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Run: Layoff Survivor Sentiment Pulse Survey

An anonymous pulse survey for employees after a layoff, built to measure trust, workload, psychological safety, and intent to stay. Use it to spot survivor d...

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Leadership Transparency and Trust

Leadership communicated the reasons for the workforce reduction clearly and honestly. (required)

Strongly disagree → Strongly agree (1–5)

I understand the criteria that were used to determine which roles were affected. (required)

Strongly disagree → Strongly agree (1–5)

I trust that leadership is making decisions that are in the long-term interest of the organization. (required)

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. (required)

Strongly disagree → Strongly agree (1–5)

I have a clear understanding of which responsibilities I have absorbed from departing colleagues. (required)

Strongly disagree → Strongly agree (1–5)

I have the tools, resources, and support I need to meet my current workload expectations. (required)

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. (required)

Strongly disagree → Strongly agree (1–5)

I am experiencing increased stress or anxiety as a result of the recent workforce reduction. (required)

Strongly disagree → Strongly agree (1–5)

My direct manager has checked in with me about how I am doing since the workforce reduction. (required)

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. (required)

Strongly disagree → Strongly agree (1–5)

I believe my role is secure for the foreseeable future. (required)

Strongly disagree → Strongly agree (1–5)

Leadership has articulated a clear path forward that gives me confidence in the company's direction. (required)

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? (required)

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: (required)

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.

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