Published on: February 19, 2026
Quizzes at work fail for predictable reasons. They feel random, they drag on, or they test things nobody remembers because the questions have no context. Templates fix that. A good company quiz template gives you a structure you can reuse, so every quiz has a clear goal, consistent pacing, and a format people recognize. That matters whether you are welcoming new hires with an onboarding quiz, running office trivia for an internal event, or getting remote teams talking with icebreakers and virtual team quizzes.
In this article, we will break down what makes a quiz template worth saving, how to customize it using Flipsnack and its engagement features without turning it into a messy one-off.
A company quiz is a short set of questions a business uses to learn something useful and share information in a way people will remember. It can be for employees, teams, or even customers, but the goal is the same. You ask clear questions, collect answers, and use the results to take action.
Most company quizzes fall into a few common categories:
A good company quiz is focused. It has one purpose, a clear audience, and a simple way to measure success, like completion rate, score, or feedback. If it tries to do everything, it usually ends up doing nothing well.
A company quiz works when it has a single clear goal, a defined audience, and a format that fits the situation.
Keep it short, because length kills completion. Aim for a small set of questions where each one supports the purpose, whether that is onboarding, training, culture, or team bonding. If a question is only nice to know, remove it.
Make the quiz easy to take and hard to ignore by using interactivity with intention, not clutter. Give people useful feedback so they learn something, then decide what you will do with the results so the quiz has a real outcome.
| Template Name | Primary Department | Best For (Company Size) | Main Focus | Key Benefits |
|---|---|---|---|---|
| Personality quiz template | People Ops | Any size | Culture and communication | Shared language for teamwork; great for kickoffs and onboarding; discussion friendly results. |
| Employee onboarding quiz template | HR | Any size | New hire readiness | Checks core knowledge early; supports scenario based learning; links to resources for fast ramp up. |
| Employee trivia template | Internal Comms | Any size | Engagement and culture | Easy to run in meetings; quick topic based format; boosts participation without feeling like training. |
| Office culture quiz template | People Ops | Growing teams | Values in practice | Turns values into scenarios; supports culture onboarding; helps align teams on how work gets done. |
| Office trivia template | Internal Comms | Any size | Team energy | Fast rules and scoring; easy to host live; ideal for events and all hands warm ups. |
| Remote team icebreaker template | Team Leads | Distributed teams | Connection and trust | Clear prompts reduce awkwardness; works well for onboarding and kickoffs; optional add ons for variety. |
| Team bonding quiz template | People Ops | Any size | Collaboration habits | Activity led session plan; ends with a recap quiz; helps teams agree on working norms. |
| Team quiz digital template | Team Leads | Any size | Alignment and clarity | Quick alignment check; supports follow up actions; good for new teams or after change. |
| Virtual team quiz template | Operations | Remote and hybrid teams | Meeting effectiveness | Lightweight pulse check; highlights meeting issues fast; supports small weekly improvements. |
| Team introduction template | Internal Comms | Growing teams | Roles and ownership | Reduces handoff confusion; gives instant team context; pairs well before onboarding or team quizzes. |
The best flipbook tool I have used
Flipsnack is easy to use and offers all the features a small business needs, at a very affordable price. There are plenty of templates to choose from to speed up the project. Each template is easily tailored to your needs. The support is good and fast through the chat function, and they also provide a phone number (infrequently these days) in case you prefer a phone call.
Leonardo Soto, President of SotoNets Cloud Solutions
Reviewed on G2
A personality quiz at work is useful when it helps people understand how they show up, how they communicate, and what they value. This template frames the quiz as a culture mirror, so it feels like a shared language tool, not an HR test. It works well for onboarding, team kickoffs, and culture programs where you want people to connect their choices to real company values.
Best for: Teams of any size that care about culture and collaboration, especially companies that are hiring fast, working across departments, or building routine ways to talk about values. It also fits remote and hybrid teams that need faster ways to build trust and context.
Real world application: A practical way to use this is during onboarding week or a team reset. New hires take the quiz, get a persona result tied to culture pillars, then discuss two prompts in a live session: what felt accurate and what support helps them do their best work. Managers can use the results to tailor onboarding, like pairing people with the right buddy or adjusting how feedback and updates are shared.
The layout is strong because it sets context upfront with a clear message and an optional intro video. It also makes the outcomes feel concrete by linking personas to culture pillars, like creativity, passion, craft, and focus. Build it in Flipsnack with a quiz element for the questions, add short explanations for each persona, and include a final page with next steps, like suggested team norms or a short reflection form.
Common mistake to avoid: Do not turn this into a personality test that labels people. If the results feel like a score, people will resist it. Keep the questions specific to work behaviors, keep the tone neutral, and make the results about preferences and collaboration, not performance.
