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50 most important questions for a beneficial employee feedback survey

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    Employee Engagement and Retention

    50 most important questions for a beneficial employee feedback survey

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    Ethan Israel
    February 3, 2022
    22 min read
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    In companies all around the globe, people are so buzzed with having to finish projects for clients on time and within budget that there are a few things we all tend to overlook.

    Yes, the famous time-budget-quality triangle is crucial to a company’s success. But what makes a business tick? What makes their organization world keep turning, the same as the earth?

    People.

    That’s right. It’s their people that make sure those projects are done in a timely and affordable way. The people that add high quality and finesse to each product or service that goes out.

    As an HR manager, have you ever thought about how quickly employees’ feedback can (and in some cases should) change the course of the way your business runs?

    Moreover, does your management team know who these employees really are? What drives them to work every day? What keeps them up at night? What have they done behind those desks that have really steered your organization to success?

    It’s a lot to think about. But believe me, it’s so worth the time. According to a recent study by LinkedIn, 69% of employees have said they are willing to work harder if they knew that their efforts were better acknowledged by their managers. What?

    Yes, employees are out there looking for feedback and recognition in order to do their jobs better. This is not just a large percentage – it’s a major call-out for help.

    It’s time businesses look to invest in not just their clients and their products and services – but also their people.

    In this article, we’ll be discussing the importance of employee feedback surveys and how it contributes to overall employee engagement in the workforce. We’ll also share the 50 best questions to ask in employee surveys so that you get the most useful feedback – feedback you can use to implement change in your business.

    Here’s a breakdown of what we’ll discuss:

    1. What is an employee survey?

    2. Why is it important to conduct an employee feedback survey?

    3. How employee surveys build healthier employee engagement

    4. Things to consider before conducting a survey

    5. Getting started: how to ask the right employee survey questions

    6. Types of survey questions

    7. The most important employee feedback survey questions to ask

    8. How to implement your surveys

    Intrigued?

    Let’s jump straight to it!

    What is an employee survey?

    An employee survey is essentially a questionnaire that is designed to retrieve reviews and opinions from employees. The survey questions evaluate an employee’s level of satisfaction, morale, degree of motivation, and level of engagement within the company.

    Certain questions can also show an employee’s achievements and their willingness to grow long-term with your business. Effective employee surveys help HR departments, managers, and other employees understand any strong areas of the business as well as areas that need improvement.

    Improvement can pertain to business processes, performance measurement, or soft skills like employee-manager communication.

    Why is it important to conduct an employee feedback survey?

    Surveying employees is often seen as a tradition instead of an opportunity for the HR department and management.

    It goes beyond being just a tradition. Surveys help businesses understand the intelligence that employees have from the ground up. Working with clients, using chosen software and systems, and dealing with challenges every day means that employees know the most about the business.

    Surveys are an act of compassion from an employer. It shows that you care about your people and their well-being in their positions. After all, your employees spend a large percentage of their lives with their co-workers and managers. It’s time to show them an elevated level of thoughtfulness. After all – their feedback is vital to the success of your organization.

    How employee surveys build healthier employee engagement

    Employees work best when they feel proud of their work, content in their workplace, happy to work with their team, and feel empowered by their managers. This is essential for all aspects of employee engagement.

    What is employee engagement?

    Employee engagement is an emotional state where employees feel energetic, passionate, and dedicated to their work. If they feel a tremendous amount of positivity and commitment toward their work, employees will fully invest their minds, bodies, and spirits in their day-to-day tasks.

    How can employee surveys help improve employee engagement?

    Most businesses believe that having a quarterly or annual performance review is enough to understand an employee’s strengths and pain points.

    Agree?

    If you do – think again.

    Employees actually feel a little more reluctant to be 100% truthful in performance reviews. Let’s think about that for a second.

    It does make sense. If your manager is inviting you to an annual performance review – chances are that they’re going to critique you and you will probably receive or not receive a bonus or annual increase based on your answers.

    So, you as an employee would want to be as careful as possible with your answers and not tip the apple cart too much. Honestly – everyone wants that raise come performance review season. Unfortunately, it comes with employees being timid and not always as candid as they would want to be. In addition to this, quarterly or annual meetings are not timely, so workers’ problems today may not be heard until a few months’ time – not an ideal solution for employees.

    How can you fix this?

    Employee feedback surveys! Doing ad hoc employee surveys is essential to collecting valuable information from your team as often as possible. Employee surveys are always done individually, and if you use an effective employee feedback survey software, your employees can answer questions privately.

    Things to consider before conducting a survey

    Your organization may have certain employee review or feedback templates at the moment. It’s not uncommon to have this. Often businesses follow their personalized documentation that is derived from their processes and rules.

    The trick as an HR manager is to find the balance between keeping your business rules top of mind while still being able to create new documentation that will better uplift employee engagement levels.

    Here are four essential items to check before you share a survey with employees:

    1. Create goals for your survey

    Use the SMART (specific, measurable, achievable, realistic, time-bound) goal framework to define exactly what you aim to achieve with this survey. An example would be: Increase employee interest in leadership development from 60% to 70% over the next year.

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    2. Define the frequency of your survey

    Some companies prefer to do surveys annually. Others weekly. The frequency of your survey is something that is entirely up to you. When you choose your frequency, remember to include sufficient time to plan and create the questions and upload it to a tool for sharing the questionnaire with your employees.

    3. Use a reliable employee survey tool

    An easy-to-use and measurable employee survey tool from Juno can help you build out questions in software and share them with your employees in minutes. This way, you can spend more time crafting effective questions rather than toying with technology trying to get a survey launched in time. Effective survey tools also allow you to capture and measure results from employees. Say goodbye to counting out survey responses and collating the results in Excel.

    4. Keep your survey private

    Employees tend to be more honest when they are responding to surveys anonymously. Try to keep surveys as private as possible and allow employees sufficient time to answer them. This way, workers can take as much time as they need to answer truthfully and without their co-worker next door peeking at their answers. Confidentiality is key here – you want to give employees the privacy they need so that they can be as honest as possible for you.

