😊 Team Morale

Team Morale CheckOne Question, Every Week

Ten seconds to answer, anonymous by design. The value isn't any single week's result — it's noticing the trend before someone hands in their notice.

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Team Morale
Live preview · Multiple choice
How are you feeling about work this week?
🌟 Great - energized
😊 Good - steady
😐 Okay - manageable
😩 Stressed - need support
😔 Struggling
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Results update in real time
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Built for Weekly check-ins, Team health and manager insights

What's in this template

One question with five clearly-spaced options. The scale matters: vague middle options produce vague data, so each choice here describes a distinct state.

Q
How are you feeling about work this week?
1
🌟 Great - energized
2
😊 Good - steady
3
😐 Okay - manageable
4
😩 Stressed - need support
5
😔 Struggling

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Why weekly beats annual

Annual surveys measure the wrong moment

A once-a-year engagement survey captures how people felt in the week it landed. A weekly pulse captures the pattern, which is the thing you can actually manage.

The trend is the signal

One bad week means nothing. Three consecutive declining weeks from the same team means something specific happened, and you can still ask what.

Anonymity is non-negotiable here

Nobody selects 'struggling' with their name attached to it. If you can't run it anonymously, don't run it — you'll get a wall of 'good' and learn nothing.

Acting on it is the whole point

A pulse you never respond to teaches people it's theatre, and response rates collapse within a month. Say what you noticed and what you're doing.

Run it in three steps

1

Send it the same day each week

Friday afternoon or Monday morning. Consistency matters more than which day you pick.

2

Keep it anonymous

Leave name collection off and enable Anonymous Mode. The honesty this buys is the entire value.

3

Report back

Share what you noticed and what changes. This is what keeps response rates up past week three.

Frequently Asked Questions

How do I run a weekly team morale poll?
Click Use This Template, adjust the options if you like, and click Create Poll. Share the same link each week or create a fresh one to track weeks separately.
Should it be anonymous?
Yes, absolutely. Nobody selects 'struggling' with their name attached. Leave name collection off and enable Anonymous Mode.
How often should I run it?
Weekly or fortnightly. Daily becomes noise and people stop answering; monthly is too slow to catch a problem while it's still fixable.
What if response rates drop?
Almost always because people don't see anything change. Report back on what you noticed and what you're doing about it, and rates recover.
Should managers see individual answers?
No. Aggregate only, and ideally the manager sees the distribution rather than a single average, since an average hides a split team.
How is this different from an engagement survey?
An engagement survey is a detailed annual diagnostic. This is a smoke alarm — one question, run often, designed to tell you when to look closer.
What should I do if scores drop?
Ask, don't assume. A single follow-up question — 'what would help most right now?' — usually surfaces the cause faster than a manager's theory. Resist the urge to explain the dip away.
Should I share the results with the team?
Yes, in aggregate. Sharing the distribution and what you plan to do about it is what sustains response rates. Teams stop answering polls that disappear into a manager's dashboard.
Is a five-point scale better than a number?
For morale, named states work better than numbers. 'Stressed, need support' is unambiguous; a 2 out of 5 means different things to different people, which makes the trend harder to read.

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