Work Happiness & You

Work Happiness & You

The following questions focus on what you believe a healthy, supportive workplace should ideally provide, regardless of your current situation. This survey is anonymous and takes ~5 minutes
We’re researching what truly drives work happiness for people in technology roles (engineers, product, data, IT). A big Thank YOU for helping us!

How much does the following impact your overall work happiness? Scale: 1 (Not important) → 5 (Extremely important)*

Rows	1	2	3	4	5
Work Overload & Burnout
Appreciation & Recognition
Conflict & Team culture
Visibility & Career growth
Feedback & Support

In an ideal workplace, how often should employees feel overloaded or close to burnout?*

NeverOccasionally (during product launch)Occasionally (during product launch)ype option 3
In an ideal team, how should work be distributed?*

Mix of high visibility, maintenance (KTLO) and firefightingOnly high visibility workFirefighting is unavoidable and expectedNo Strong preference
How often do you believe meaningful recognition should happen in a well‑run team?*

Once a quarterTwice a quarterOnce a monthOnce every sprint
Which types of work should be recognized?*

High‑impact / visible projectsBehind‑the‑scenes / maintenance workFirefighting / Incident responseMentoring or helping teammates
In a healthy team, how should conflict be handled by managers?*

Addressed early and constructivelyDiscussed only when it escalatesEmployee should manage conflicts on their own without complaining
Complete the sentence: Career‑advancing opportunities........*

Should be distributed fairly across the entire teamShould be distributed based on employee tenureShould be distributed based on meritShould be distributed based on manager discretion
When work becomes overwhelming, a good manager should:*

Proactively rebalance workHelp when askedAcknowledge but expect resilienceLeave it to the employee
How soon should feedback ideally be given after work is completed or observed?*

Only during scheduled review cyclesWithin a few weeksAs soon as reasonably possibleContinuously / in real time
In a healthy team, feedback should be:*

Mostly corrective (focused on gaps)Mostly positive (focused on strengths)A balanced mix of positive and constructive
Good feedback should ideally:*

Simply inform performanceClearly explain what went well or didn’tInclude specific, actionable next stepsSupport long‑term growth, not just short‑term fixes
Should be Empty: