Automated Employee Engagement Surveys.

Send SMS or Email employee engagement surveys to your team to gain culture insights, give your people a voice, and track engagement — get started for free.

Make informed leadership decisions based on what your employees are saying

SurveyBot is an employee engagement survey tool that comes preloaded with short & tested employee surveys that give you the insights you need about your people and culture.

Find out what your employees really think with a modern-day suggestion box

Surveys are automatically sent out to your team as once, weekly, monthly, or any time you want. Give your team a safe and anonymous way to send you suggestions and feedback.

Culture Data & People Insights

Track the health of your company culture over time with a data-driven approach.

Automate the way you get suggestions and feedback from your people

  • Give your employees a voice
  • Ensure employees feel heard and valued
  • Get candid and critical feedback
  • Don’t be the last to hear about gossip
  • Short and simple surveys
  1. No per-seat pricing
  2. No yearly contracts
  3. No product demos
  4. No webinars
  5. No need to be an HR expert

Works for companies large and small

Gaining suggestions and feedback from your team is essential, no matter your company’s stage of growth.

Don’t be the last to hear about the good, the bad, or the gossip around the water cooler (or slack channel).


The Employee Survey Tool Companies Use to give their team a voice, get valuable suggestions, and track engagement.
(Minus The High Costs)


$17 USD per mo

  • 1 Admin
  • Unlimited Automated Surveys
  • 20 Employees / Recipients
  • 20 Email Survey Credits
  • 20 SMS Surveys Credits
  • Community Support


$47 USD per mo

  • Unlimited Account Admins
  • Unlimited Automated Surveys
  • Remove Survey.Bot Branding
  • 1,000+ Employees / Recipients
  • 1,000+ Email Survey Credits
  • 1,000+ SMS Survey Credits
  • Premium Support

No long term contracts  
No logins needed for each employee
No “per employee” pricing

General Employee Engagement and Surveys FAQ

  • What is employee engagement and why does it matter?

    Employee Engagement is the personal commitment each staff member has for their job, coworkers and company. That commitment reflects how well they feel their current employer serves their overall personal and career aspirations, how driven they are to contribute to the company they work for and make their employer successful, and how satisfied their personal motivators are by their roles.

    While it can be overlooked, high levels of engagement lead to improved profitability, sales, employee performance, productivity, safety records whilst also reducing staff turnover and absenteeism. It is believed that disengagement costs US employers up to $550 billion per year as productivity drops by as much as 25% in workforces who are not engaged.

  • What are employee engagement surveys? What do they measure?

    An Employee Engagement survey assesses just how motivated and committed your employees are to being the best they can be each day. An engagement survey gives insights into the thoughts, attitudes and perceptions your team bring to work and how it impacts their performance.
    Surveys provide observations that can influence how enterprises manage their culture, working environment and overall human capital.

    They can also simply act as a modern day suggestion box for the digital workforce. 

  • Whats the difference between employee engagement and job satisfaction?

    This is an area of confusion for many. Engagement occurs when employees turn up work motivated to do what they can to achieve success for the company they work for. It is the innate will to succeed driven by the alignment between their personal and company goals. 

    For example, Mary’s hours are 9am-5pm but she arrives at 8.45am because she is excited to get started on time. She often stays late because she feels she can make a difference to each client she works with. Mary is driven by the opportunity to impact people because this is the work she truly wants to do and your company puts her career on the right path for her. Mary is fully engaged and willing to go the extra mile every time for your customers and company.

    Job satisfaction is about enjoyment and extrinsic factor satisfaction. For example, Jacob has worked in administration for your plant for 5 years. He is paid well, enjoys the team he is in, receives excellent benefits and has been promoted twice. He has flexibility to clock off early on a Friday and rarely finds himself in challenging scenarios. The job hits all of the basic needs for financial and personal security but doesn’t feel like it’s a calling. He will do enough and may work overtime when needed but the same personal ambition to be a success is not there. Jacob is satisfied but doesn’t feel an innate drive motivated by the work he does.

  • Should I be using an employee survey tool / is this right for my company?

    Many companies use employee engagement surveys because they understand passion, purpose and alignment across the team impacts performance. A survey is not just a routine business practice, it is a platform for your employees to voice their honest opinions, give feedback and feel heard. Where employee opinions are valued, they are 4.6 times more likely to treat company success as their own and strive for better results. 

    If you face challenges with turnover or absenteeism; if you think you can get more out of your team than you currently do; if you want to understand what is and is not working; if employee performance impacts your business success; if you want to maintain high standards you should be conducting employee engagement surveys.


  • What can we learn from employee surveys?

    Engagement surveys aren’t just about hearing your team. It is about empowering them to do their best work and empowering your leadership to facilitate collective success. In tangible terms, engagement surveys reveal:

    • The intent employees have to stay long term with your business 
    • The conditions impacting employee performance
    • The effectiveness of your management at leading the team to get results
    • The opportunities and weakness of your performance management practices
    • The opportunity to make changes for the betterment of the company
    • The employee performance and commitment in line with changes over time
    • The intrinsic motivators of your employees
    • The needs for training, new equipment or further support within the team
    • The employee experience with regard to inclusivity, fairness and diversity
    • The willingness of your team to use discretionary effort to achieve success
  • What is the science behind employee engagement surveys?

