Employee Engagement Survey questions

What is an Employee Engagement Survey?

An Employee Engagement Survey is a set of survey questions directed towards an organization’s employees such that the survey seeks to understand the level of engagement of these employees with the organization at large. These surveys are typically sent to employees using Online Survey Tools.

All World-class winning companies have a World-class work culture. This is because they understand the most critical value of employee engagement – Happy customers are the result of happy employees! It is a well-proven fact that engaged employees will get you more customers while disengaged employees will cost you more customers.

Some of the key metrics of measurement of these questions are :

  1. Employee motivation levels
  2. Alignment of employee’s understanding with overall organizational goals
  3. Understanding employee mood and morale
  4. Gathering insights on how to improve employee productivity through engagement
  5. Analyzing team level survey responses for cross-team benchmarking

Employee engagement survey and analytics are key to creating a work culture that positively cultivates employee mood and morale, increases workforce productivity and sustains an overall winning and happy workplace.

Learn more: Organizational Commitment

Top 15 Employee Engagement Survey Questions

Here are the top 15 employee engagement survey questions you need to include in your survey to get better responses from your employees so that you can measure your employee engagement levels and also identify the areas that need improvement so that there is increased employee engagement.

  1. Do you enjoy coming to work every morning?

This is an important question that you need to ask your employees to know their willingness to show up at the workplace every day. According to studies conducted, 12% employee lack the motivation to come to work every morning because they consider the task mundane. This certainly affects their productivity at work in turn affecting employee engagement.

  1. Do you know what are the organization’s expectations of you?

When an employee comes onboard, an organization has a list of KRAs for the employee, however, over the years the role and expectations change. It is important for an employee to know if he/she is aware of the expectations that the organization has with him/her. Also, the organization must know if the employee is aware of it. This question will help an organization take necessary action based on the information provided by responding to this question.

  1. Are you happy to be a part of this organization?

When an organization has this question in the employee engagement survey questionnaire, the intention is to know whether the employees are happy and satisfied with the organization and if being a part of the organization is aligned with their personal goals or not. By responding to this question, employees can state their level of happiness and the organization can know depending on the response if the employee is going to be engaged in the future as well.

  1. Do you think you are well equipped to perform well at this job?

If employees are well equipped to perform their tasks at work, they will be engaged enough and will be able to do well in the workplace. On the contrary, if they don’t have the right training or tools to do their everyday work, they won’t be engaged enough and this can affect their productivity. By responses collected by deploying this survey question, an organization can know the corrective measures to improve their engagement and performance.

  1. Do you feel happy about contributing your ideas to the team?

The success of an organization hugely depends on teamwork. People working in tandem with each other in a team talk a lot about team dynamics and work culture. If an employee feels happy and confident about sharing certain ideas in a team without any hesitation, that means an organization is doing things right and this will surely lead to a more engaged workforce.

  1. Has your manager helped you succeed in your current position?

It is said, employees don’t leave an organization, they leave the manager.  In an organization, where managers help employees do their job well and equip them with information and the right tools, employees will be able to perform their tasks without any roadblock, which will in turn help increase their engagement levels.

  1. Do you feel your contributions are well recognized by the organization?

By asking this question, an organization can know whether the employees feel valued at their workplace or not, if their suggestions/feedback/ contributions are considered important or not. If the employees don’t feel valued at work, there are chances they will not be as engaged as you would expect them to be.

  1. Do you think about looking for a job in another organization?

This is an important question to ask your employees when deploying the survey. If an employee is disengaged or not looking forward to work with an organization, they will surely be looking at switching jobs. If a number of employees answer “yes” to this question, then there is certainly something that the organization is not doing right and they need to rethink their strategy with respect to employee engagement.

  1. Where do you see yourself in this organization in the next 5 years?

Some employees have short-term goals and some have long-term goals when they are associated with an organization. The important aspect here is they have a goal that is associated with the organization. This question helps an organization understand if the employees are engaged enough to plan their future with the organization. Response to this question can determine their willingness to be a part of the organization.

