Trust in Senior Leadership Survey

An anonymous survey measuring employee confidence in the integrity, transparency, and decision-making of senior leaders. Designed to track leadership-trust trends over time, especially after major announcements, restructurings, or strategic pivots.

Integrity and Ethical Standards

• Senior leaders at this organization demonstrate ethical behavior in their decisions and actions.
  1 = Strongly disagree, 5 = Strongly agree
• Senior leaders follow through on the commitments they make to employees.
  1 = Strongly disagree, 5 = Strongly agree
• I believe senior leaders act in the best interests of the organization and its people, not just their own.
  1 = Strongly disagree, 5 = Strongly agree
• What would most strengthen your confidence in senior leadership's integrity? (Optional — please share if you rated any item above a 3 or below)
  Your response is anonymous. Specific examples or suggestions are especially helpful.

Transparency and Communication

• Senior leaders communicate openly and honestly about the state of the business, including challenges.
  1 = Strongly disagree, 5 = Strongly agree
• When major decisions are made, senior leaders explain the reasoning behind them in a way I find credible.
  1 = Strongly disagree, 5 = Strongly agree
• I receive timely information from senior leadership before I hear about important changes through informal channels.
  1 = Strongly disagree, 5 = Strongly agree
• Senior leaders acknowledge mistakes or missteps rather than deflecting or staying silent.
  1 = Strongly disagree, 5 = Strongly agree
• What would make senior leadership communication feel more transparent or trustworthy to you?
  Please share if you rated any item in this section 3 or below.

Strategic Clarity and Decision-Making

• I have a clear understanding of where senior leadership is taking the organization over the next 1-2 years.
  1 = Strongly disagree, 5 = Strongly agree
• Senior leaders make decisions that reflect a coherent, well-considered strategy rather than reactive choices.
  1 = Strongly disagree, 5 = Strongly agree
• I understand how my work connects to the priorities set by senior leadership.
  1 = Strongly disagree, 5 = Strongly agree
• If you feel strategic direction from senior leadership is unclear, what is the biggest source of confusion?
  Please share if you rated any item in this section 3 or below.

Psychological Safety and Approachability

• Employees at this organization feel safe raising concerns or disagreements with senior leaders without fear of retaliation.
  1 = Strongly disagree, 5 = Strongly agree
• Senior leaders actively seek input from employees before making decisions that affect them.
  1 = Strongly disagree, 5 = Strongly agree
• When employees raise concerns to senior leadership, those concerns are taken seriously and acted upon.
  1 = Strongly disagree, 5 = Strongly agree

Overall Trust and Intent to Stay

• Overall, how much do you trust the senior leadership of this organization?
  1 = No trust at all, 5 = Complete trust — this is your overall leadership trust score
• On a scale of 0–10, how likely are you to recommend this organization as a great place to work to a friend or colleague? (eNPS)
  0 = Not at all likely, 10 = Extremely likely. Scores 0–6 = Detractor, 7–8 = Passive, 9–10 = Promoter
• My level of trust in senior leadership makes me more likely to stay with this organization long-term.
  1 = Strongly disagree, 5 = Strongly agree — intent-to-stay engagement driver
• What is the primary reason for your overall trust rating? Please share any specific experiences or observations.
  This is especially important if you rated overall trust 3 or below. Your anonymous feedback directly informs leadership development priorities.
• Is there anything else you'd like senior leadership or HR to know that wasn't covered in this survey?
  All responses are anonymous. There are no wrong answers — candid feedback is the most valuable kind.

Optional Demographics (Helps Us Spot Patterns)

• How long have you been with this organization?
  Optional. Helps identify whether trust varies by tenure. Select one.
• Which part of the organization do you work in?
  Optional. Helps identify whether trust varies by business unit or function. Select one.
• What is your current role level?
  Optional. Individual Contributor / Team Lead or Manager / Senior Manager or Director / VP or above. Helps surface whether trust gaps differ by seniority.