Layoff Survivor Sentiment Pulse Survey

An anonymous pulse survey for employees remaining after a reduction in force, measuring trust in leadership, workload absorption, psychological safety, and intent to stay — designed to surface survivor disengagement early and guide retention actions.

Leadership Transparency and Trust

• Leadership communicated the reasons for the workforce reduction clearly and honestly.
  Strongly disagree → Strongly agree (1–5)
• I understand the criteria that were used to determine which roles were affected.
  Strongly disagree → Strongly agree (1–5)
• I trust that leadership is making decisions that are in the long-term interest of the organization.
  Strongly disagree → Strongly agree (1–5)
• What, if anything, could leadership have communicated better before, during, or after the reduction?
  Optional — share any specific gaps in communication or information you felt was missing.

Workload, Role Clarity, and Resources

• My workload has increased to an unmanageable level since the workforce reduction.
  Strongly disagree → Strongly agree (1–5)
• I have a clear understanding of which responsibilities I have absorbed from departing colleagues.
  Strongly disagree → Strongly agree (1–5)
• I have the tools, resources, and support I need to meet my current workload expectations.
  Strongly disagree → Strongly agree (1–5)
• Which area of your workload or role clarity needs the most immediate attention from your manager or leadership?
  Optional — describe the most pressing gap so we can prioritize support.

Psychological Safety and Wellbeing

• I feel comfortable expressing concerns about the workforce reduction or its impact without fear of negative consequences.
  Strongly disagree → Strongly agree (1–5)
• I am experiencing increased stress or anxiety as a result of the recent workforce reduction.
  Strongly disagree → Strongly agree (1–5)
• My direct manager has checked in with me about how I am doing since the workforce reduction.
  Strongly disagree → Strongly agree (1–5)
• What support, resources, or actions from the company would most help your wellbeing right now?
  Optional — your input will help us prioritize the right support programs.

Confidence in the Organization's Future

• I am confident in the organization's ability to be successful going forward.
  Strongly disagree → Strongly agree (1–5)
• I believe my role is secure for the foreseeable future.
  Strongly disagree → Strongly agree (1–5)
• Leadership has articulated a clear path forward that gives me confidence in the company's direction.
  Strongly disagree → Strongly agree (1–5)

Intent to Stay and Engagement

• On a scale of 0–10, how likely are you to still be working here in 12 months?
  0 = Extremely unlikely, 10 = Extremely likely. This is your intent-to-stay indicator.
• What is the primary reason for your intent-to-stay score above?
  Optional — your honest answer helps us understand what is driving retention risk or commitment.
• Since the workforce reduction, my motivation and engagement at work has:
  Select the option that best describes your experience.
• Is there anything else you would like leadership or HR to know about your experience since the workforce reduction?
  This is your space — all responses are anonymous and reviewed in aggregate to inform our next steps.