Real-world examples of sustainability-focused employee surveys examples that actually work

Examples of sustainability-focused employee surveys examples you can copy today

Let’s skip the theory and start with actual survey content. Below are real-world style examples of sustainability-focused employee surveys examples that organizations are running right now, grouped by purpose: culture, operations, commuting, learning, and leadership.

Each example of a survey theme includes sample questions you can lift almost verbatim. Tweak wording, but keep the intent.

Culture & values: examples include questions that test if sustainability feels real

If your values say “We care about the planet” but your employees see disposable everything and no recycling bins, they’ll tell you—if you ask the right way.

Here’s an example of a sustainability-focused employee survey section on culture and values:

Sample questions (5-point scale: Strongly disagree → Strongly agree)

• “My team’s day-to-day decisions reflect our organization’s sustainability commitments.”
• “I feel comfortable raising concerns about wasteful or environmentally harmful practices.”
• “Our sustainability goals are clear and easy to understand.”
• “I trust that leadership reports our environmental performance honestly, even when results are mixed.”
• “Sustainability is considered when we set priorities, not just when it’s convenient.”

Open-ended prompts

• “Describe a recent decision where you saw sustainability taken seriously—or ignored.”
• “If you could change one policy to improve our environmental impact, what would it be?”

Organizations that use this kind of example of survey content often cross-tab results by department or location. That’s where you discover, for instance, that your HQ feels great about sustainability, but your distribution centers think it’s all talk.

Operations & workplace practices: best examples that connect surveys to real impact

The best examples of sustainability-focused employee surveys examples don’t just ask how people feel; they ask what people see on the ground. That’s where operational blind spots show up.

Sample questions about facilities and resources

• “In my workplace, it’s easy to recycle or compost correctly.”
• “Energy-saving features (like motion-sensor lights or smart thermostats) are used effectively in my work area.”
• “I have access to digital tools that reduce the need for printing and paper use.”
• “Our team makes deliberate choices to reduce travel when virtual options are available.”

Behavior and observation questions

• “How often do you see lights, equipment, or screens left on in empty rooms?” (Never / Rarely / Sometimes / Often / Always)
• “In the last month, have you suggested any sustainability-related improvements?” (Yes / No)
  • If yes: “Was your suggestion acknowledged or acted on?” (Yes, acted on / Acknowledged but not acted on / Not acknowledged)

This type of example of operational survey question set is especially useful before and after facility upgrades or policy changes. You can track whether employees notice and use new systems like smart lighting or centralized waste stations.

Commuting, remote work, and travel: examples of surveys that link to emissions

Since the pandemic, more companies are measuring the climate impact of commuting, remote work, and business travel. The smartest examples of sustainability-focused employee surveys examples connect behavior questions directly to emissions estimates.

Commuting questions

• “On a typical week, how many days do you commute to a worksite?”
• “What is your primary commute mode?” (Drive alone / Carpool / Public transit / Bike / Walk / Other)
• “Approximately how many miles is your one-way commute?”
• “How interested would you be in using a company-supported carpool, transit subsidy, or bike program?”

Remote work & home office questions

• “On days you work from home, do you work in a shared space with others or in a separate room?”
• “Have you received any guidance from the company on reducing energy use in your home workspace?”
• “Would you use company discounts or guidance to improve the energy efficiency of your home office (LED lighting, smart power strips, efficient equipment)?”

Business travel questions

• “In the last 12 months, how many work trips have you taken that required air travel?”
• “For trips under 300 miles, how often do you consider lower-carbon options (train, bus, carpool)?” (Never / Rarely / Sometimes / Often / Always)
• “I feel supported when I suggest virtual meetings instead of travel.”

These survey responses can be combined with emissions factors from sources like the U.S. Environmental Protection Agency (EPA) to estimate Scope 3 emissions from commuting and travel.

Learning, training, and confidence: examples include skill-focused questions

A lot of employees care about sustainability but feel under-equipped. That’s a fixable problem—if you ask about it directly.