    Getting started: how to ask the right employee survey questions

    The toughest challenge with getting feedback surveys to employees frequently is having to create them often. Defining the questions and ensuring that they’re designed to bring back valuable commentary is essential.

    What is a worthy survey question?

    A worthy survey question is one that gets you clear and easily understandable information. This information should include insights about the business and your customers.

    Worthy questions should help you understand any strengths, weaknesses, opportunities, or threats (SWOT analysis) pertaining to your:

    • Product or service
    • Price of your offering
    • Target markets (current and potential)
    • Current customer profiles
    • Competitor landscape
    • Potential customers that don’t convert

    Ask better questions – get better answers

    The truth is, if you craft the right questions, you’ll get good insights back from your team. But how do you do that? Here are a few tips for creating powerful questions in your next survey:

    Don’t babble

    Keep your questions short. People don’t like to read four sentences before they can answer a question. Shorter questions are easier to understand and keep the flow of the survey going.

    Don’t be ambiguous

    Avoid bringing up two subjects in one question. Keep them as separate questions so that their minds are focused on only one subject when workers answer. Even if the two subjects are related – keep them as standalone questions.

    Don’t use language to imply a specific answer

    Keep away from using words like ‘great’ or ‘well-rounded’ when speaking about someone or something in the company. For example, ‘what do you think of our latest and greatest tracking software?’. This question is already implying that the software is good. It may sway an employee’s answer to the question.

    By drafting worthy questions, you’ll better understand the current landscape from your employees and improve business processes, product development, and customer experience all-round.

    Types of survey questions

    Open-ended questions

    These questions give employees enough freedom to write an answer back to you by using their own words. Their answers are not limited to selecting a pre-drafted response in the survey (e.g., a multiple-choice or rating scale answer).

    Use open-ended questions when:

    • You want to learn more about a system, process, or experience that you never really speak to employees about.
    • You want to hear from employees about specific weak points in a given area of the business. By closing the end of the question, you may be removing any opportunity for information sharing on sensitive or challenging topics.

    Open-ended questions are great for getting more information from an employee. But remember not to use too many of them in one survey. People may get lazy and respond with just a few loose words instead of giving you good feedback – just because they’re tired of typing.

    Example of an open-ended question:

    What other valuable analytics tools would you like to see us use in the future?

    Closed-ended questions

    These questions can come in a variety of forms and are used very often in surveys. They include ‘yes’ or ‘no’ questions, rating scale questions, nominal, and Likert questions. Let’s review these questions in more detail:

    Direct ‘yes’ or ‘no’ questions

    When a user has to answer a question with either ‘yes’ or ‘no’, it’s the easiest and most painless way to respond. You want to be sure that you’re using some of these, but not too many as they close any opportunity for explanation.

    Use this type of question when you want to tally up how many employees had a positive versus negative experience using a specific tool or process. You can review every one that had been negatively impacted and later follow up with them as to why their experience wasn’t a good one.

    Example of a ‘yes’ or ‘no’ question:

    Was the software training useful? (Yes/No)

    Likert questions

    You may have seen these before – they are a very popular type of question to use in surveys. This question is based on the Likert scale that usually ranges between 5 and 7 points. The scale asks participants to choose their level of agreement with a given statement. Likert questions may also ask for a person to choose their intensity of feeling toward something specific.

    Example of a Likert question:

    At work, I have the opportunity to do what I do best and what I love.

    1 – No, I strongly disagree

    2 – No, I disagree

    3 – Neutral, I neither agree nor disagree

    4 – Yes, I agree

    5 – Yes, I strongly agree

    Nominal questions

    This is commonly known as a multiple-choice type of question. A participant can choose an answer from a selection of options available to them. The answers must not overlap and must not be numerical in any way. These questions are often used when you want to get feedback on an area that only has a few options. You can create graphical charts from them, and they are very useful for reporting on surveys to management.

    Remember that you can latch on an open-ended question to the back of a nominal question by adding an answer option titled ‘other’. When an employee selects other, they can type in another answer that’s not part of your options.

    Example of a nominal question:

    What is your preferred method of communication with peers?

    • Office telephone
    • Instant messaging i.e. Microsoft Teams, Slack, or Skype
    • Email
    • Mobile texts

    Rating scale questions

    These questions are designed most commonly on a numerical scale from zero to ten. They are usually used when you want to use a rating scale and compare large numbers of results. They work well for employee satisfaction surveys.

    Example of a rating scale question:

    How likely is it that you would recommend your company’s products to a friend or family member?

    0 – not likely at all

    10 – extremely likely

    Use closed-ended questions when:

    You are opening the survey. Shorter and more straightforward questions are welcomed at the beginning of a survey. Employees are more likely to move on to the next question with ease if the first one is quick to answer. Keep open-ended questions for later in the survey.

    The most important employee feedback survey questions to ask

    Before we get into the detail of each question, it’s vital to remember a few key considerations. The purpose of surveys is to gain employee insight and build trust.

    You can build trust by:

    • Presenting questions to employees in a welcoming, non-intimidating way.
    • Use an authentic and warm tone at the beginning of the survey.
    • Ask yourself how you would feel answering the questions you have created.

    In this article, we’ll discuss the most impactful employee feedback survey questions across ten categories:

    1. Peer and Manager Communication

    2. Benefits and Compensation

    3. Employee Recognition

    4. Leadership Development

    5. Workplace Environment

    6. Wellness

    7. Work-Life Balance

    8. Company Culture

    9. Personal Growth

    10. Career Growth

    1. Peer and manager communication

    Communication is the key to successful relationships between co-workers. Using effective communication helps to maintain a certain level of transparency within the company and show a culture of inclusiveness to employees.

    Here are five communication questions you should use in your survey:

    1. On a scale of zero to ten, how comfortable do you feel contributing your opinions and ideas in our workplace? (0 – not likely at all. 10 – very likely)

    2. Do you feel comfortable asking your manager for help when you feel unfamiliar with a certain system or process?

    3. Do you feel that the management team in our company is transparent with all employees?

    4. Do you feel like your co-workers are respectful to one another?

    5. To what level do you agree with the following statement: ‘My manager values my opinions and takes them into consideration when brainstorming new ideas.’

