Make sure you’ve added Doozy to your Slack Workspace. If you’ve not done so yet, follow these instructions. We also recommend connecting Doozy to your HRIS. ⚙️ Configuration
Survey Details
Start by setting up your survey’s basic information:
- Title: Give your survey a clear, descriptive name
- Description (optional): Add context to help respondents understand the survey’s purpose
Questions
Build your survey by adding multiple questions. Each question needs a text prompt, question type, and optional settings.
Question Types
| Type | Description | Best For |
|---|
| Multiple Choice | Predefined options (single or multiple selection) | Categorical responses, preferences |
| Scale 1-5 | Buttons 1-5 with labels | Quick satisfaction checks |
| Scale 1-10 | Buttons 1-10 with labels | Detailed satisfaction, performance ratings |
| Emoji | 5 emoji options (😊 to 😡) | Mood checks, emotional responses |
| Employee NPS | 0-10 scale with Promoter/Passive/Detractor categorization | Engagement tracking, likelihood to recommend |
| Open Ended | Free-form text input | Detailed feedback, qualitative insights |
Question Options
- Allow multiple answers (Multiple Choice only): Let users select more than one option
- Allow comments: Add an optional text field for context with any question type
- Hint: Provide guidance to help users understand the question
Managing Questions
Use the ’…’ menu next to each question to:
- Reorder questions by dragging
- Edit question text or settings
- Remove questions from the survey
📍 Destination
Choose where the survey will be sent:
| Destination | Description | Example |
|---|
| Slack Channel | Post directly in a channel | Company-wide engagement survey |
| Channel Members | DM each member of a channel | Private feedback from channel members |
| Individuals | Send to specific people | Targeted feedback request |
| Groups | Send to HRIS-synced groups | Department or team surveys |
| New Hires | Send to recently joined employees | Onboarding feedback |
| Managers | Send to all managers | Leadership assessment |
| Manager’s Direct Reports | Send to a manager’s direct reports | Team feedback |
| Manager’s All Reports | Send to all reports in a manager’s org | Organizational survey |
Sending in a private channel? Make sure Doozy has been invited first!
⏰ Schedule Settings
Delivery Time
Control when the survey is sent:
- Date & Time: Select the specific date and time for delivery
- Immediate: Set to now to send right away
Frequency
Choose how often the survey should be sent:
- Once: Send as a one-time survey
- Daily / Weekly / Fortnightly / Monthly / Quarterly / Yearly: Set up recurring surveys
🔒 Settings
| Setting | Options | Notes |
|---|
| Anonymous Responses | Yes / No | Cannot be changed after creation. Use for sensitive topics. |
| Results Visibility | Admins Only (default) / Everyone | Controls who can view aggregated results |
| Time Limit | No Limit (default) / Custom duration | Deadlines improve response rates |
| Survey Admins | Select Slack users | Grant additional users access to manage and view results |
📊 Viewing Results
Access survey results from Doozy (Slack app) > Polls & Surveys > Survey Name.
From there you can see response rates, answer distributions, individual responses (if not anonymous), and download a detailed CSV export.
⭐ Best Practices
- Keep it short — 5-10 questions is ideal; longer surveys have lower completion rates
- Put key questions first — Most important questions at the top in case users don’t finish
- Be specific — “How satisfied were you with orientation?” beats “How are things?”
- Mix question types — Vary scales, choices, and open-ended to maintain engagement
- Use anonymity for sensitive topics — Culture surveys, leadership feedback, complaints
- Survey at milestones — Day 7, Day 30, Day 90 are natural feedback points
- Set deadlines — 3-7 days creates urgency and improves response rates
🎯 Common Use Cases
- Onboarding Feedback: Comprehensive assessment at 7, 30, and 90 days
- Training Evaluations: Multi-dimensional evaluation of training effectiveness
- Employee Engagement: Quarterly pulse surveys with multiple engagement indicators
- Exit Interviews: Detailed feedback from departing employees
- Culture Assessments: Anonymous surveys on company culture and values
- Product Feedback: Gather user opinions on features and improvements
