Head to Account Admin > Settings to check who’s listed as the sender for survey communications.

We recommend using your organization’s name or a familiar internal sender to build trust with participants.

If changes are needed, you can follow this guide to update the sender.

Your logo appears on invites, the welcome screen, and inside the survey.

You can override the default for an individual survey via the Survey Settings page.

Make sure the correct time zone is selected for your organization.

This ensures survey invitations, reminders, and close times are sent at the intended local time.

Install the Slack App: Admins

Install the Slack App: Employees

Install Microsoft Teams: Admins

Install Microsoft Teams: Employees

Choose a name that’s clear and informative, such as “Engagement Survey H2 2025.”

Avoid generic names like “Monthly Check-in” or “Survey 1”

Use your default account logo or upload a custom one for the survey.

Best format: square .jpeg, .gif, or .png under 1MB

Have you removed, added, or customized any questions from the default template? If so, revisit the Strategic Design Checklist for Engagement Surveys to ensure changes align with your intent and won’t affect data quality or benchmarking.

Need to add back previously removed questions? Refer to our Engagement template questions.

Want to include questions about inclusion or wellness? To benchmark against other companies, we recommend using our templated Inclusion and/or Wellness questions.

For guidance on how to blend these topics with engagement questions, review our Guide to Combining Inclusion & Engagement.

We recommend a maximum of 70 questions to keep the survey manageable and improve completion rates.

Any additional questions should be treated as pulse-style check-ins, especially if they relate to niche topics like values.

We recommend placing any demographic questions at the end of the survey to avoid influencing how respondents answer earlier questions.

These questions are select-type and unattributed, meaning responses aren’t linked to individual user data—they’re only connected to answers provided within the survey itself.

If your company is small, avoid demographic questions with broad answer sets (e.g., 10+ response options). These may lead to hidden results due to confidentiality rules. Narrowing response options can help ensure data is surfaced and safely reported.

All rating and select type questions should be assigned to reporting factors.

You can assign questions to factors at any stage of the survey process but unassigned questions will not appear in reports.

Check out our Standard report factors

Ensure your Index Factor (typically “Engagement”) is set. This powers Impact/Driver Analysis to show what influences overall engagement.

If you’ve renamed, added, or removed questions from factors, this may affect your ability to benchmark externally.

Modified questions identical in meaning can be manually matched for comparison.

Learn how factor changes impact benchmarking

Make sure all relevant demographics are selected so your reporting filters reflect your organization’s structure—such as Department, Tenure, or Location.

Not sure which ones to include? Use our employee data template as a guide.

We recommend including all available account demographics before launch to give you the most flexibility when filtering and analyzing results.

You can disable demographics later if needed, but to enable new demographics after launch, you’ll need to contact the Culture Amp Product Support Team for help.

If any demographic groups have fewer than five people, consider adding roll-up demographics (e.g., combining “Team” into “Department”) to increase visibility in reporting while still maintaining confidentiality.

Confirm the number of participants selected for the survey.

Ensure everyone who should get the survey is loaded into Culture Amp as a user and selected as a participant.

If you accidentally miss someone, don't worry! You can always add them later.

Check your most recent user data upload
Go to Account settings > Import history to confirm the last upload date and check for any errors or missing fields.
If anything looks off—like missing managers or incorrect emails—fix it before launching. See our guide to troubleshooting common user import errors

Validate your hierarchy for leader-based reporting
If you're using leader-based reporting, double-check that your reporting lines are set up correctly. This helps ensure the right people can access the right results. Learn how to validate your hierarchy and troubleshoot hierarchy errors.

Set an Exclusion Date if you’d like to filter out new hires (e.g., those who joined within the last 4–8 weeks). These employees may not have enough experience to give informed feedback.

This setting defines the minimum group size required for results to appear in reports. For example, if it’s set to 3, data won’t be shown for any group with fewer than three respondents.

To balance confidentiality and visibility, we recommend:

Applies to written feedback. This setting controls how written comments are displayed in reporting.

Choose the level of added protection (None, Basic, or Strong). This setting prevents indirect identification of participants based on combinations of demographic filters.

Enabling raw data allows access to individual-level data, which can compromise confidentiality.

For most engagement surveys, we recommend leaving this unchecked to preserve confidentiality.

If enabled, participants are notified through an additional note on the Reporting Rules page and Welcome Screen before taking the survey.

Have your survey communications been personalized to reflect your company’s tone and culture? You can personalize all email and Slack messages—except Reporting Rules, which can’t be edited.

If no internal support contact is added, participant questions will default to support@cultureamp.com.

We recommend using an internal support contact so your employees know who to reach out to.

Double-check your Launch, Reminder, and Close dates.

You can launch immediately or schedule the survey for a future date

The timezone is managed under Account settings.

Keep your survey open for at least 10 business days to give everyone time to participate.

Communicate a survey end date to employees, but set the actual close date for 2–3 days later to catch late responses without applying extra pressure.

Strategic Design Checklist for Engagement Surveys - for help with survey design and question selection

Survey Design FAQs – common questions about building your survey

Speak to our team during your Support conversation to request a survey review. Please note that survey reviews can take up to 3 business days once submitted. Be sure to factor this into your timeline if you're planning to launch by a specific date.