    1 – I strongly disagree

    2 – I disagree

    3 – Neither agree nor disagree

    4 – I agree

    5 – I strongly agree

    2. Benefits and compensation

    Employees often feel that performance reviews and any other internal level of review and feedback should be linked to a shift in compensation or benefits. They are sometimes disappointed when they don’t receive an annual bonus or salary increase after a performance review. This can be because their managers weren’t completely transparent with them, causing distress and frustration. To avoid this and learn more about how employees feel about their compensation packages, it’s a good idea to include questions about it in your next survey.

    Here are some compensation-related questions you can include:

    1. On a scale of zero to ten, how satisfied are you with your current compensation package?? (0 – not satisfied at all. 10 – very satisfied)

    2. Do you feel that our company is fair with the benefits offered? If no, please elaborate.

    3. Would you be in favor of an Employee Discount Program which gives you special discounts on home and clothing apparel?

    4. How often do you buy goods for the office and claim them back from the company?

    • Weekly
    • Monthly
    • Every three months
    • Twice a year
    • Annually

    5. How comfortable do you feel discussing your salary and potential salary increases with your manager?

    1 – Very uncomfortable

    2 – Uncomfortable

    3 – Neither comfortable nor uncomfortable

    4 – Comfortable

    5 – Very comfortable

    3. Employee recognition

    Recognition is an integral part of employee satisfaction. If you feel like you should be putting 110% effort into any of these areas – recognition is definitely a good place to start. A study done by SurveyMonkey and Bonusly shows that 63% of employees who feel recognized are ‘very unlikely’ to job hunt.

    This significant percentage shows that regular recognition instills trust and a sense of purpose in your employees. It is a vital part of retaining top talent and helping people grow and develop in their careers with you.

    Below are five recognition questions you can use:

    1. To what level do you agree with this statement: ‘I receive a good amount of recognition in this organization.’

    1 – I strongly disagree

    2 – I disagree

    3 – Neither agree nor disagree

    4 – I agree

    5 – I strongly agree

    2. Do you feel like you are recognized for contributions to projects within your team?

    3. Would there be anything you’d change regarding how our company recognizes employees? _________

    4. Do you receive recognition on special days like work anniversaries? If yes, please specify how you are recognized.

    5. What are some work accomplishments and/or contributions you would appreciate being recognized for?

    • Customer service
    • Consistent job performance
    • Innovative ideas
    • Taking extra responsibilities
    • Other, please describe:

    4. Leadership development

    There are two parts to leadership development: 1) the relationship between an employee and their leader or manager. 2) the development of an employee into a leader.

    The second part of leadership development can often be overlooked and leads to employees that feel demotivated or lost about the future of their career. By upskilling and reskilling employees, you can seamlessly transition them to future leaders instead of hiring new managers. Employees understand the background of your business and can become valuable assets to a management team because of the unique perspective they’ve developed from growing within the company.

    Include the following leadership development questions in your next survey:

    1. Do you believe in the approach that leaders currently take in our company? If not, please specify why.

    2. Do you feel that you are equipped to grow into a leader at our company?

    3. Do you think managers at this organization care for you as a person?

    4. Is there anything you would like the management team to change? If yes, please describe.

    5. How long do you think it will take you to transition into a leader at this company?

    • 5 years
    • 3 years
    • 1 year
    • 6 months
    • Not applicable – I don’t see myself transitioning to a leader here.

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    5. Workplace environment

    Your workplace environment has a huge impact on your employees’ well-being. Having a well-equipped, clean and comfortable environment to work in is something every worker needs. It helps boost morale and keep employees motivated about the work they do for eight hours a day, five days a week.

    Here are a few questions to ask about an employee’s work environment:

    1. On a scale of zero to ten, how prominently do you feel office politics are in your work environment? (0 – not prominent at all. 10 – very prominent)

    2. Do you feel that your workplace has a positive feel to it?

    3. Do you have satisfactory amenities in your environment to feel comfortable and able at work? If no, please specify:

    4. Do you feel our company is socially responsible?

    5. To what level do you agree with this statement: ‘Our company is dedicated to fostering a diverse and inclusive work environment.’

    1 – I strongly disagree

    2 – I disagree

    3 – Neither agree nor disagree

    4 – I agree

    5 – I strongly agree

    6. Wellness

    Since the recent global pandemic, mental and physical wellness has become one of the highest priorities for most businesses. Staying mentally healthy means that your body and spirit also feel energized and ready to do your best in your professional and private life. Adding wellness-related questions to your survey can help you better understand an employee’s mental state and share ideas on how to implement wellness activities in the organization.

    Below are a few questions related to employee wellness:

    1. On a scale of zero to ten, how important is physical and mental well-being to your company? (0 – not important at all. 10 – very important)

    2. Do you think your company offers a well-rounded wellness program?

    3. Do you feel energized and excited to come to work every day?

    4. Do you think our company’s wellness initiatives are good enough? If not, what would you change?

    5. What additional corporate wellness initiatives would you like the company to have?

    • Onsite meditation
    • Onsite yoga
    • ‘Downtime’ spaces
    • Health risk assessments
    • Stress reduction tools
    • Other. Please specify:

    7. Work-life balance

    Getting the ideal work-life balance has been a tough challenge for many workers. Often, people work very long hours when they’re younger and less experienced. As they grow, employees have other responsibilities and ambitions like having children, traveling, or working from various locations.

    It’s vital that businesses keep up with the ever-changing needs of their employees and constantly stay in touch with their goals.

    Include these questions to better comprehend an employee’s work-life balance:

    1. Do you feel that you have enough hours in your 9 AM – 5 PM time slot to complete your daily tasks?

    2. How often do you work after hours?

    • Once a day
    • Once a week
    • Once a month
    • Once every three months
    • Once every six months
    • Once a year

    3. Do you enjoy coming to work every day?

    4. If required (per project basis), are you happy to work on a weekend?

    5. Do you feel like work hinders your personal time dedicated to friends and family?

    8. Company culture

    Company culture speaks to the heart of the business. It is why people come to work and why they stay employees at the company. In interviews, you often hear candidates say that they want to work ‘where it feels like a family’ or ‘where their bosses believe in their potential and act on it’ or ‘where the company contributes to a cause monthly’. All these statements speak to the culture that employees want to be a part of. It’s imperative that your team understands how comfortable they are with your culture and what they’d want to be changed.

