---
title: I am proud to work for this company.
slug: i-am-proud-to-work-for-this-company
canonical: "https://pluralcareers.com/resources/employee-survey-questions/i-am-proud-to-work-for-this-company"
category: Engagement
summary: "Survey prompt for engagement: \"I am proud to work for this company.\" — when to ask it, how to score it, and how managers should follow up on the results."
answer: "Ask \"I am proud to work for this company.\" on employee surveys to measure engagement. Track responses over time to spot early risk or strength in this area, then follow up with managers when scores drop or comments show a clear theme. Pair the item with open-ended follow-ups so teams can act on the signal."
published_at: 2026-07-08
updated_at: 2026-08-05
---

> **Quick answer:** Ask "I am proud to work for this company." on employee surveys to measure engagement. Track responses over time to spot early risk or strength in this area, then follow up with managers when scores drop or comments show a clear theme. Pair the item with open-ended follow-ups so teams can act on the signal.

## Why ask this question

This question helps you gather actionable signal about engagement. Use it in pulse surveys, annual engagement studies, or manager-led team check-ins.

## How to use the results

- Look at trends over time, not just one score.
- Segment results by team, tenure, and location to find patterns.
- Share themes with leaders alongside recommended follow-up actions.
- Close the loop by telling employees what will change based on feedback.

## Tips for better responses

Keep surveys short, explain why you are asking, and guarantee appropriate anonymity where possible.

## FAQ

### What does "I am proud to work for this company." measure?

It measures employee perception of engagement. Use it in engagement, pulse, or lifecycle surveys to quantify how people feel on this dimension and compare teams over time.

### How often should we ask about engagement?

Most teams include engagement items in a quarterly engagement survey and shorter monthly or biweekly pulses. Ask more often during change (reorgs, return-to-office, leadership transitions) when risk rises.

### What should managers do with low scores on this question?

Share anonymized themes, ask clarifying questions in 1:1s, and pick one concrete action with a follow-up date. Re-measure the same item after the change so the team can see whether the action worked.