It is one of the tools to measure employee’s attachment towards their work and engagement, motivation level and view on work culture and many more. Skilled employees are not easily available and need to be retained. Understanding their pulse is important. It will help to redesign policy and can make changes in work environment and design retention plan. Generally, HR can conduct satisfaction Survey by own team members. But here employee will not disclose and share right information. Third party assessment or even taking feedback on sheet without signature may help to get information. It is not collection of data but it is to collect honest feedback. Designing survey questions are important. It should cover all aspects which influences satisfaction of employees. It may be nature of work, Communication and delegation systems at work, workload distribution, Recognition and appreciation systems, Organizational values and culture, advancement opportunities, Team members and dynamics etc. Collection of data is one part, but its analysis and application are another part. If employees feel that just data is collected and changes are not coming or communication is not there to develop satisfied employees It will generate more dissatisfaction. Survey may be manual basis in interview mode where employees are asked question and filled up by surveyor. It may be descriptive questions or YES/No type. The recent trend is online survey mail, where employee gets mail, will open and fill up in own convenience. The same online survey may be done by third party to get information. Designing data after receipt of information and analysis are also important. HR can get complete picture and take action. Actually employee satisfaction survey is an important tool to measure employees pulse and decide next course of action.