Personal growth
Support for personal initiatives and hobbies

Support for personal initiatives and hobbies

This survey assesses how employees perceive the company’s support for their personal initiatives, creative projects, and hobbies, as well as how these activities influence engagement, energy levels, and professional development. It is suitable for evaluating corporate culture, individuality support, and retention factors.

Use template

The Support for personal initiatives and hobbies survey explores how much room your culture gives people to pursue their own projects, creativity and interests. It asks whether hobbies help them recharge, whether they find time for personal initiatives, and how supported they feel by the company. The results connect individuality and recovery to engagement and retention.

What the “Support for personal initiatives and hobbies” survey measures

The survey measures how much employees' hobbies help them recover and sustain energy, how regularly they find time for personal initiatives outside work, and the barriers in the way: heavy workload, an irregular schedule, lack of energy, no suitable space, lack of manager support or personal circumstances. It also captures perceived company support for personal initiatives, the support formats people would value most (interest clubs, employee-led workshops, internal projects, creative spaces, flexible schedule, financial or material support), how personal interests contribute to professional growth, and the effect of that support on engagement. An open question gathers what would help people pursue their interests more.

Who the “Support for personal initiatives and hobbies” template is for

It fits HR, culture and employer-brand teams, internal community organizers, and leaders working on engagement and retention. It is especially relevant for companies with creative or innovation cultures, distributed teams that want stronger belonging, and organizations designing benefits, community programs or 20-percent-time style initiatives.

How to adapt the template to your needs

Adjust the support-formats list to what you can realistically offer by adding options like innovation days, budgets for side projects or mentoring, and removing those you cannot provide. Reframe the barriers question around your context, turn the engagement-impact item into a clear scale, and add branching so that people who rarely find time for initiatives are asked which single barrier or support format matters most to them.

Questions and answer options

Question type: single choice.
Answer options:
— They help a lot
— They mostly help
— They sometimes help
— They hardly help
Question type: single choice.
Answer options:
— Regularly
— From time to time
— Rarely
— Almost never
Question type: multiple choice.
Answer options:
— High workload
— Irregular schedule
— Lack of energy
— No suitable conditions or space
— Lack of manager support
— Personal circumstances
Question type: multiple choice.
Answer options:
— Interest-based clubs
— Employee-led workshops
— Internal projects or initiatives
— Creative or activity spaces
— Flexible schedule for personal projects
— Financial or material support
Question type: single choice.
Answer options:
— Significantly increases engagement
— Mostly increases engagement
— Does not influence engagement
— Sometimes decreases engagement
— Decreases engagement

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Frequently asked questions

The questions deliberately bridge the two: they ask how much hobbies help recovery and energy, how personal interests contribute to professional growth, and how company support for initiatives affects engagement. That lets you show leadership a concrete link between backing personal interests and workplace outcomes.
The formats question offers interest-based clubs, employee-led workshops, internal projects or initiatives, creative or activity spaces, flexible schedule for personal projects and financial or material support. You can replace these with the specific programs your company can actually run.
The barriers question covers high workload, an irregular schedule, lack of energy, no suitable conditions or space, lack of manager support and personal circumstances. Seeing which dominate tells you whether the fix is time and workload, physical space or leadership behavior.
Yes. By ranking the support formats people would value and surfacing open-text ideas, the survey shows where to invest, for example creative spaces, flexible time or funding, so community and benefits decisions match what employees actually want.