New hires forget what they do not use right away. An onboarding quiz fixes that by turning your product, tools, and basic processes into active recall. This template is built around one smart idea. It explains why the quiz exists, sets expectations, then checks real understanding with scenario based questions instead of trivia.
Best for: Teams that onboard people into a product, a workflow, or a client facing role. It fits startups and larger companies alike, especially support, sales, customer success, marketing, and operations. If different departments need the same baseline knowledge, this is a strong starting point.
Real world application: Use this at the end of week one or after the first training block. New hires take the quiz, then review results with their buddy or manager in a short follow up. You can use the missed questions to create a simple plan, like “review tags and permissions” or “redo the CRM notes exercise.” Over time, you will also see which topics confuse most people and should be taught differently.
The structure is the main win here. It includes an index, a clear “why this quiz exists” page, and sections that can cover core concepts, refreshers, and real world scenarios. It also calls out security and best practices, which matters if people touch client data. In Flipsnack, add quiz questions inside the pages, include short feedback for each answer, and add links back to the right internal resources so people can learn while they take it.
Common mistake to avoid: Do not make it a perfection test. The template even hints at this with the idea of readiness. Keep questions tied to the job and keep wording simple. Also, do not bury people in too many sections at once. Split it into stages, like essentials first, then deeper topics in week two.
Employee trivia works when it feels like a shared break, not a pop quiz. This template is set up like a menu of short trivia topics, so people can pick what they want and start fast. That makes it a good fit for culture building, internal events, and lighter learning themes like wellness and company values.
Best for: Teams that want quick engagement in a meeting, a team event, or an internal newsletter. It also fits HR and internal comms teams that need simple ways to boost participation across departments, including remote teams.
Real world application: Use it as a monthly culture moment. Pick one theme each month, like company values or work life balance, and share the link in Slack or email. Ask teams to take one quiz, then post their score or one takeaway in a shared channel. If you run it live, you can screen share and let people answer on their own devices, then compare results at the end.
The layout is built for choice and clicks. It starts with clear topic tiles, short descriptions, and strong call to action buttons like “take quiz.” In Flipsnack, you can turn each topic into its own quiz section, add links and buttons for navigation, and include short feedback after each question. You can also embed a short intro video if you want to set the tone before people start.
Common mistake to avoid: Do not mix serious training content with fun trivia in the same quiz. People will not know how to take it. If you want learning, keep it focused and label it as training. If you want engagement, keep it light and move fast.
Culture training usually fails when it stays abstract. People hear the values, nod, and go back to work with the same habits. This office culture quiz template is built to fix that by pairing short culture training sections with quizzes that test what those values look like in real situations. It is more structured than a fun trivia quiz, which is exactly why it works.
Best for: Teams that want consistent culture onboarding and a shared way of working. It fits growing companies, hybrid teams, and any org where values are written down but not lived the same way across departments. It is also useful when you are trying to reduce friction between teams by aligning on how decisions get made and how collaboration should feel.
Real world application: Example use case. A people ops team uses this during onboarding and again at the 60 day mark. New hires go through the first training section, complete Quiz 1, then discuss one scenario question with their manager. At 60 days, they repeat Quiz 2 to see what stuck and where the gaps are. The team then updates the quiz based on the most missed questions, so culture training keeps getting clearer instead of getting ignored.
The template layout is designed like a course. It has an index, two training sections, and two quizzes, which makes it easy to run as a short program instead of a one time activity. You can add Flipsnack quiz questions directly into the flipbook, link out to your handbook or code of conduct, and add a short intro video that sets expectations. It also includes stat callouts you can replace with your own internal data, which helps you make the business case without guessing.
Common mistake to avoid: Do not treat this as branding. If the quiz only tests slogans, people will game it and nothing changes. Use scenario based questions that reflect real choices at work, then add a simple follow up step, like one team norm to adopt or one practice to stop. Also, do not let it go stale. If your culture evolves but the quiz does not, it becomes noise.
Office trivia works when it is fast, clear, and a bit competitive. This template is built like a challenge, with simple rules, multiple choice answers, and a points system. It is a good pick when you want a shared moment that boosts energy and gets people talking, without turning it into training.
Best for: Office teams, hybrid teams, and internal comms or HR teams that plan events, culture weeks, or team meeting activities. It also works for companies that want a light way to introduce workplace facts and norms to new hires.
Real world application: Example use case. A team lead uses this as a five minute warm up at the start of a monthly all hands. People answer on their own, then the host shares the answers and a quick story behind two questions. For remote teams, you can run it the same way on a call, then ask people to post their score in chat.
The design does a lot of work for you. It opens with a welcome page and a video spot, then sets expectations with clear instructions, like picking A, B, C, or D, scoring one point per correct answer, and adding a timer if you want more pressure. In Flipsnack, you can add quiz questions directly in the flipbook, link the start button to the first question, and keep navigation simple so people do not get lost.
