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Run: Trust in Senior Leadership Survey

An anonymous survey for measuring employee trust in senior leadership across integrity, transparency, strategy, and approachability. Use it to spot trust dri...

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Integrity and Ethical Standards

Senior leaders at this organization demonstrate ethical behavior in their decisions and actions. (required)

1 = Strongly disagree, 5 = Strongly agree

Senior leaders follow through on the commitments they make to employees. (required)

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. (required)

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. (required)

1 = Strongly disagree, 5 = Strongly agree

When major decisions are made, senior leaders explain the reasoning behind them in a way I find credible. (required)

1 = Strongly disagree, 5 = Strongly agree

I receive timely information from senior leadership before I hear about important changes through informal channels. (required)

1 = Strongly disagree, 5 = Strongly agree

Senior leaders acknowledge mistakes or missteps rather than deflecting or staying silent. (required)

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. (required)

1 = Strongly disagree, 5 = Strongly agree

Senior leaders make decisions that reflect a coherent, well-considered strategy rather than reactive choices. (required)

1 = Strongly disagree, 5 = Strongly agree

I understand how my work connects to the priorities set by senior leadership. (required)

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. (required)

1 = Strongly disagree, 5 = Strongly agree

Senior leaders actively seek input from employees before making decisions that affect them. (required)

1 = Strongly disagree, 5 = Strongly agree

When employees raise concerns to senior leadership, those concerns are taken seriously and acted upon. (required)

1 = Strongly disagree, 5 = Strongly agree

Overall Trust and Intent to Stay

Overall, how much do you trust the senior leadership of this organization? (required)

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) (required)

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. (required)

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.

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