---
title: I believe our strategy is competitive.
slug: i-believe-our-strategy-is-competitive
canonical: "https://pluralcareers.com/resources/employee-survey-questions/i-believe-our-strategy-is-competitive"
category: Company direction
summary: "Survey prompt for company direction: \"I believe our strategy is competitive.\" — when to ask it, how to score it, and how managers should follow up on the results."
answer: "Ask \"I believe our strategy is competitive.\" on employee surveys to measure company direction. 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 believe our strategy is competitive." on employee surveys to measure company direction. 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 company direction. 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 believe our strategy is competitive." measure?

It measures employee perception of company direction. 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 company direction?

Most teams include company direction 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.