This article will guide you step-by-step on how to create an employee survey about sense of belonging. If you want to save time, you can generate one instantly with Specific.
Steps to create a survey for employees about sense of belonging
If you want to save time, just click this link to generate a survey with Specific.
Tell what survey you want.
Done.
That’s it—you don’t even need to read further. With AI survey tools like Specific, you get a survey expertly composed in seconds. The AI even asks respondents smart follow-up questions, unlocking deeper insights for you to act on.
Why employee sense of belonging surveys matter
Building a strong sense of belonging at work isn’t just a nice-to-have—it’s essential for thriving teams and healthy organizations. If you’re not running sense of belonging surveys, you’re missing out on:
Higher engagement and productivity: Employees who feel they belong are 3 times more likely to look forward to coming to work, and 5 times more likely to stay long-term [1]. That’s a huge return for minimal effort.
Reduced turnover: When companies don’t foster belonging, 80% of employees who feel disconnected consider leaving within 12 months [3]. That departure rate costs teams dearly in lost expertise and hiring expenses.
Top performance and growth: The numbers don’t lie—employees with a strong sense of belonging are 56% more likely to be high performers [2]. Plus, companies with inclusive cultures see 50% lower attrition rates and lower burnout [4].
If you’re not regularly investing in these kinds of feedback tools, you’re missing clear opportunities for improvement and risk increasing turnover. The importance of employee recognition surveys and collecting actionable employee feedback has never been more urgent.
What makes a good survey on sense of belonging
Building a smart, effective survey is all about structure, tone, and approach. Here’s what matters most in sense of belonging surveys:
Clear, unbiased questions: Ambiguity confuses employees and muddies your data. Every question should be straightforward and easy to answer honestly.
Conversational tone: Surveys should sound like a friendly chat, not a legal deposition. This setting encourages open, honest responses.
Questions that dig a little deeper: Asking thoughtful follow-ups makes a huge difference.
Bad practices | Good practices |
|---|---|
Vague or overly complex wording | Clear and simple language |
Leading or loaded questions | Neutral, open-ended prompts |
No follow-up logic | Real-time probing for context |
Ultimately, you’ll know your survey works if you’re getting high response rates—and, just as important, high quality answers that reveal how your employees really feel.
Types of questions for an employee survey about sense of belonging
There’s more than one right way to ask survey questions, but some approaches work better than others for collecting meaningful feedback from employees. Mixing question types is key for unlocking insights.
Open-ended questions are perfect for uncovering hidden pain points and motivations. They let employees share in their own words. Use these early in the survey or as follow-ups. Two examples:
In your own words, what does “belonging” at work mean to you?
Can you describe a time when you felt especially included or excluded at work?
Single-select multiple-choice questions collect structured data for fast analysis. They’re ideal for benchmarking views and tracking change over time. Example:
How often do you feel like an accepted member of your team?
Always
Often
Sometimes
Rarely
Never
NPS (Net Promoter Score) question types are increasingly popular for measuring overall sentiment, especially around belonging. You can generate a NPS survey for employees about sense of belonging instantly. Example question:
On a scale from 0 to 10, how likely are you to recommend our workplace to someone seeking a strong sense of belonging?
Followup questions to uncover “the why” are crucial for moving beyond surface-level data. Use them when you need clarification or want more context about a key response. For example:
What makes you feel that way?
Is there something that would help you feel more included?
Want to explore even more great prompts? Check out these best questions for employee survey about sense of belonging, along with tips on structuring them to get honest, actionable feedback.
What is a conversational survey
A conversational survey turns the tedious experience of filling out forms into a quick, engaging chat. Instead of static lists, the survey adapts in real-time, probing gently for clarity and detail. The result? Better engagement, richer responses, and higher completion rates. AI survey generation is transformative compared to manual survey building—no more dozens of mouse clicks or reformatting questions. You chat, the AI builds—done.
Manual surveys | AI-generated surveys |
|---|---|
Static, repetitive forms | Real conversation with smart follow-ups |
Requires manual setup and structuring | Instant creation from a plain-language prompt |
Dull for respondents, low completion rates | Feels personal, engaging—like a chat |
Limited insight, hard to analyze qualitative data | AI-powered summaries and analysis |
Why use AI for employee surveys? You get expert-quality questions, optimized for your topic and audience, in seconds—not hours. With AI, you unlock the true potential of conversational surveys: more honest data, adaptive follow-up, and ultimately, better insights. We designed Specific to offer best-in-class conversational survey experiences, making feedback easier—and more rewarding—for everyone involved. If you want a practical walk-through, check out our detailed guide: how to create a survey.
The power of follow-up questions
Think about every time you’ve received a vague survey reply and wished you could ask for more detail. That’s what follow-up questions do—they’re critical for turning so-so answers into game-changing insight. Specific’s AI follow-up system listens and responds in real time, just like an expert interviewer. It saves you hours following up manually, making each survey a living conversation, not a cold questionnaire.
Employee: “I sometimes don’t feel included.”
AI follow-up: “Can you share a recent example of when you felt that way?”
How many followups to ask? In most sense of belonging surveys, we recommend 2-3 follow-ups per key question. The goal is thorough context—without overwhelming your employees or being repetitive. With Specific, you can set followup depth, and the AI stops when it has enough detail.
This makes it a conversational survey—suddenly, every respondent is having a one-on-one chat, sharing things a static form could never reach.
AI survey response analysis is now effortless. Even if you gather hundreds of open-ended replies, you can analyze all responses using AI instantly—distilling key themes, summarizing qualitative data, and spotting trends without manual effort.
These automated followups are a new breed of survey technique. Try generating a survey and see for yourself just how much deeper your insights can go.
See this sense of belonging survey example now
Don’t miss the chance to truly listen to your team and drive real change—harness the power of conversational, AI-driven surveys to capture the insights that matter most.