Understand how your workplace really works for your people. Ask employees how well the workplace supports them, from the environment and facilities to how it feels to work there.
Accordo gives you workplace-focused questions, multilingual responses and AI summaries of open-text feedback, so you know where to focus improvements and can show what has changed.
A workplace experience survey asks employees how well their workplace helps them do their job and how it feels to work there: the environment, the spaces and tools, the services and the connection to colleagues. It gives you a clear baseline of what works, what doesn't and which improvements matter most to people.
When to run one:
To set a baseline: understand how people experience the workplace today, before you plan improvements.
Before investing: check which changes people actually need before you spend on space, services or technology.
Once or twice a year: track satisfaction with the workplace over time and spot issues early.
When you see warning signs: low office attendance, rising complaints or poor feedback in exit interviews.
Use these as a starting point. In Accordo you can build your survey from a template or the question library, then edit, remove or add your own questions. Tip: keep a few core questions, such as overall satisfaction, the same every time so you can track change.
Overall, how satisfied are you with your workplace? (very satisfied to very dissatisfied)
How likely would you be to recommend this workplace as a good place to work? (0 to 10)
How well does the workplace help you do your best work?
Track a small set of consistent measures so you can compare groups and see how experience changes. Run a full survey once or twice a year, add short pulse surveys in between, and share results with everyone who took part.
Measure overall satisfaction with the workplace and how likely people are to recommend it. These headline measures give you a simple way to report progress.
Rate individual aspects such as comfort, quiet space, technology and meeting rooms, then compare buildings, teams and roles to see where experience falls short.
Repeat core questions to track trends, compare with earlier results and available benchmarks, and show leadership which improvements made a difference.
Build your survey from a workplace-focused template or the question library, and add conditional logic so people only see questions that apply to them.
Choose anonymous or identifiable responses, turn on automatic translation, then share by link, email, Slack or Microsoft Teams.
Compare buildings, teams or roles, follow participation as it comes in, and use AI-generated summaries to make sense of open-text answers.
Agree priorities, make improvements, then run a recurring pulse survey with the same core questions to track progress.
Get a clear picture of how people experience your workplace, prioritise improvements across sites, and report progress to leadership with consistent measures.
Run workplace assessments for several clients from one workspace. Brand each survey for the client, reuse your own question sets, and import supported historical survey exports to compare with earlier studies.
A survey is only as good as its design and the people who answer it. Keep these in mind:
Who responds matters: check participation by building, team and role before drawing conclusions. Low response from one group can hide its experience.
Use more than one source: read survey results alongside helpdesk requests, attendance and other workplace data before deciding where to invest.
Check sensitive wording in other languages: automatic translation makes surveys more inclusive, but have a fluent speaker review anything sensitive.
AI summaries support your judgement: use them to find themes in open-text answers quickly, then read the comments behind the themes that matter.
Benchmarks need like-for-like questions: comparisons with earlier surveys or wider benchmarks only work where the questions match and comparable data is available.
Most cover overall satisfaction, the physical environment, spaces and technology, workplace services and how connected people feel. Keep it focused on what you can act on, and add one or two open questions for detail.
An engagement survey looks at how people feel about their job and the organisation. A workplace experience survey focuses on how well the workplace itself supports people. Many organisations run both, or include a few engagement questions in a workplace survey.
Run a full survey once or twice a year, with short pulse surveys in between if you are making changes. Keep core questions the same so you can compare results over time.
Anonymous responses usually give more honest feedback. Accordo lets you choose anonymous or identifiable responses for each survey.
You can compare with your own earlier results, and with wider benchmarks where compatible questions and data are available. Not every question will have a benchmark.
See how well desks, meeting rooms and collaboration areas support the work people come in to do.
Find out how cleaning, catering, reception and workplace support services are performing.
Measure belonging, engagement and wellbeing across your organisation.
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