    Below are a few culture-specific questions for you to use:

    1. Do you feel like your management team is trustworthy and transparent?

    2. What three words would you use to describe our company culture?

    3. Do you believe our company could improve the culture? If yes, describe how.

    4. Do you feel that your executive team actively contributes to a diverse and inclusive culture?

    5. Is there anything you would like to add to our culture? (This could include social events, social responsibility activities, etc.)

    9. Personal growth

    Having employees is a contract – yes. But they are people. They will have career goals as well as personal goals, and it’s so important to understand both. If your employee’s personal growth includes starting a small crafting business – you should support that. It doesn’t directly add value to your business, but it will boost the morale of that worker – keeping them driven to do their job and small business ventures to the best of their ability.

    Add these personal growth questions for some additional insight:

    1. Do you have any hobbies? If yes, please specify:

    2. Other than your occupation, what else would you like to achieve in your life personally?

    3. Do you feel that your company supports personal growth?

    4. Do you feel comfortable sharing personal achievements with your co-workers?

    5. Would you be interested in learning about co-workers’ personal goals and sharing yours with them?

    10. Career growth

    This last set of questions will be the defining piece of the puzzle. Career growth questions can show you where your employee sees themselves in a few years, and how willing they are to stay at your organization. It also helps you understand how invested they are with your business and how best you can help them achieve their career goals.

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    Here are some career growth questions to include:

    1. Do you feel aligned with your company’s strategic objectives?

    2. Do you feel comfortable speaking to your manager about role growth?

    3. Using a scale of 0 to ten, how likely are you to want to grow your career at this company? (0 – not likely at all. 10 – very likely)

    4. To what level do you agree/disagree with the following statement:  ‘My manager has helped me succeed in my current position.’

    1 – I strongly disagree

    2 – I disagree

    3 – Neither agree nor disagree

    4 – I agree

    5 – I strongly agree

    5. Do you feel that management has a genuine interest in your career path and goals?

    How to implement your surveys: it all begins with good feedback

    Now that you have the most important questions to add to your next employee feedback survey, you can see that surveys hold a lot more power than just being a random tradition in companies. It’s time to evolve from being a business that sees employee feedback as ad hoc suggestions rather than key insights.

    Time is always a factor. But by scheduling weekly slots in your calendar that are dedicated to creating surveys and analyzing insights, you will get a much better understanding of how the company is truly perceived by the people that spend most of their time in it.

    Add your survey questions to an integrated and measurable feedback tool! If you use something like email to share a survey, you, as an HR manager, will have to spend the time collating all the results and moving it to yet another offline document. And then create reports from it manually.

    At Juno Journey, we know you’re too busy for all the mundane manual work. Our state-of-the-art software is designed to help manage and measure employee feedback. Simply build out your questions in our online tool, add your employee members and share!

    What’s more? Juno Journey measures the survey results and helps you create insightful reports from them. Chat with us today to learn more about how to build a sustainable survey solution quickly, safely, and seamlessly.

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    Information Received Through a Third Party Platform: The Services may contain third party links or allow You to access the Services through Third Party Platforms, such as Facebook and/or Your employer’s site. If You use Our Services on or through a Third Party Platform via any means or devices (“Wireless Devices”), or click on third party links, the collection, use, and disclosure of Your information and Your use of the Services will also be subject to the privacy policies and other terms of such third parties or Third Party Platforms. You should review such privacy policies, terms, and other agreements. When You use Our Services through a Third Party Platform, You allow Us to collect and use certain information from Your Third Party Platform profile or account as permitted by the terms of that Third Party Platform, Your privacy settings and in accordance with this Privacy Policy. By way of example only, We may collect some or all of the following information from Your Third Party Platform account when You register or use the Services on or through a Third Party Platform: (i) Your full name; (ii) Your profile picture or its URL; (iii) Your employment details (i.e., title, responsibilities, number of years of employment, etc.) and (iv) Your physical location and that of Your access devices, including any Wireless Device
    Sweepstakes, promotions, and Surveys: From time to time, We may ask You to complete a survey and/or offer You the opportunity to participate in promotions and/or sweepstakes (collectively, “Promotions”) via the Services or through a Third Party Platform. If You choose to participate in a Promotion, We will collect and store the information You provide in connection with Your participation in the Promotion, including, but not limited to, Your name, e-mail address, date of birth, and/or phone number. Such information shall be subject to this Privacy Policy unless otherwise stated in the official rules or guidelines of the Promotion or in another privacy policy governing the Promotion. Information we collect in connection with a Promotion will be used to administer the Promotion, such as by notifying winners and distributing prizes. As permitted by applicable law, Your information may also be used by Juno or the Promotion sponsor for marketing purposes. Your entry into the Promotion may result in the addition of Your information to our mailing list as well as to the mailing list of our promotional partners. Acceptance of a prize may require You (unless prohibited by law) to allow Us to post publicly some of Your information via our Services, such as on a winner’s page. In some instances, a third-party advertiser or sponsor may operate or host a Promotion on or through our Services, and collect Your information. In those cases, where We are not the sponsor or operator of the Promotion, We have no control over the information collected and, before participating, You should review the official rules as well as the advertiser’s or the sponsor’s privacy policy applicable to the Promotion. All of Our Promotions are intended for people who are the age of majority in their respective state, province or country unless otherwise expressly stated.
    Communications, Support Requests, Potential Abuse: If You contact Us for assistance, or to report a problem, concern, potential abuse or other issues regarding the Services, including before You have created an Account, We may collect and store Your contact information, communication, and/or other information about You, including but not limited to Your name, e-mail address, location, operating system, IP address, any other information You provide Us in the course of such communications, and/or other information that may be collected by automated means described herein. We reserve the right to conduct further research and obtain further information as necessary. We will use the information to respond to You and research Your request/communication, all in accordance with the provisions of this Privacy Policy.
    2. Information We Collect Through Automated Means
    When You access the Services, We collect certain information by automated means. This information may include without limitation: (i) technical information about Your computer or Wireless Device, such as Your IP address, device type, operating system type and version, unique device ID, browser, browser language, domain and other systems information, platform types (collectively, “Technical Information”); and (ii) usage statistics about Your interaction with the Services, including Courses accessed, time spent on pages or the Services, pages visited, search queries, click data, portions of the Services used, date and time, and other information regarding Your use of the Services (collectively, “Usage Data”). This Technical Information and Usage Data, which may be linked to Your information, is collected through the use of server log files and tracking technologies, including: (a) cookies, which are small files that websites send to Your computer or Wireless Device to uniquely identify Your browser or mobile device or to store information in Your browser setting; and (b) web beacons, which are small objects that allow Us to measure the actions of visitors using the Services. For more detailed information regarding how We use cookies and other technology, please review the additional information in this Privacy Policy under the Section entitled “Our Cookies Policy”.