    Engagement surveys leverage what we know of psychology, sociology and neurology to understand the cognitive experience and conditions of the employee in order to enable improvement in performance over time. Surveys are designed to elicit responses that measure cognitive commitment (purpose), emotional attachment (trust), employee happiness, pride, the overall employee experience (EX) and how these factors impact behavioral outcomes. The relationship of these specific measurements are manifested in employee performance.

    By understanding these metrics, leadership is empowered to create an experience that encourages enhanced performance, increased loyalty and better business results. Feedback from the surveys can be used in conjunction with 1:1s, wider team meetings and strategy sessions to align business goals with individual career aspirations for harmonious benefit. 

  • What types of questions are asked in employee engagement surveys?

    Engagement surveys use a variety of open and closed ended questions to understand how the employee experiences performance management strategies. Many surveys use the Likert ratings system where employees choose from canned responses or a numerical set. 

    For example: From 1-5, rate how you are feeling at work? Or, my suggestions are valued and enacted at work – a. Strongly Agree b. Agree c. Neutral d. Disagree e. Strongly Disagree. 

    Closed question surveys allow the surveyor to quantify and score outcomes overall. This can then be used to chart performances overtime, compare departments and highlight specific areas of concern. 

    Open ended questions give employees the space to voice concerns specific to them or their experience. For example: “how would you describe your relationship with your manager?” “What are your personal goals in this role?”, “Have you any additional comments to include?”.

  • What is a pulse survey?

    Pulse surveys take a snapshot of how engaged employees are feeling a few times a year. They may be limited to individual teams, departments or extended to the entire company. They often show trends of when employee morale and engagement dips or begins to decline allowing for pinpointing of potential issues.

  • How often should we do surveys?

    The truth is that it depends. Amazon runs a 2 question survey every day with their teams as they log in simply asking how the employee is and what their opinion of different issues are. 

    Some factors worth considering are performance and morale over time, significant change experienced in recent times, churn (turnover) rates and any potentially concerning metrics. These would suggest that bi-weekly, monthly or bi-monthly surveys should be considered.

    We would advise against overly frequent large surveys as this tends to discourage responses. By the same token, annual surveys and feedback is just not enough. Employees should be heard on a regular basis. Short surveys can be conducted weekly, biweekly or monthly and larger engagement surveys every quarter would represent best practice.

  • How do we get the team to respond to surveys?

    A solid response rate for the survey is around 70-80% as this provides actionable results. Most employees are delighted to be asked for their feedback and opinions but to ensure representative response rates there are a few things you should do.

    1. Pick a good time. Make sure there is some freedom in the team schedule before sending out the survey.
    2. Make a formal announcement. Whether by email or in person, let the team know you will do a survey and what you hope to get out of it. 
    3. Send reminders. SurveyBot automatically sends reminders with a link to the survey to make it easy and automated. 
    4. Hold team leads and management accountable. Don’t impose penalties but do ask them to assist in getting full participation. 
    5. Reassure anonymity. If you are procuring anonymous feedback, give reassurances where possible of who can see the responses. 
    6. Don’t overdo it with surveys. Too many surveys lead to reduced responses. Having them at the same time each month or quarter helps them to build a habit of responding.
    7. Discuss the results and put them into action. Nothing renders a survey more pointless to employees than not discussing or actioning their feedback
  • What should I do with the survey results?

    Surveys are designed to understand and amplify success and solve failures. It is most valuable to communicate the takeaways to the team and let them know what will be done going forward as a result of the survey. 

    If it is appropriate, create focus groups or task teams to review the results and consider the meaning from a business standpoint. Empower the team to create action items and strategies. Once this process has been concluded, communicate the strategy and action items to the surveyed team. With the buy-in of each team member, you will be able to create cohesive momentum.

  • SurveyBot Overview

  • Why should I use a SurveyBot survey?

    While there are numerous survey providers, there are none with the transparency, flexibility, affordability, insightfulness, and actionability of SurveyBot. Our platform allows you to custom build your own survey or use our short and tested versions at an affordable rate to achieve real results for your team. 

    Anonymity is protected as we send surveys directly to your team via email, Slack or SMS for those who might not use a computer, like people at a cafe or hospital. Give employees a voice, find out what matters and gain insights into your culture and engagement quickly without having to integrate an entire software system into your tech stack. 

    Simply login, choose a survey template or custom build your own survey, import the contacts you want to survey, and schedule it and it will automatically send as needed. SurveyBot compiles the results and keeps information relevant and accessible with clear survey reports and analytics. 

    While most providers charge a costly per expected participant rate or per employee fee, SurveyBot offers you a free version or an extremely affordable monthly rate. We encourage everyone to use the free-trial so you get a full understanding of exactly what you can achieve. 

  • Who can I survey?

    Provided you have the right contact details and permissions, you are free to survey whoever is on the team. With our starter package, you can create unlimited automated surveys for up to 100 people. With a subscription, you can send unlimited automated surveys to 1000+ employees any time. The world is your survey-able oyster.