  1. Do you have access to the things you need to do your job well?

Organizations need to make sure that employees have access to proper software, training material etc. to perform their job well. An organization needs to consider all this factor well in advance, but, don’t panic! If you still haven’t thought about it, it’s never late to implement.  

  1. Do you feel most of the systems and processes support you to achieve your tasks and perform your duties well?

In an organization, only managers are not responsible to help employees excel at their work, an organization as an entity needs to back the employee to do their job to the fullest. An organization by asking this question can make sure if they are taking care of the essentials that will facilitate an employee’s performance thereby increasing their level of engagement.

  1. Do you feel there are good career opportunities for you in this organization?

When an employee sees a positive career path within the organization, they surely put in extra efforts to stay aligned with the tasks and other important aspects related to their work. If most of the employees answer “yes” to this question, Mazel Tov! You are a good management, who realizes the importance of higher levels of employee engagement.

  1. Do you think as an organization we are in tandem with your career goals?

Another important question that should be included in your employee engagement survey. An organization should be aware of the choices an employee wants to make with respect to their career goals. By collecting responses to this question an organization can know the intentions of the employees, whether they feel the organization is supportive of their goals.

  1. What are some of the things we do good in this organization?

An open-ended question allows the employees to freely express their opinions. By asking this question an organization can be aware of the things they are doing good, that help increase employee engagement directly or indirectly. Organizations should take these feedbacks seriously and should make sure it reflects within the organization.

  1. Is there anything else we should have included in this survey?

If you have missed any question, employees can remind you of that, if needed. Responses to this question will help organizations evaluate questions they could have included to measure employee engagement and to collect first-hand feedback to improve their processes and system.

Learn more: 50+ Employee Engagement Survey Questions Templates

Tips to Write Awesome Employee Engagement Survey Questions

1. Ask more, tell less

This must be at the heart of your employee engagement survey questions. The prime directive of such a survey is to “listen” and know more from your employees. While it is true that some questions will require adequate contextual information, keeping them at a minimum is critical to the overall success of your employee engagement survey drive.

2. Keep your survey questions simple

If a question appears to be too long or complicated, breaking them into multiple questions will get your better and clearer responses. This particularly helps in getting better and segregated analytics reports.

3. Have at least one open-ended question

Employee sentiment analysis is one of the prime features of Workforce. It selects the most used word in an open-ended survey question and creates an analysis report that gives you powerful insights into your workplace’s overall employee sentiment.

4. Open-ended Vs Close-ended questions?

While designing employee engagement survey questions, you need to keep a systematic balance between using open-ended questions and closed-ended questions.

While closed-ended questions can help you get a quantitative feedback, open-ended questions will lead to qualitative feedback. Therefore it is essential to incorporate both question types to collect systematic data that will help you measure your employee engagement.

Learn more: 50+ FREE Employee Evaluation Survey

Why Measure Employee Engagement?

Employee engagement survey questions help you measure employee engagement, but why measure it in the first place?

  • So imagine you have a small organization with a limited number of people employed and you feel why is there a need to send out a survey, you can ask your employees how engaged they are when you meet them in the corridor or may be in the smoking area.
  • On the contrary, you have a big organization to look after with a couple of thousand employees and you feel what’s the point to send out surveys, either way, it’s going to take ages to gather the data and evaluate the results. We have more important things to do than gather people data.
  • When you measure employee engagement, your Human Resources team can take meaningful actions on the matters that will help your employees perform better in the workplace. Many organization wants to measure employee engagement because it helps reduce employee attrition and because it has a positive flow-on effect on attributes like innovation.
  • Employee engagement surveys enable teams to collect employee feedback empowering them with the right data. Feedback is the key because it represents the collective voices of your employee base, rather than the loudest voices of a few people.

Learn more: 30 Employee Satisfaction Questions you can’t Afford to Miss

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