    In addition to the foregoing, we are likely to collect your geolocation information. This is done by collecting your IP address via Your browser or device, and we use this data to determine Your approximate location, such as the city, state and/or country associated with that IP address.

    3. Cookies and Data Collection Tools
    Like many websites and app providers, Juno (and/or service providers acting on Our behalf, such as Google Analytics and/or our third-party advertisers) may use server log files and automated data collection tools, such as cookies, tags, scripts, device or browser fingerprints, and web beacons (collectively, “Data Collection Tools”) when You access and use our Services. In some cases, We tie the information gathered by these means to Our other information You provide and that we collect as described in this Privacy Policy. These Data Collection Tools automatically track and collect certain Technical Information and Usage Data that Your browser sends when You use our Services. In some cases, We will associate this Technical Information and Usage Data with other information about You.

    We use cookies for a variety of reasons, including to: (i) analyze the usage of our Services; (ii) provide a more personalized experience; (iii) allow You to more easily login to use our Services; and (iv) help make Your use of Our Services more efficient and more valuable by providing You with a customized experience and recognizing You when You return. We may also employ web beacons or other technology for a variety of reasons such as: (i) allowing Us to know if a certain page was visited or whether an e-mail was opened; (ii) allowing Us to advertise more efficiently by excluding our current Users from certain promotional messages or identifying the source of a new installation.

    Juno uses the following types of cookies:

    Preferences. We use preferences cookies to remember information about Your browser and how You prefer to use Our Service, i.e. to remember Your preferred settings that affect the experience of how Our Services look to You or behave when You access and/or use them, such as Your preferred language. Preference cookies make Your experience of interacting with Our Services more functional and customized to suit Your preferences.
    Security. We use security cookies to enable You to log-in and access Our Service, to protect Your Account against fraudulent log-ins by others, and help detect, fight, and protect against abuse or unauthorized usage of Your Account.
    Functional. We use functional cookies to make the experience of using Our Services better, like remembering the volume at which You like Your videos to play.
    Session State. We use session cookies to collect information about how You interact with Our Services, to help Us improve Our Services, as well as improve Your browsing experience. We also use session cookies to remember Your log-in details and to be able to process Your purchases of Courses. These are deemed strictly necessary to the working of the Services. If these are disabled, then various functionalities of our Services will be broken.
    You can set Your web browser to warn You about attempts to place cookies on Your computer, limit the types of cookies You allow or refuse cookies altogether; however, You may not be able to use some or all of the features of the Services, or Your experience will be different or less functional if You refuse/disable cookies. Third parties with whom We partner to provide certain features on Our site may use Local Storage Objects, also known as Flash Cookies (LSOs) to collect and store information. Various browsers may offer their own management tools for removing LSOs. To manage LSOs provided by Adobe, please click here. By using Our Services, You consent to Our use of cookies, web beacons, LSOs and other Data Collection Tools as described in this Privacy Policy. For more information, please see the Juno Cookies Policy set forth below.

    4. Analytics.
    We may use third-party browser and mobile analytics services on our Service, including but not limited to Google Analytics. These service providers use the sort of technology described above to help us analyze how users use the Services, including by noting the third-party website from which you arrive, how often You use the Services, the events that occur within the Service, usage data, performance data, and where the application was downloaded from. The information collected will be disclosed to or collected directly by these service providers, and We use this information to improve the Services, to better understand the functionality of the Services on a computer or other device, and to provide information that may be of interest to You. You have some choices concerning our use of these analytics. For instance, to prevent Google Analytics from using your information for analytics, you may install the Google Analytics Opt-out Browser Add-on by clicking here.

    5. Online Advertising
    We may use third-party advertising technologies that allow for the delivery of advertising about our Services on other websites You visit and other applications You use. The ads may be based on various factors such as the content of the page You are visiting, information You enter such as Your age and gender, Your searches, demographic data, user-generated content, and other information we collect from You. These ads may be based on Your current activity or Your activity over time and across other websites and online services and may be tailored to Your interests.

    We use third parties (e.g., ad networks and ad servers such as Google Analytics, DoubleClick and others) to help deliver these tailored advertising on other websites and in mobile applications. These third parties may place cookies or other tracking technologies on Your computer, mobile phone, or other device to collect information about Your use of the Services as discussed above and may access these cookies or other tracking technologies on Your computer, mobile phone, or other device You use to access the Services to serve these tailored advertisements. We also may share with third-party advertisers a hashed version of Your email address that is anonymized and cannot be used to identify you, solely in non-human readable form and content that You share publicly when using the services (e.g, user- generated content) for purposes of delivering tailored advertising. We neither have access to, nor does this Policy govern, the use of cookies or other tracking technologies that may be placed on Your computer, mobile phone, or other device You use to access the Services by non-affiliated, third-party ad technology, ad servers, ad networks or any other non-affiliated third parties. Those parties that use these technologies may offer You a way to opt out of ad targeting as described below. You may receive tailored advertising on Your computer through a web browser.

