Best practices for surveys and assessments
Last updated: 7 May 2026
What this does
Use this guide to run surveys and assessments that produce useful feedback without overwhelming staff or misusing sensitive results.
Current access and functionality
- Verified against the current
impact-web,impact-client, andimpact-marketplacecode on 2026-05-07. - Survey and questionnaire setup is web-first for admins.
- Respondents can answer assigned surveys in
impact-weborimpact-clientwhere the campaign includes them. - The current target apps expose survey campaigns. They do not expose a standalone sales campaign builder with invoice conversion attribution.
- Psychometric and assessment visibility depends on workspace roles, feature availability, and assigned respondents.
Survey design practices
- Ask only questions you will act on.
- Keep routine surveys short.
- Use clear response scales and avoid double-barrelled questions.
- Separate anonymous feedback from named performance review inputs.
- Explain why the survey is being run and how results will be used.
Audience practices
- Choose the smallest audience that can answer the question.
- Use project, team, member, role, or public access only when it matches the purpose.
- Avoid repeated surveys to the same group without sharing outcomes.
- Schedule surveys around work cycles, not during known peak workload.
Assessment practices
- Treat psychometric results as one input, not a label.
- Avoid using DASS or well-being assessments as disciplinary evidence.
- Review sensitive results only with appropriate permissions and context.
- Pair assessment data with manager conversation and observable work evidence.
Common issues
- Issue: Response rate is low. Fix: Shorten the survey, clarify purpose, and avoid over-surveying.
- Issue: Results are hard to interpret. Fix: Use fewer open-ended questions and clearer scales next time.
- Issue: Staff worry about sensitive results. Fix: Explain access, anonymity, and intended use before launch.