Common mistake to avoid: Do not make the questions too hard or too inside. If only two people can answer, the rest will check out. Keep most questions easy to medium, then add one or two tougher ones for fun. Also, do not let it drag. A short challenge keeps the vibe right.
Remote icebreakers fail when they are either too forced or too vague. This template avoids both by giving people a concrete prompt, a short story format, and optional add on games that keep energy up without putting anyone on the spot. It is less about testing knowledge and more about helping people feel like real humans to each other.
Best for: Remote and hybrid teams that need a structured icebreaker for onboarding, new project kickoffs, team offsites, or cross team intros. It also works well for managers who want a repeatable format they can run in 15 to 30 minutes.
Real world application: Example use case. A distributed team uses this at the start of a quarterly kickoff. Everyone fills in the form before the meeting, then each person gets 60 seconds to share their sneaker story. After the round, the host runs the short quiz game as a fun closer. The team finishes with one quick reflection question, then saves the flipbook in a shared space so new joiners can catch up later.
The structure is practical and clear. It tells each person exactly what to do, like show a favorite item and share a 60 second story, and it includes buttons for a form and quiz style add ons. In Flipsnack, you can keep the main activity as a form page, add interactive buttons for the “take quiz” and “answer question” sections, and embed a short video from the host to set the tone. You can also use a simple results page to summarize themes, like where people are from or what they value, without making it feel like a survey.
Common mistake to avoid: Do not make this activity about being funny or impressive. That shuts people down. Give a clear option to keep it simple, like a comfort choice, and keep the timing strict so the session does not drag. Also, do not try to run every add on game in one meeting. Pick one and move on.
Team bonding gets dismissed when it looks like forced fun with no purpose. This template takes the opposite approach. It frames bonding as a way to improve collaboration and performance, then lays out a set of activities people can actually run, ending with a quiz so the session has a clear close.
Best for: Teams that want higher engagement without cheesy icebreakers. It fits managers, people ops, and internal comms teams planning offsites, quarterly kickoffs, culture weeks, or new team formations. It also works when you want to bring mixed groups together, like sales plus product, or marketing plus support.
Real world application: Example use case. A department lead uses this for a half day team session after a restructure. They pick two activities, run them in small groups, then finish with the quiz as a recap. The quiz is not there to grade anyone. It is there to get people talking about what they learned about each other and what working norms they want to keep.
The layout is built like a mini program. It starts with a clear story about why bonding matters, includes a simple index of activities, and uses media icons that signal you can add links, videos, or audio to guide each activity. In Flipsnack, you can embed short instructions videos for the facilitator, add buttons that jump to each activity, and add quiz questions at the end to reinforce the theme. If you want to turn it into a repeatable ritual, add a quick form at the end to collect feedback on what worked.
Common mistake to avoid: Do not pack in too many activities. If you rush, you lose the point, which is real interaction. Pick fewer activities, give people time to talk, and connect each activity to one concrete team behavior, like how you give feedback or how you make decisions. Also, do not run the quiz without a short discussion afterward. The discussion is where the bonding actually happens.
A team quiz works when it helps people sync, not when it turns into a scoreboard. This template gets that right. It frames the quiz as a “signal check” for how connected the team really is, then sets a clear mission that mixes collaboration, learning, and fun. It is a strong option for teams that want a shared baseline after onboarding, a project kickoff, or a period of change.
Best for: Teams that need alignment across roles, especially cross functional groups where people do not share the same context. It fits onboarding follow ups, new team formations, quarterly resets, and teams that work hybrid or remote and want a quick way to reconnect.
Real world application: Example use case. A manager runs this as a post onboarding checkpoint in week four. Everyone takes the quiz, then the team reviews the top missed topics together in 15 minutes. They end by agreeing on one working norm to improve, like how updates are shared or how handoffs work. Repeat the quiz a month later and compare results to see if alignment improved.
The layout supports that flow. It has a clear intro page, a strong call to action button, and a mission checklist that sets expectations before people start. In Flipsnack, you can add scenario based questions, include short feedback after each answer, and link out to internal docs for deeper context. If you want this to feel more like an experience, embed a short intro video from the team lead and add a closing page with a form question like “What should we clarify next?”
Common mistake to avoid: Do not make this too broad. If you try to cover every tool, every process, and every value, you will get shallow questions and low completion. Keep it centered on what the team needs to work well right now, and keep questions tied to real situations.
Most “virtual team quizzes” are just trivia with a remote label. This one is different. It is built as a quick meeting check in that connects meeting quality to team wellbeing, then asks simple questions about clarity, participation, and outcomes. It is less about testing knowledge and more about capturing feedback you can act on.