    When using a mobile application, you may also receive tailored in-application advertisements. Each operating system, iOS for Apple phones, Android for Android devices and Windows for Microsoft devices provides its own instructions on how to prevent the delivery of tailored in-application advertisements. You may review the support materials and/or the privacy settings for the respective operating systems in order to opt-out of tailored in-application advertisements. For any other devices and/or operating systems, please visit the privacy settings for the applicable device or contact the applicable platform operator. Please note that to the extent advertising technology is integrated into the Services, You may still receive advertisements on other websites and mobile applications even if You opt-out. In that case, the advertising will not be tailored to Your interests. Also, we do not control any of the above opt-out links or whether any particular company chooses to participate in these opt-out programs. We are not responsible for any choices You make using these mechanisms or the continued availability or accuracy of these mechanisms.

    To the extent applicable, by opting-in to receive text messages from us or by sending us an initial text message, you agree to receive text messages (a.k.a. SMS messages) from Juno, some of which may be considered marketing and may be delivered by us using autodialer systems/technologies. You also represent that you are the owner or authorized user of the mobile device that you used to subscribe for our mobile communications and that you are authorized to approve the applicable charges, as applicable. You (and not Juno) will be responsible for all messaging and data charges that may apply. You can opt-out of receiving text messages from us at any time by texting “STOP” from the mobile device receiving the messages. For additional help, you may contact us by sending an email to [email protected]

    6. Our Policy Concerning Children
    We recognize the privacy interests of children and We encourage parents and guardians to take an active role in their children’s online activities and interests. Children under the age of 16 should not use or attempt to use Our Services. If We learn that We have collected personal information (as defined by applicable law) from a child under 16 years of age, We will promptly take reasonable steps delete such information. Parents who believe that Juno might have collected personal information from a child under the age of 16 may submit a request to [email protected] and request that the information be removed.

    7. How We Use the Information We Collect
    Juno may use the information We collect through Your use of the Services to:

    Provide, administer, and facilitate Your use of the Services, including to display customized content;
    Process or fulfill Your request(s) and/or order(s) for Juno-featured courses, products, services, information or features;
    Communicate with You concerning Your Account by: (i) responding to Your questions or concerns; (ii) Sending You Service and administrative messages and information, including comments from Instructors or teaching assistants, those about changes to the Service, and updates to our Terms of Use, and Privacy Policy; (iii) Emailing You information or providing in app messages about rewards programs, new services, new features, promotions, newsletters, and other available Courses, which You can opt out of at any time; and (iv) Sending push notifications to Your Wireless device to provide updates and other relevant messages. You can manage push notifications from the “options” or “settings” page for the mobile application.
    Understand and improve the Services and develop new products, services or features;
    Enable User-to- User communication and interaction;
    Manage Your Account preferences, establish Your Profile and Registration Information;
    Facilitate the technical functioning of the Services, including without limitation to troubleshoot and resolve issues, secure the Services; and prevent fraud and abuse
    Respond to customer support questions and issues and resolve disputes;
    Create, review, analyze and share Technical Information;
    Analyze trends and User traffic, track purchases and usage information;
    Advertise our Services on third party websites or mobile applications
    Market, process or fulfill Promotions administered or sponsored by Juno;
    Solicit feedback from Users; As required or permitted by law; As We, in Our sole discretion, otherwise determine to be necessary or required to ensure the safety and/or integrity of Our Users, employees, third parties, members of the public, and/or our Services;
    Identify unique users across devices; or
    Tailor advertisements across devices.
    8. When and How We May Share/Disclose Your Information with Third Parties
    We will share Your information which may include Registration Information, Profile Information, and Shared Content and Course Information) with the following third parties or under the following circumstances or as otherwise described in this Privacy Policy:

    Third Party Business Partners, Service Providers, Contractors or Agents: We may share Your information with third party companies that perform services on Our behalf. These third party service providers may access Your personal information, and are required to use it solely as directed by Us for the purpose of Our requested service.
    Business Transfers, Sales, Mergers, or Divestitures: In the event that Juno undergoes a business transition, such as a merger, acquisition, corporate divestiture or dissolution (including bankruptcy), or a sale of all or a portion of its assets, We may share, disclose or transfer all of Your information to the successor organization in such transition or during steps in contemplation of such activities (e.g., due diligence).
    With Your Permission: We may share information with Your consent to third parties not within scope of this Privacy Policy.
    Aggregate or De-identified Information: We may disclose or use aggregate or de-identified information for any purpose.
    Promotions: We may share Your information in connection with any Promotion You enter on or through the Services, as necessary to administer, market, sponsor, or fulfill the Promotion or as required by applicable laws, rules or regulations (for example, to provide winners’ lists or make required filings as appropriate) or in accordance with the applicable rules of the Promotion. We may share Your information with a third party assisting us in administering the Promotion.
    Social Media Features: Our Services may include social media features, such as the Facebook Like button. Our integration of these features may allow third party social media provided to collect certain information such as Your IP address, which page You are visiting when using Our Services, and to set a cookie to enable the feature to function properly. Social media features are either hosted by a third party or hosted directly through the use of Our Services. Your interactions with these features are governed by the privacy policy of the company providing it.
    Safety, Security, Cooperation with Law Enforcement, & Compliance with Legal Obligations: We may disclose Your information to third parties, if We, in our sole discretion, have a good faith belief that disclosure is: (i) permitted or required by law; (ii) requested in connection with or relevant to a judicial, governmental or legal inquiry, investigation, order, or proceeding; (iii) required or reasonably necessary pursuant to a valid subpoena, warrant or other legally valid inquiry or request; (iv) reasonably necessary to enforce Our Terms of Use, this Privacy Policy, or any other legal agreements; (v) required to detect, prevent, or otherwise address fraud, abuse, misuse, potential violations of law (or rule/regulation), and/or security or technical issues; or (vi) required or reasonably necessary in Our discretion to protect against imminent harm to the rights, property or safety of Juno, Our Users, employees, members of the public and/or our Services. We may also disclose information about You to Our auditors or legal advisors in conjunction with accessing Our disclosure obligations and/or rights under this Policy.
    9. How Do We Keep Your Information Secure?
    Juno takes appropriate security measures to protect against unauthorized access to, or unauthorized alteration, disclosure or destruction of, data that You share and We collect and store. These measures vary based on the sensitivity of the data we collect and store. Unfortunately, however, no system can be 100% secured, and We cannot guarantee that communications between You and Juno, the Services, or any information provided to Us in connection with the information We collect through the Services will be free from unauthorized access by third parties. Unauthorized entry or use, hardware or software failure, and other factors may compromise the security of User information at any time. Your password is an important component of Our security system. As such, it is Your responsibility to protect it. Do not share Your password with any third parties. If Your password has been compromised for any reason, You should change it immediately and contact [email protected] with any concerns.