  • How many questions are in the Surveybot survey and how long do they take?

    SurveyBot uses quick, one-question surveys with space for additional feedback meaning your employees lose next to no time responding. Employees are posed with one question and asked for a rating from 1-5. The questions are fully customizable to help you explore the areas important to your organization. 

    With the busy environments facing most workforces, there is an increasing reluctance to get bogged down answering long-winded surveys. Our survey makes things quick and to the point but doesn’t deny employees the opportunity to express themselves. 

  • Do the questions use the rating scale or are they open-ended for individual feedback?

    Both. We believe it is important to be able to explore specific themes and experiences of the full team to understand if engagement strategies are successful as a whole. The closed questions allow you to quantifiably compare experiences historically and across teams and departments. 

    However, it is equally important that your employees are allowed to express themselves as individuals. There are gold nuggets to be derived from each employee so facilitating that expression is vital. No two experiences are the same so SurveyBot gives you the best of both worlds.

  • Are there different templates or customizable features I can use?

    Yes, SurveyBot has a selection of templates available to help you get started. We will be expanding the number of pre-built templates in the near future.
    In addition to the templates available, we also make each question fully customizable and edit-friendly. If our template doesn’t quite match your specific needs, you are free to make adjustments to fit.

  • How will I know who has yet to respond?

    Mandatory surveys are not a sign of positive engagement so we avoid making participation mandatory. However, respondents have the option to provide their names if they are comfortable so you may be able to understand who you are waiting on. In most cases anonymity is important to participants so having a degree of tact should be stressed.

  • Can you do surveys in different languages?

    Absolutely. We live in diverse, multicultural societies nowadays so you have the option to customize your survey to any language.

  • Is there a paper version available?

    No. SurveyBot services are digital-only. Reporting, participation and anonymity are much more convenient to participants in the digital realm so that is where our surveys are distributed.

  • Where do I find the results and when are they available?

    Once your team has completed the survey, your results will be published to your private dashboard. Your results are then able to review the analytics reports, statistical responses, helpful charts and any comments left by your team. This allows you to grasp the views of your team with a rounded perspective and drive real change at your organization.

  • Does SurveyBot do benchmarking over time?

    Tracking progress over time is important to our clients because growth and progress matter. To help you track progress, we have constructed a platform for you to measure growth against previous surveys to see how far you have come.

  • What do I do after the survey?

    Once you have had time to review the report and digest the information, the most important thing to do is speak with the team. Employees always want to know that there is a purpose to taking part. Make sure they understand your intention to action new plans based on the results. If the survey is part of a longer-term engagement strategy, ensure the team knows that.

    When you have compiled enough information to make decisions, bring stakeholders together to discuss a path forward. What results need to be addressed, who needs to be represented and how can you move forward together toward better business success? Engagement relies on participation so make sure that your solutions appreciate the position of your team and why they are experiencing high or low levels.

  • Privacy & Security

  • How are your surveys sent?

    Engagement surveys are sent directly to the participants by SMS, Email or Slack depending on the choice of the survey creator. You can manage who, how and where surveys are sent.

  • Are your surveys anonymous?

    Yes, unless the participant chooses to add their name. All of our surveys are sent directly to the employee via SMS or Email. Once the participant completes a survey, they are compiled within the reports and no names will be displayed. Only participants who have elected to have their names visible won’t be kept anonymous. We don’t track IP addresses or locations.

  • Who can access the results? Will my manager be able to see my responses?

    The results are accessible to anyone with the SurveyBot admin login details or whoever the administrator chooses to share with. Survey participants don’t use or need a log in to access the survey.

  • How are responders’ information securely protected?

    SurveyBot prides itself on maintaining security and compliance standards. In order to abide by the highest GDPR standards, SurveyBot subscribes to the mandate handed down by European Union GDPR Article 32 as of May 2018. We choose the EU GDPR article mandate as they are the most stringent and strict of any major government. It compels companies to be more accountable for data protection by assessing and mitigating all potential risks and conducting regular tests on the security of your data processing.

    User Level Security
    In compliance with the highest standards of security, we safeguard your data by fully encrypting each survey response as they are submitted. This means that all answers are converted into ciphertext as soon as the employee hits send leaving no room for error. In addition, we commit to only retaining any information collected for as long as it is necessary to fulfill your requested service.

  • Support & Billing

  • What integrations does SurveyBot currently support?

    We are working hard on building integrations with Slack, Google, Microsoft, Workday, and many other HR tools.

  • Who can we contact for support?

    Reach out at hello(at)

    SurveyBot is super straightforward to get started by yourself but just in case you run into trouble, we have support on hand. The starter package can avail of the community support option which is free to access. 

    Our pro package members will have dedicated premium support people to help you with anything you need during the survey creation, interpretation, and anything in between.

  • How does billing work?

    SurveyBot has two offerings, our free starter package and our pro package which is billed each month. For the Pro Package, the selected credit card is billed at $47usd per month excluding/including tax.

  • Is there a yearly contract?

    Nope. We don’t believe anyone should be locked into an annual subscription for their surveys. Our subscription model is set up solely on a month-to-month basis.