Platform/Engagement Surveys
Run engagement surveys that build a trend line
WorkSpark runs engagement surveys on a fixed set of 16 questions across 6 workplace dimensions. The same questions every cycle mean every result is directly comparable to the last, turning survey data into a trend line your team can act on.
6 dimensions, 16 questions, every cycle
The question set is deliberately small and fixed. Each dimension targets an outcome that matters, and running the same questions every cycle is what makes trend comparison possible.
Role Clarity & Resources
5 questionsWhether employees know what is expected, have the tools they need, get to do what they do best, can access information, and understand how their work connects to company goals.
Manager & Personal Support
3 questionsWhether the direct manager provides support, shows genuine care for the employee as a person, and gives meaningful feedback on growth and development.
Growth & Development
2 questionsWhether employees have opportunities to learn and grow, and whether they feel valued within the organization.
Team & Environment
3 questionsSense of belonging on the team, whether peers are committed to quality, and whether people feel safe to voice opinions and ideas.
Leadership & Future
2 questionsConfidence in the senior leadership team and personal optimism about still being at the organization in two years.
Well-being
1 questionWhether employees can maintain a healthy balance between their work and personal life.
Launch in minutes, run on autopilot
People ops sets the cadence once and surveys launch automatically. Respondents see one question at a time with a rating and an optional comment.
Launching a survey takes minutes. Responses can be saved as a draft, so nothing is lost if someone gets interrupted.
I know what is expected of me at work
I know what is expected of me at work
Role Clarity & ResourcesHonest answers, ratings and comments together
Each question takes a rating on a 1 to 5 scale and an optional open comment. Comments are anonymized, and any segment stays hidden until it has at least three people in it, counted by who was invited, not who replied.
Ratings give you the number to track over time. Comments give you the reasoning behind it.
Insights that go beyond a headline score
Drill into any question for the full breakdown, chart how answers are trending across cycles, and pivot the results to compare different parts of the organization.
Run on a cadence that actually sticks
The cadence controls keep surveys running on time without anyone having to remember when the next one is due.
Configurable cadence
Run surveys monthly, quarterly, semi-annually, or at any interval up to 12 months. The schedule is set once and runs from there.
One survey at a time
Only one survey can be open per organization. This keeps participation focused and avoids survey fatigue.
Automated reminders
Email reminders go out at the halfway point, two-thirds through, and on the final day to anyone who has not yet submitted.
Explore WorkSpark's platform
Discover the complete suite of performance management tools built for growing companies.
Performance Reviews
Structured self, peer, upward, and manager evaluation cycles.
Accomplishments
Continuous achievement tracking to eliminate recency bias.
OKRs & Goals
Lean goal alignment and progress tracking for fast-moving teams.
Job ArchitectureComing soon
Standardized job levels, role definitions, and career paths.
AI review suggestions
AI Features
AI-assisted review feedback writing, CLI, and tool integrations.
Built for every role in your organization
See how WorkSpark delivers tailored value for your specific role.
Founders & CEOs
Run structured performance reviews without corporate fluff.
HR & People Ops
Launch review cycles and pulse surveys in under 10 minutes.
Individual Contributors
Log wins continuously and ensure your hard work gets recognized.
Team Leads & Managers
Track team wins year-round and write objective reviews faster.
Frequently asked questions
Why are the questions fixed? Can I customize them?
The 16 questions are fixed by design. The same questions across every survey cycle enable trend detection. A drop in role clarity or manager support across three quarters becomes a clear, actionable signal. Custom questions would make longitudinal comparison impossible.
Are survey responses truly anonymous?
Yes. No one can see which individual gave which response, including managers and people ops. Only aggregated statistics and anonymized comments are displayed. A segment shows metrics only once it has at least three people in it, counted by who was invited, not who replied.
How often should we run surveys?
You configure the cadence: monthly, quarterly, semi-annually, or annually (1-12 months). Many teams run quarterly to balance regular feedback with survey fatigue. Only one survey can be open at a time to prevent overload.
Can surveys run automatically?
Yes. Enable automated scheduling and surveys launch on your configured cadence. The system also sends automated reminders to non-submitted respondents at the halfway point, two-thirds through, and on the final day.
What reporting do managers get?
Managers see survey summaries, aggregate reports, trend charts, and anonymized comments scoped to their reporting line. People ops sees the same reports across the entire organization, with filtering by unit, job level, manager, and more.