    10. California Online Privacy Protection Act Notice
    We are committed to providing You with meaningful choices about the information collected on our Services for third-party purposes, and that is why we provide information and choices discussed throughout this Privacy Policy. However, we do not recognize or respond to browser-initiated Do Not Track signals, as the Internet industry is currently still working on Do Not Track standards, implementations and solutions.

    11. How to Access & Update Your Information
    You may access and update Your information that Juno collects and maintains in the following ways:

    You may update the information You provide directly to Juno by logging into Your Account and updating Your Account information at any time. You may also submit any requests for access to Your personal data to [email protected] Please allow up to thirty (30) days for a response.
    To manage the information Juno receives about You from a Third Party Platform or Wireless Device, please follow the instructions provided by the Third Party Platform or Wireless Device provider for updating Your information and changing Your privacy settings. Once Juno receives Your information from a Third Party Platform or Wireless Device, that information is stored and used by Juno in accordance with this Privacy Policy.
    12. How to Delete Your Account and What Happens When Your Account is Terminated or Deleted
    Should You require any assistance or encounter any difficulty in deleting or de-activating Your Account You may contact Us via email at [email protected] , and We will make commercially reasonable efforts to respond to Your request within 48 hours.

    Account Terminated or Deleted: Please be aware that even after Your Account is terminated or deleted some or all of Your information may still remain visible to others, including but not limited to any information that has been: (a) incorporated into others User’s content, comments, postings, submissions, including but not limited to Course comments ; (b) copied, stored or disseminated by other Users; (c) shared or disseminated by You or others such as in a Public Posting; or (d) posted on a Third Party Platform. Termination of Your Account will not result in the removal of information collected and already put in aggregate form or information that cannot, in Our sole discretion, be removed without undue burden to Juno. Juno is not able and/or obligated to remove any of Your information from a Third Party Platform. Even after You delete Your Account or Your Account is terminated, we may retain Your information as long as we have a legitimate purpose to do so and in accordance with applicable law. In addition, Your information may not be deleted from servers of the Third Party Platform You use to access Our Services. We may retain backup copies of Your information on Our servers or databases (and/or any authorized third-party servers or databases We use) for legitimate purposes such as assist with any legal obligations, resolve disputes, and enforce Our agreements. Such information may be disclosed pursuant to this Privacy Policy regardless of whether Your Account is deleted or terminated.
    13. Links to Third Party Sites
    This Site contains links to other sites that are not owned or controlled by Juno. Please be aware that we are not responsible for the privacy practices of such other sites. We encourage you to be aware when you leave our site to read the privacy statements of each and every website that collects your personally identifiable information. This Privacy Policy solely applies to information collected via this Site.

    14. Modifications to this Privacy Policy
    From time to time, We may update this Privacy Policy. If We make any material change to this Privacy Policy, We will notify You via email or through notification posted on our website, and as required by applicable law. Modifications will become effective on the day they are posted unless stated otherwise. As permitted by applicable law, if You continue to use the Services, after the effective date of any change, then such access and/or use will be deemed an acceptance of and an agreement to follow and be bound by the Privacy Policy as changed. The revised Privacy Policy supersedes all previous Privacy Policies. For this reason, We encourage You to review this Privacy Policy any time You use the Services. Upon Our request, You agree to accept or sign a non-electronic version of this Privacy Policy and any other policies or agreements set forth or available through any Third Party Platform.

    15. International Operations: A Note to Users Outside Of the U.S. and the EU
    Juno stores information about visitors to Our Services and Users on servers located in various jurisdictions. By using our Services, you consent to storage of Your information inside the United States and elsewhere that Juno has hosting arrangements. If You are using the Services from outside the United States and the European Union, please know the data and personal information You submit will be transferred to and stored in servers in the United States or other countries. The data protection and other laws of the United States and/or other countries might not be as comprehensive as those in Your country. By submitting Your data and/or using Our Services, You consent to the transfer, storing, and processing of Your data in and to the United States.

    Personal data collected within Switzerland and the European Economic Area (“EEA”) may be transferred to, and stored at, a destination outside of Switzerland and the EEA. The data We hold may also be processed by employees operating outside of Switzerland and the EEA who work for Us or one of our affiliates or for one of Our vendors. Such staff may be engaged in, among other things, (i) the processing of transactions and Your payment details and (ii) the provision of support services. By submitting Your personal data or engaging in Juno Courses, You agree to this transfer, storing or processing.

    16. Your Rights
    If for any reason you wish to exercise any rights to which you are entitled, you may do so by contacting us at [email protected]. When handling your requests, we may ask for additional information to confirm your identity and your request.



    The rights which you may be able to exercise may include, but are not limited to, the following:



    Right of Access. You may have the right to know the personal information we’ve collected from/about you. We reserve the right to ask for reasonable evidence to verify your identity before we provide you with any information.
    Right to Correct Personal Information. We endeavor to keep the information that we hold about you accurate and up to date. Therefore, you may have the right to update and correct any errors in your personal information.
    Right to Delete. In some circumstances, you may have the right to request that we delete the personal information about you in our records.
    Data Portability. In some circumstances and under certain laws and regulations, you may have the right to request that Personal Data that you have provided to us be provided to you, so you can transfer it elsewhere.


