Positioning the eNPS question at the beginning of the survey - here's why you should do it: To capture employees' spontaneous perception of their workplace. They will respond without the bias or influence that the rest of the survey may introduce. This way, you will understand employees' authentic sentiments toward your organization, specifically whether they would recommend you as a good employer, even before considering other aspects of their workplace.

Positioning the Turnover intention question towards the end of the survey - here's why you should do it: The intention to stay within the company or not typically requires deeper reflection. Placing this question towards the end of the survey allows the employee to respond after considering all the elements addressed throughout the survey, thereby enabling them to form a comprehensive and realistic opinion.

Concluding the survey with an open-ended question - here's why you should do it: Ending the survey with an open-ended question allows employees to share feedback on unaddressed but significant topics (to them), ensuring a comprehensive consideration of information relevant to future actions.

Yes or No: When you need to obtain simple and direct responses without requiring detailed nuance. In other words, when a binary answer is sufficient for decision-making or evaluating a situation.
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Scale: When you want to allow employees to express their thoughts by positioning themselves between two extremes, without imposing specific options between the two opposite poles.
This method is effective for evaluating concepts such as satisfaction, agreement, frequency, intensity, etc., offering flexibility in expressing nuance.
This type of question is generally recommended by Amélio for assessing the intensity of satisfaction on a scale from 1 to 7, allowing for a clear distinction between questions. This helps identify which questions have elicited more pronounced dissatisfaction than others, enabling relevant actions to be taken.
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Text: When you want to gather in-depth information, detailed opinions, personal explanations, or creative ideas.
Open-ended questions allow respondents to express themselves freely, providing a richer and more nuanced understanding of individual perspectives.
This type of question can be used as a standalone question but is also often provided as follow-up sub-questions (refer to the section below on conditional questions).
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Multiple Choice: When you want to offer respondents several predefined options to choose from.
This is particularly effective when possible answers are clear and can be categorized. Multiple-choice questions are useful for collecting structured quantitative data, facilitating statistical analysis of results.
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Checkbox: When response choices have no clear comparative value, and each option has an equivalent value or depends on individual perception.
This is useful when you want to know personal preferences.
​For example, the communication methods employees find most useful or how often employees like to work in the office.
Results from this type of question will be excluded from the engagement score.

Satisfaction: When you want to assess the level of satisfaction or dissatisfaction of employees regarding a product, service, process, or experience.
This type of question is particularly suitable for measuring subjective feelings. The emojis presented for this question type visually represent perceptions, and labels can be modified, allowing greater flexibility of use.
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Section Title: When you want to explicitly and distinctly introduce a survey section dealing with a specific topic.
This approach informs employees clearly about the subject, emphasizing its importance in the overall survey context.
It can also be used to introduce the definition of potentially ambiguous terms for employees, ensuring a fair understanding and preventing biases related to misinterpretations.

For example, to define the terms 'manager' or 'team' if the organization has specific realities.

Always make sure to list the responses from the most negative choice (highest position in the list of choices) to the most positive choice (lowest position in the list of choices).

Ensure that, according to the meaning of your question, the most positive choice does have a positive impact on engagement, and vice versa for the negative response choice.

For example, if you phrase a question like "I often feel stressed at work" and the most positive option is "Strongly agree," your engagement score will be impacted positively, even though this response has a negative connotation.
In this example, it will be necessary to reformulate the question.

Create a balanced gradation of response choices in terms of intensity.

Example of a balanced gradation: Strongly disagree to strongly agree.

Example of an unbalanced gradation: Disagree to strongly agree.

Negative formulation: It is easier to respond intuitively to positively formulated questions. It is therefore advisable to word questions as follows: "I am confident about the future of the company" rather than "I lack confidence in the future of the company."