At the GitLab Foundation, listening to our team is key to maintaining a high-performing, values-aligned, and continuously improving organization. We conduct annual engagement surveys, monthly pulse surveys, and all-hands feedback surveys to monitor sentiment, identify areas for growth, and take meaningful action. These efforts ensure our people practices reflect our CREDIT values and support strategic goals.

Team members receive timely reminders when participation is needed. All responses are anonymous, and feedback is met with clear communication and follow-through. Lattice Quick Guide

DRI: Director of Operations

Surveys

Annual Team Engagement Survey

This annual survey provides insights to improve team dynamics, enhance processes, and retain top talent by addressing concerns early.

1. Planning & Alignment: We start by reviewing the previous year’s results to identify focus areas and align with leadership on any new topics. Survey questions cover engagement, team dynamics, workload, and values alignment. The eNPS question—“How likely are you to recommend GitLab Foundation as a place to work?”—is included annually. Questions are simple, actionable, and often repeated to track trends. The survey takes no more than 15 minutes to complete.
2. Survey Creation: The engagement survey is built in Lattice, incorporating all pre-approved questions. It is customized to ensure coverage of both general engagement and focus areas identified during planning.
3. Survey Launch & Communication: The survey is announced clearly, outlining its purpose, how results will be used, and the submission deadline. Team members typically have 10 days to complete it. Responses are anonymous to promote honest feedback.
4. Survey Analysis: Once the survey closes, we review Lattice’s analytics to uncover key trends, strengths, and areas for growth. Data is broken down by department, with results shared at the function level if there are at least three responses. Value alignment insights are also flagged.
5. Report Preparation: Organizational survey results are shared with the leadership team one week before a scheduled discussion. High-priority areas are highlighted, and the Director of Operations drafts an action plan for review with the President & CEO.
6. Action Planning: High-level results and the action plan are shared with the full team during a bi-weekly meeting. Specific steps to address feedback are outlined, and clear goals are set for the following quarter.
7. Ongoing Monitoring & Follow-Up: Action items are revisited regularly in team meetings, with informal feedback gathered to assess progress. Monthly pulse surveys are used to monitor improvements and prepare for the next annual survey.

Pulse Surveys

Pulse surveys are short, regular check-ins used to gauge employee sentiment. They focus on topics like team dynamics, policy changes, and recent activities, and are scheduled during quieter months. Each survey takes less than three minutes to complete, with the Employee Net Promoter Score (eNPS) included in alternating surveys.

All-Hands Surveys

After in-person all-hands team meetings, the organization will quickly gather feedback, assess meeting effectiveness, and identify improvements. This ensures clear communication, fosters team alignment, and promotes continuous improvement through open, transparent input.

Talent and Culture Planning Calendar