Best for: Remote and hybrid teams that run a lot of meetings and feel the drag. It fits team leads, ops, people teams, and project managers who want a lightweight way to improve meeting habits without rolling out a heavy survey program. It is also useful for cross functional teams where unclear meetings create rework.
Real world application: Example use case. A team lead shares this after the weekly team meeting for four weeks. Everyone takes under five minutes to answer. The leader reviews the patterns, then makes one change each week, like adding an agenda, rotating facilitation, or ending with clear owners and next steps. After a month, the team compares results and decides which changes to keep.
The design supports a low friction flow. It explains how the quiz works, sets expectations about honesty and speed, and uses simple prompt style questions like how many meetings you attended and what the objectives were. In Flipsnack, you can build this with forms and rating style questions, add a button that jumps straight to the questions, and include a short note that responses are anonymous if that is how you plan to run it. If you want stronger follow through, add a final page that summarizes what will change based on the feedback.
Common mistake to avoid: Do not collect feedback and then do nothing. That kills trust fast. Keep the quiz short, share one or two themes back to the team, and pick one visible improvement to test. Also avoid leading questions that push people toward a “good meeting” answer. Neutral wording gets better data.
A team intro is the easiest way to remove friction. People collaborate better when they know who does what, who to ask for help, and what each role owns. This template turns that into a clean, skimmable format, so new hires and cross functional partners stop guessing and start reaching the right person.
Best for: Growing teams, new departments, and any company that works across functions. It is useful for onboarding, internal comms, project kickoffs, and client facing teams that want a simple “who we are” page. It also pairs well with quizzes, because you can place it right before a team quiz or onboarding quiz to give people context.
Real world application: Example use case. A customer acquisition team shares this before a big campaign kickoff. Everyone sees the team breakdown, what each person owns, and how to route requests. Then the team runs a short quiz or check in to confirm the new workflow and reduce handoff mistakes.
The layout does the heavy lifting. One page is a team breakdown with photos, names, roles, and focus areas. The next page explains what the team does and includes space for interactive elements, like a link button to your internal hub and a video button for a short leader intro. In Flipsnack, you can add clickable links to calendars, forms, request queues, and playbooks. You can also embed a short video that explains how to work with the team, plus a form for intake requests.
Common mistake to avoid: Do not turn this into a vanity page. If it is just titles and buzzwords, nobody uses it. Add practical details, like what each person handles, how to contact them, and what a good request looks like. Also keep it updated, because a stale org page creates more confusion than no page at all.
If you want to test knowledge, collect feedback, or help people connect, start with a quiz template and then add interactions inside Flipsnack’s Design Studio. You can try most features in the 14 day premium trial, then decide if you want to upgrade or continue on the Free plan.
One important detail: Flipsnack quizzes, questions, and forms are part of the Engagement features and they require Business or Enterprise access.
Pick a layout based on what you want people to do after the quiz. For onboarding, you want clarity and progression. For culture and trivia, you want speed and fun. For pulse checks, you want honesty and quick answers.
If you already have a PDF, you can upload it and turn it into a flipbook. If not, you can build from scratch in Design Studio.
Add your logo, fonts, and colors, then make sure the quiz pages follow a simple path: intro, rules, questions, results, next step.
This is where most company quizzes win or fail. A static quiz feels like homework. An interactive quiz feels like a quick challenge.
Inside the Interactions tab, you can add a Quiz element, then build questions and settings. You can add up to 20 questions per quiz pop up, with single choice or multiple choice answers, plus explanations and a results message.
If multiple people need to review the quiz, set roles before you start collecting edits. Flipsnack supports role based access like Owner, Admin, Editor, Agent, and Contributor, so the right people can edit, while others can draft and request review before publishing.
This matters most for onboarding and internal quizzes, where the content must be correct before it goes out.
Once the quiz is ready, publish it and choose the right visibility.
Flipsnack supports public options like sharing via link, but also private options like Unlisted, Password Locked, and one time passcode, readers only, or SSO only.
Note that private flipbooks cannot be embedded on external sites, so pick visibility with distribution in mind.
Then check performance. Flipsnack statistics track things like views, clicks, and average time spent, and you can even export detailed reports like page level views, clicks, and time spent.
Company quiz templates work because they remove the hardest part, which is starting from zero. You get a proven structure, you adjust the content to match your team, and you can keep the format consistent across onboarding, culture, and team building. That consistency matters because it makes quizzes easier to create, easier to take, and easier to improve over time.
The best results come from treating quizzes as a habit, not a one off task. Keep each quiz focused on one goal, use interactivity to guide people through it, and review the responses so you can fix what is unclear. Pick one template from this list, customize it with your branding and questions, and publish it to the right audience. Then use what you learn to make the next quiz sharper.
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