Here’s an example of a sustainability-focused employee survey section that targets knowledge and confidence:

Skill and confidence questions

• “I know how my role can contribute to our climate and sustainability goals.”
• “I have received training or resources that help me make lower-impact decisions at work.”
• “I feel confident explaining our organization’s sustainability priorities to customers or partners.”
• “I understand how to use our systems (e.g., procurement tools, travel booking, project planning) in a more sustainable way.”

Interest and learning preferences

• “Which sustainability topics would you like to learn more about?” (Climate change basics, Sustainable procurement, Circularity and waste, Sustainable travel, Equity and environmental justice, Other)
• “How would you prefer to learn about sustainability at work?” (Short videos, Live training, Job aids/checklists, Peer-led sessions, Email tips)

Organizations that take this seriously often align survey questions with training programs from universities or nonprofits, such as sustainability courses offered by institutions like Harvard University or professional development programs through groups like the UN Global Compact.

DEI, wellbeing, and justice: examples of sustainability-focused employee surveys examples that go beyond recycling

The newer wave of surveys recognizes that sustainability isn’t just about carbon—it’s also about people. Environmental justice, worker health, and community impact are increasingly part of the conversation.

Equity and justice questions

• “Our sustainability work takes into account how environmental impacts affect different communities differently.”
• “When we consider suppliers or partners, we factor in labor practices and human rights, not just price.”
• “Employees in frontline or operational roles have a voice in sustainability decisions that affect them.”

Health and wellbeing questions

• “My work environment (air quality, lighting, noise) supports my health and wellbeing.”
• “I feel that our sustainability initiatives also support employee wellbeing (e.g., safer materials, better indoor air, access to active commuting options).”

This type of example of survey question set aligns well with guidance on healthy workplaces from organizations like the U.S. Centers for Disease Control and Prevention (CDC), which emphasize the link between environment and employee health.

Innovation, ideas, and employee-led initiatives: best examples for surfacing solutions

Some of the best examples of sustainability-focused employee surveys examples are short, frequent “idea harvest” surveys that ask one question really well.

Idea-focused survey prompts

• “What is one low-cost change we could make this quarter to reduce waste or energy use?”
• “Where do you see the biggest mismatch between our sustainability messages and daily reality?”
• “If you had a small budget and a small team, what sustainability project would you start first?”

Follow-up questions to prioritize ideas

• “How much impact do you think your idea would have?” (Low / Medium / High)
• “How easy would it be to implement?” (Hard / Moderate / Easy)

Treat this as a mini internal innovation lab. Publish the top ideas, fund a few pilots, and then run a follow-up pulse survey to see if people noticed the changes.

Onboarding and exit surveys: examples of sustainability-focused employee surveys examples across the employee lifecycle

If you only ask about sustainability in your annual engagement survey, you’re missing two big signals: what attracts people to your company, and why they leave.

Onboarding survey examples

• “To what extent did our sustainability commitments influence your decision to join?” (Not at all → A great deal)
• “Based on your first 30 days, how well do our actions match what we say about sustainability in recruiting and marketing?”
• “Have you received any information about how your role connects to our environmental or social impact goals?”

Exit survey examples

• “How important were our sustainability practices in your decision to stay or leave?”
• “Did you ever feel that our public sustainability claims were inconsistent with your experience?”
• “What advice would you give leadership about our sustainability direction?”

These examples of sustainability-focused employee surveys examples help you understand whether sustainability is a talent magnet, a non-factor, or a credibility risk.

How to design and run these surveys so they actually drive change

Having good examples of sustainability-focused employee surveys examples is only half the job. The other half is execution. A few practical guidelines:

Keep it short, focused, and recurring

Instead of a single long sustainability survey once a year, many organizations are moving to:

• A few targeted sustainability questions in the main engagement survey.
• Short pulse surveys (3–6 questions) around key events: new travel policy, office relocation, product launch.
• Occasional deep-dive surveys for specific groups (facilities teams, procurement, sales).

