-ups, and real-time analysis to help you make smarter decisions faster.