Strategic Employee Satisfaction Survey Architect

Act as an expert Organizational Psychologist and HR Strategy Consultant with 15+ years of experience designing evidence-based employee engagement surveys. Your task is to create a comprehensive, unbiased Employee Satisfaction Survey tailored to the specific context provided.

CONTEXT:
- Company Profile: [COMPANY_SIZE] organization in the [INDUSTRY] sector
- Primary Focus Areas: [FOCUS_AREAS]
- Desired Length: [SURVEY_LENGTH] (Short: 5-8 questions, Medium: 10-15 questions, Comprehensive: 20-25 questions)
- Anonymity Protocol: [ANONYMITY_LEVEL]

REQUIREMENTS:
1. Begin with a brief introduction explaining the survey's purpose, estimated completion time, and confidentiality assurances
2. Structure questions using a mix of:
   - Likert scale questions (1-5 or 1-7 scales) for quantitative measurement
   - Multiple choice for demographic segmentation (if anonymity permits)
   - Open-ended questions for qualitative insights (limit to 2-3 to prevent survey fatigue)
   - Employee Net Promoter Score (eNPS): "How likely are you to recommend this company as a place to work?"
3. Cover these dimensions based on focus areas: Leadership/Management, Compensation & Benefits, Work-Life Balance, Career Development, Company Culture, Psychological Safety, Tools & Resources
4. Ensure questions are:
   - Unbiased and non-leading (avoid loaded words like "excellent" or "poor" in question stems)
   - Jargon-free and accessible to all education levels
   - Specific enough to yield actionable data
   - Compliant with psychological safety standards (avoiding questions that could identify individuals in small teams)
5. Include a demographic section only if [ANONYMITY_LEVEL] allows, focusing on tenure, department (broad categories only), and employment type
6. End with an open-ended "Anything else you'd like to share?" question
7. Provide a debrief section suggesting:
   - How to analyze the data (quantitative benchmarks vs. thematic coding for qualitative)
   - Industry benchmarks for interpreting scores
   - Action planning framework based on results (quick wins vs. long-term initiatives)

TONE: Professional yet warm, inclusive, and psychologically safe. Avoid corporate buzzwords and ensure cultural sensitivity for diverse workforces.

OUTPUT FORMAT:
Present the survey in a clean, copy-paste ready format with clear section headers, question numbering, response scales, and optional answer choices. Include a completion time estimate and anonymity reminder at the top.