Employee surveys for HR: engagement, eNPS and pulse

No. The only limit tied to company size is the number of completed responses per month on the paid plans, 2,000 or 10,000, and you can run as many surveys as you like. For scale, a monthly pulse survey at a 1,000-person company comes to no more than 1,000 responses a month. Every price is listed on the pricing page.

Yes. The Free plan includes templates, the AI assistant, scales, smileys and open questions, a link and QR code, a summary by question and every individual response: unlimited surveys, one active at a time, with up to 10 questions each. Pro adds the eNPS question with the score, branching and follow-up questions, an email with each response as soon as it's submitted, Slack or Telegram notifications, scored quizzes, a PIN, your logo, CSV and XLSX export and two team seats. Expert adds links and stats by department, pulse survey waves, hiding Pollsar branding and five team seats. Prices and the full feature list are in the plan comparison.

Yes. Pollsar's HR templates are available on every plan. Each has fewer than 10 questions, so a whole template fits into a free survey: copy it, add your departments and share the link. The rule that shows a follow-up question only to unhappy respondents works on a paid plan.

Subtract the percentage of detractors (0 to 6) from the percentage of promoters (9 and 10); passives, who give a 7 or 8, are left out of the subtraction. The score runs from −100 to +100, and it's worth comparing with your own previous round rather than with other companies' numbers: industries and working conditions differ. Ask “How likely are you to recommend us as a place to work?” in exactly the same words and at the same interval, say once a quarter, or the rounds won't be comparable. The NPS question with a ready-made score is available on a paid plan.

Start with a short survey of 7–10 rating-scale questions plus one open question, “What should we change first?” Then repeat it every quarter or every six months with the same wording: that's the only way to see whether engagement is rising or falling. After each round, share the results with the team along with one or two decisions you've made: when people see that the survey changes something, they answer more willingly next time. A template of employee engagement survey questions is ready to go.

Keep it short: 3–5 rating-scale questions that take a couple of minutes, plus one open question, “What should we improve next month?” Don't change the wording or the scale between months, leave the survey open for about a week, and look at the three-month trend rather than a single round: a one-off dip may just be a crunch period. On the top-tier plan each month is stored as a separate wave; on the other paid plans, you start each new round by duplicating the survey. Step-by-step instructions for opening a new wave are in the help center.

Yes. If you have many departments or need a breakdown by tenure and role, add the question “Which department do you work in?” at the start and sort the responses in the XLSX export on a paid plan. Don't split results into groups smaller than five people: in a small team every answer is recognizable, and people write more cautiously.

Yes. For a survey that fits the task on the first try, tell Pollsar's AI assistant three things: who you're asking, what you'll decide based on the results, and how many minutes people have. For example: “3-minute survey for the call center: workload and schedule, deciding whether to change shifts.” The assistant works on every plan, including the free one.

Yes, scored quizzes work on a paid plan. Decide in advance what score counts as a pass, say 8 out of 10, and set up the final pages around that threshold. A month later, ask the same questions again: the comparison shows whether the knowledge stuck after the training. Each employee's score and answers are visible in their response.