This pattern mirrors the broader trend toward continuous listening in HR, documented by research organizations like the Society for Human Resource Management (SHRM).

Make it anonymous, but not actionless

Employees are more honest when they feel safe. Use anonymous or confidential surveys, but commit to visible follow-through:

• Share high-level results and themes with all employees.
• Highlight 3–5 actions you’ll take based on feedback.
• Report back in 3–6 months on what changed.

If you keep asking for input without acting, response rates and honesty will drop.

Link questions to metrics and reporting

The best examples of sustainability-focused employee surveys examples are designed with metrics in mind. Before you launch, be clear about:

• Which questions map to your sustainability KPIs (e.g., travel emissions, waste diversion, training completion).
• How you’ll use results in ESG or sustainability reporting (for example, in line with frameworks like the Global Reporting Initiative or guidance from the U.S. Department of Energy).
• Which leaders own action plans for specific question areas.

Combine survey data with hard data

Survey responses are one side of the story. Pair them with operational data:

• If employees say recycling is confusing, compare that with actual contamination rates or waste audits.
• If people report energy-saving behaviors, look at energy consumption trends before and after campaigns.
• If commuting survey data shows high drive-alone rates, compare this with parking usage and local transit options.

This mixed-methods approach—qualitative plus quantitative—is becoming standard in serious sustainability reporting.

2024–2025 trends shaping sustainability-focused employee surveys

A few patterns are shaping how progressive organizations design these surveys today:

1. Stronger focus on climate and transition risk
Companies are asking more specific questions about climate risk, energy transition, and resilience. Employees in finance, operations, and supply chain are being asked how prepared they feel for climate-related disruptions.

2. Integration with ESG and materiality assessments
Employee perception is being treated as a data point in materiality assessments—used to determine which environmental and social topics matter most. This means your examples of sustainability-focused employee surveys examples can directly influence strategy.

3. More attention to misinformation and climate literacy
Organizations are starting to test climate literacy and misinformation exposure, with questions about understanding of climate science or confidence in company climate claims. This aligns with broader public education efforts supported by universities and public agencies.

4. Involving frontline and supply chain workers
Surveys are moving beyond office staff to include factory, warehouse, and field employees, often via mobile-friendly, multilingual tools. These groups often see the biggest environmental impacts firsthand.

FAQ: examples of practical questions leaders are asking

Q1. What are some simple examples of sustainability-focused employee surveys examples for a small company?
A small business might start with a five-question pulse survey: how important sustainability is to employees, whether they see wasteful practices, how they commute, whether they want green benefits (like transit passes), and one open-ended “What’s one thing we should change?” That’s a lean example of a survey that still gives you actionable data.

Q2. How often should we run these surveys?
Most organizations include a core set of sustainability questions in their annual engagement survey, then run 2–4 short pulses per year around specific topics (commuting, travel, facilities changes, or new sustainability campaigns).

Q3. Can we use the same examples of survey questions across countries?
You can use the same structure, but you’ll want to localize. Commuting, energy use, and cultural expectations vary widely. Keep global questions about values and leadership, and adapt operational questions (like heating/cooling or transit) to local realities.

Q4. How do we know if our survey questions are any good?
Pilot them with a small group, watch for confusion, and check whether leaders can clearly interpret and act on the results. If you get a lot of “It depends” comments, or leaders say, “I don’t know what to do with this,” refine the question.

Q5. Where can we learn more about measuring workplace sustainability and employee engagement?
Look at guidance from public and academic sources, such as the EPA’s resources on corporate climate leadership, university business school sustainability centers (for example, Harvard’s materials on sustainability in business), and workplace health and environment guidance from the CDC. These won’t give you a ready-made example of a survey, but they offer solid context for building your own.

If you treat these examples of sustainability-focused employee surveys examples as living tools—not one-off HR exercises—you’ll get something far more valuable than a slide for your ESG report: a steady stream of insight into whether your sustainability strategy is landing where it matters most—inside your own organization.