    In some cases, your ability to access or control your personal information will be limited, as required or permitted by applicable law. If that should happen, the Juno will notify you accordingly. Your ability to access or control your personal information under this Privacy Policy depends on the nature of the services you use. For example, if you ask us to delete your personal information, we may not be permitted to do so by the entity through which you receive the services and to whom we may have contractual obligations that limit our ability to provide you with the rights enumerated under this section.

    17. Your California Privacy Rights
    California residents have the right to receive, once a year from Us: a) information identifying any third-party company(ies) to whom Juno may have disclosed (within the previous calendar year) Your personal information for that company’s direct marketing purposes; and b) a description of the categories of personal information disclosed. If You are a California resident and wish to obtain such information, submit a request to Us at [email protected] ; when you request the information, use the phrase “California Shine the Light Request” to help us appropriately identify your question, and include your mailing address, state of residence and email address so we can provide a response.

    18. Questions
    You may contact us by submitting a request to [email protected] and we will do our best to provide a prompt response to your question. In addition, Juno’s Privacy and Data Protection Officer is responsible for overseeing compliance with this Privacy Policy. You can reach this officer by calling him at +972-525515345. Please put “Privacy Policy” in the subject line so Your message can be directed to the correct person(s).

    Juno Cookies Policy
    What are cookies?

    Cookies are small text files placed onto your computer or device as you browse the Internet. Cookies can be used to collect, store and share bits of information about your activities across websites and services, including on Juno. They also allow us to remember things about your visit to Juno, such as your preferred language and other choices/settings and generally make the site easier for you to use.

    Juno uses both session cookies and persistent cookies. A session cookie is used to identify a particular visit to Juno. These cookies expire after a short time, or when you close your web browser after using Juno. We use these cookies to identify you during a single browsing session, such as when you log into Juno. A persistent cookie will remain on your devices for a set period of time specified in the cookie. We use these cookies where we need to identify you over a longer period of time. For example, we would use a persistent cookie if you asked that we keep you signed in.

    Why does Juno use cookies and similar technologies?
    Juno uses cookies and similar technologies, such as web beacons, browser cookies, pixel tags, or local shared objects (“flash cookies”), to deliver, measure, and improve our services in various ways. We use cookies both when you access our site and services on a browser, as well as through our native mobile app. As we adopt additional technologies, we may also gather additional information through other methods.

    We use cookies for the following purposes:

    Authentication and security: To log you into Juno; to protect your security; and to help us detect and fight spam, abuse, and other activities that violate Juno’s agreements and terms. These technologies help authenticate your access to Juno and prevent unauthorized parties from accessing your accounts.
    Preferences: To remember information about your browser and your preferences; and to remember your settings and other choices you have made. Cookies help us remember your preferred language or the country that you are in. We can then provide you with content in your preferred language without having to ask you each time you visit Juno.
    Analytics and research: To help us improve and understand how people use Juno. Cookies help us test different versions of Juno to see which particular features or content users prefer. We may include web beacons in e-mail messages or newsletters to determine whether the message has been opened and for other analytics. We might also optimize and improve your experience on Juno by using cookies to see how you interact with Juno, such as when and how often you use them and what links you click on.
    To help us better understand how people use Juno, we work with a number of analytics partners, including Google Analytics and Mixpanel. These providers use cookies and similar technologies to help us analyze how users use the Services, including by noting the third-party Services from which you arrive. The information collected will be disclosed to or collected directly by these service providers, who use the information to evaluate your use of Juno. To prevent Google Analytics from using your information for analytics, you may install the Google Analytics Opt-Out plugin by clicking here, and you may also use Mixpanel’s opt out by clicking here. We don’t release the information collected from our own cookies to any third parties, other than to our service providers who assist us in the following activities.

    Personalized content: To customize Juno with more relevant content.
    Advertising: To provide you with more relevant advertising.
    As explained further in our Privacy Policy, third-parties whose products or services are accessible or advertised via Juno may use cookies to collect information about your activities on the Services, other sites, and/or the ads you have clicked on. This information may be used by them to serve ads that they believe are most likely to be of interest to you and measure the effectiveness of their ads. Targeting and advertising cookies we use may include Google Analytics, AdRoll, AppNexus, and other advertising networks and services we use from time to time. For more information about targeting and advertising cookies and how you can opt out, you can visit youronlinechoices.eu or allaboutcookies.org/manage-cookies/index.html . Please note that to the extent advertising technology is integrated into Juno, you may still receive advertising content even if you opt- out of tailored advertising. In that case, the advertising content will just not be tailored to your interests. Also, we do not control any of the above opt-out links and are not responsible for any choices you make using these mechanisms or the continued availability or accuracy of these mechanisms.

    When accessing Juno from a mobile application, you may also receive tailored in-application advertisements. Each operating system, such as iOS and Android, provides its own instructions on how to prevent the delivery of tailored in-application advertisements. You may review the support materials and/or the privacy settings for the respective operating systems in order to opt-out of tailored in- application advertisements. For any other devices and/or operating systems, please visit the privacy settings for the applicable device or operating system or contact the applicable platform operator.

    What are my privacy options?
    You have a number of options to control or limit how we and our partners use cookies.

    This cookie policy is available at our site. By continuing to use or access Juno, you are consenting to our use of cookies and related technologies as described in this Cookies Policy.
    Most browsers automatically accept cookies, but you can modify your browser setting to decline cookies by visiting the Help portion of your browser’s toolbar. If you choose to decline cookies, please note that you may not be able to sign in, customize, or use some of the interactive features of Juno.
    Flash cookies operate differently than browser cookies, and cookie management tools available in a web browser will not remove flash cookies. To learn more about how to manage flash cookies, you can visit the Adobe website and make changes at the Global Privacy Settings Panel.
    For general information about cookies and how to disable them, please visit www.allaboutcookies.org.
    Changes to this Policy
    If We make any material change to this Policy. We will notify You via email or through notification posted on our website, and as required by applicable law. Modifications will become effective on the day they are posted unless stated otherwise.

    Questions
    If you have any questions about our use of cookies, please email us at [email protected]