{"id":1260,"date":"2026-10-28T08:00:17","date_gmt":"2026-10-28T07:00:17","guid":{"rendered":"https:\/\/jobrewards.io\/"},"modified":"2026-10-13T09:42:41","modified_gmt":"2026-10-13T07:42:41","slug":"employee-satisfaction-survey-mto-25-sample-questions","status":"publish","type":"post","link":"https:\/\/jobrewards.io\/en\/employee-satisfaction-survey-mto-25-sample-questions\/","title":{"rendered":"Employee satisfaction survey (MTO): 25 sample questions"},"content":{"rendered":"
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A Employee satisfaction survey<\/strong> (MTO) provides HR with a broad overview of how employees experience their work and work environment, from leadership and collaboration to appreciation and development. Use the 25 sample questions below as a basis for your own MTO. The value lies in patterns that HR and managers can discuss and follow up on.<\/p>\n

What is an employee satisfaction survey?<\/strong><\/h2>\n

An MTO is a periodic questionnaire about multiple aspects of the employee experience. It is broader than a pulse survey. With an MTO survey, you can broadly assess the strengths and weaknesses. A pulse survey can then be used to monitor some priority topics more frequently.<\/p>\n

Preferably combine survey data with other signals. These seven measurement points for employee experience<\/a> help to look at satisfaction alongside, for example, engagement and retention.<\/p>\n\n\n\n\n\n\n
MTO<\/td>\nPulse survey<\/td>\n<\/tr>\n
Wide: several HR topics<\/td>\nBrief: some current topics<\/td>\n<\/tr>\n
Periodic measurement<\/td>\nRegular follow-up<\/td>\n<\/tr>\n
Provides a broader organizational view<\/td>\nShow changes more quickly<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

25 sample questions for your MTO<\/strong><\/h2>\n

For examples of statements, use:<\/p>\n

1 = completely disagree, 2 = disagree, 3 = neutral, 4 = agree, 5 = completely agree.<\/strong><\/p>\n

Keep the same scale if you want to compare your results later.<\/p>\n

Work and working conditions<\/strong><\/h3>\n
    \n
  1. I know what is expected of me in my position.<\/li>\n
  2. My workload is generally manageable.<\/li>\n
  3. I have the information and resources to do my work well.<\/li>\n
  4. I have enough time to perform my tasks properly.<\/li>\n
  5. My tasks fit within the time I have available for them.<\/li>\n<\/ol>\n

    Leadership and trust<\/strong><\/h3>\n
      \n
    1. My supervisor listens to the signals and concerns from the team.<\/li>\n
    2. I receive clear information about decisions that affect my work.<\/li>\n
    3. I feel free to discuss mistakes, worries, or problems.<\/li>\n
    4. Agreements within my team are kept.<\/li>\n
    5. I know who to turn to if I need support.<\/li>\n<\/ol>\n

      Low scores on openness and responsiveness require a conversation about it. trust in the workplace<\/a>, Not directly about a new HR program.<\/p>\n

      Appreciation and recognition<\/strong><\/h3>\n
        \n
      1. My contribution is noticed when I contribute something valuable.<\/li>\n
      2. The appreciation I receive feels specific and genuine.<\/li>\n
      3. Less visible work also receives attention within our organization.<\/li>\n
      4. Good contributions are acknowledged fairly within my team.<\/li>\n
      5. I notice that my work matters to the team or the organization.<\/li>\n<\/ol>\n

        A dedicated theme deserves praise. An MTO can make it visible and help employees feel that their efforts are seen and appreciated. Read also how recognition and employee satisfaction<\/a> can be connected with each other.<\/p>\n

        Development and feedback<\/strong><\/h3>\n
          \n
        1. I receive feedback that allows me to improve my work.<\/li>\n
        2. I have enough space to develop new knowledge or skills.<\/li>\n
        3. My talents are being put to good use in my current job.<\/li>\n
        4. I know which development opportunities are available within the organization.<\/li>\n
        5. I can talk openly with my supervisor about my development.<\/li>\n<\/ol>\n

          Engagement and connectedness<\/strong><\/h3>\n
            \n
          1. I understand how my work contributes to the goals of the organization.<\/li>\n
          2. I feel connected to my immediate team.<\/li>\n
          3. I feel heard when I bring forward ideas or suggestions for improvement.<\/li>\n
          4. I would recommend this organization as an employer.<\/li>\n
          5. I see myself working at this organization again in twelve months.<\/li>\n<\/ol>\n

            A low score on being heard takes on more meaning if you also pay attention to signals from others. a team that doesn't feel heard<\/a>. Do you want to assess involvement more broadly? Then combine the MTO with other ways to Measuring employee engagement<\/a>.<\/p>\n

            This is how you turn your MTO into a usable HR tool<\/strong><\/h2>\n