Crumb & Co. Team Survey: "How's It Going?"
Purpose: Find out why counter staff are leaving and how everyone feels about working at Crumb & Co. Estimated time: About 7–9 minutes Number of questions: 24 core questions and 3 optional "about you" questions (27 total) Privacy: Fully anonymous, as long as Google Forms is set up as described below Tool: Google Forms
Assumptions
- The survey goes to all 45 current staff: bakers, counter staff and the office/delivery team. It can't reach people who already left, so we ask current staff what would make them stay or leave.
- "Fully anonymous" means no names, no emails and no Google sign-in. Setup steps are in Section 8.
- Some bakers may not check email often, so we suggest sharing the link by text, the Homebase team chat, or a printed QR code in the back room.
- Many counter staff are students on phones. Questions are short and mostly tap-to-answer.
- The store manager change in May affected one location. One question covers it, with a "doesn't apply" option. It asks about the transition, not about any person.
- You'll share results back with staff. Dates and names are left as [placeholders].
- Every question is optional, so people never feel forced to answer something they're uncomfortable with.
1. Google Forms setup for anonymity (do this before sending)
Your intro message promises anonymity. These settings help make that promise true:
- Settings → Responses → Collect email addresses: set to "Do not collect."
- Settings → Responses → "Limit to 1 response": leave OFF. Turning it on makes people sign in with Google.
- Don't restrict the form to your organization's domain if you use Google Workspace. That also requires sign-in.
- Send everyone the same link. Don't use personalized or pre-filled links.
- Leave every question not required.
Google Forms doesn't record names when set up this way. Still, written comments can reveal who wrote them through specific details, and small groups can be easy to identify. The intro message says this honestly.
2. Intro message (shown at the start of the survey)
Hey team! 👋
We want to make Crumb & Co. a better place to work, and you're the people who know what's working and what isn't.
This short survey takes about 8 minutes. It asks about your schedule, the Homebase app, your day-to-day work, your team, and what makes you want to stay (or go).
It's anonymous. We don't collect names or email addresses, and you don't need to sign in. Every question is optional. A couple of things to know:
- If you write comments, please skip details that would make it obvious who you are, like naming a specific shift or event only you were part of.
- We'll only look at results for groups of 5 or more people, so no one gets singled out.
What happens next: [Owner/leadership names] will read every response. We'll share what we learned and what we plan to do about it by [date].
Be honest. That's how this helps. Thank you! 🥐
3. Survey questions
Agreement scale (used throughout): 1 = Strongly disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly agree
Section A: Your schedule and Homebase
| # | Question | Type | Response options | What it tells you |
|---|---|---|---|---|
| 1 | The Homebase app makes it easy to see my schedule. | Linear scale | 1–5 agreement | Whether the app does its basic job |
| 2 | Swapping or picking up shifts in Homebase is easy. | Linear scale | 1–5 agreement | Whether shift flexibility works in practice, which matters for students |
| 3 | I get my schedule early enough to plan my life. | Linear scale | 1–5 agreement | Whether notice time is a pain point |
| 4 | The rotating weekend schedule works for me. | Linear scale | 1–5 agreement | How people feel about the March weekend change |
| 5 | My schedule fits around my other commitments (like school or family). | Linear scale | 1–5 agreement | Work-life fit, a likely turnover driver for students |
| 6 | What's one change to how we schedule shifts that would help you most? | Paragraph | Open text | Specific, fixable ideas about scheduling |
Section B: Your day-to-day work
| # | Question | Type | Response options | What it tells you |
|---|---|---|---|---|
| 7 | I know what's expected of me on a shift. | Linear scale | 1–5 agreement | Role clarity |
| 8 | I got enough training when I started. | Linear scale | 1–5 agreement | Onboarding quality, often linked to early turnover |
| 9 | I have the equipment and supplies I need to do my job well. | Linear scale | 1–5 agreement | Resource gaps |
| 10 | We have enough people on shift to handle the work. | Linear scale | 1–5 agreement | Staffing and workload pressure |
| 11 | How often do you get to take your breaks when you're supposed to? | Multiple choice | Never / Rarely / Sometimes / Often / Always | Whether busy shifts are cutting into breaks |
Section C: Your manager and team
| # | Question | Type | Response options | What it tells you |
|---|---|---|---|---|
| 12 | My manager treats me with respect. | Linear scale | 1–5 agreement | Basic respect, a core reason people stay or leave |
| 13 | My manager listens when I raise a concern. | Linear scale | 1–5 agreement | Whether people feel heard |
| 14 | The people I work with help each other out. | Linear scale | 1–5 agreement | Team support |
| 15 | I hear about changes that affect me before they happen. | Linear scale | 1–5 agreement | How well changes (like Homebase) are communicated |
| 16 | If your store had a manager change this year, the transition went smoothly. | Multiple choice | Strongly disagree / Disagree / Neutral / Agree / Strongly agree / Doesn't apply to me | How the May handover felt, without pointing at anyone |
Section D: Feeling valued
| # | Question | Type | Response options | What it tells you |
|---|---|---|---|---|
| 17 | I feel appreciated for the work I do. | Linear s |