So you’re ready to create an employee engagement survey - great! They’re one of the best ways to gauge how satisfied employees are at their jobs: if they love the work they do, if they feel they’re doing valuable work, and if they’re able to put their all into their job every day.
But it’s not enough to ask a few vague questions and decide you’ve done a great job. Coming up with the questions for your employee engagement survey is critical to running a successful survey. You want to make it easy for employees to give you thoughtful, actionable feedback - that way, you get the best data for your ongoing employee engagement strategy.
The questions you ask about employee engagement, and the way you ask them, can all have a significant impact on the answers you will get from your survey. So don’t think this is a task you can tackle in just an hour - it requires knowledge, research, and plenty of thought to get it right.
Fortunately for you, we have this guide to the 20 sample employee engagement survey questions you need to ask. So let’s get started!
What is an Employee Engagement Survey?
An employee engagement survey measures how engaged your employees are. Engaged employees feel a strong emotional commitment to their work, your company, and their team’s goals. They feel like they have a purpose at your company, know how their work helps them grow, and understand their impact on others.
Sounds great? It is! Engaged employees make your company more productive and your customers more satisfied. That’s why engagement is an important metric to track, and a well-designed employee engagement survey does just that and more. It also helps you truly understand the areas where your company is doing well, where you are falling short, and what you need to fix.
What Makes a Good Employee Engagement Survey Question?
Gauging employee engagement levels isn’t as easy as simply asking, “how engaged are you?” To run a successful survey, you need to make sure your employee engagement satisfaction survey questions follow these four key elements:
These guidelines will make sure you’re able to get clear and actionable data from your engagement survey. If your questions are worded poorly, you might be more confused after getting answers than you were before!
One final guideline when creating your employee engagement survey: make sure it’s not too long. Of course, you want to get feedback on plenty of topics - but your employees are already busy doing their jobs. The longer you expect them to drop everything and answer your survey, the more people will drop out without answering all your questions. Shorter is more effective.
20 Employees Engagement Questions for Your Survey
Now we’re onto the good stuff - the simple but effective questions you need to include in your employee engagement survey! You don’t need to include everyone, and you can certainly add others that fit your organization’s priorities. But these should give you a great start on building your survey. Here is the list of the best questions for the employee engagement survey.
1. Would you recommend [Company] as a great place to work?
If your employees recommend taking a job at your company to their friends and family, that speaks highly of how they regard your organization.
2. Do you feel empowered at work?
Feeling empowered to do their work without being micromanaged helps employees feel autonomous and trusted - and that leads to higher engagement.
3. Do you look forward to coming to work every morning?
If employees dread coming into work most mornings, that’s a sign that something is seriously wrong with your workplace. That is a major factor in feeling disengaged.
4. Do you plan to be still working at this company in two years?
Engaged employees don’t tend to look for other roles actively - if your people are looking for a way out, there’s something you need to fix fast.
5. Do you feel aligned with the company’s goals?
When employees feel they’re working towards a clear goal and the rest of the organization, that helps them feel like they’re contributing to something larger than themselves - and that feeling boosts engagement. It helps employees “focus on the why.”
6. Does your manager care about you as a person?
Our direct manager has such a strong impact on our days at work. Employees who feel cared for by their managers tend to have higher engagement levels.
7. Do you think the management team is transparent?
If employees don’t feel they can trust what their senior leaders say, it’s a problem. That distrust and disconnection can lead to dissatisfaction and lower engagement.
8. Do you feel your manager values your opinions?
It’s important to feel like you can express yourself at work and bring up issues or solutions to your manager. Do your employees feel safe doing that?
9. Do you have a good working relationship with your colleagues?
Let’s be real - we spend so much of our lives at work, our colleagues are some of the people we spend the most time with. If employees feel their workplace is full of infighting, competitiveness, or lacking trust, that can feel discouraging and stressful.
10. Do you feel you can be your whole self at work?
When employees feel they need to hide part of themselves at work (like their gender pronouns), or like their coworkers or leaders don’t accept the essential part, they can begin to feel increasingly disengaged and look for a workplace feel more accepted and at home.
11. Do you think that the company cares about your physical and mental wellbeing?
Feeling cared for at work is a great feeling. If employees feel your company cares about their physical welfare, like having a safe and comfortable work set up, and their mental wellbeing by ensuring they have plenty of time off and reducing burnout, that contributes to a less stressed, more engaged workforce.
12. Do you feel recognized for your hard work and successes in your job?
Recognizing and rewarding employees for a job well done, whether on a huge project or a small task, is vital to keeping them engaged. After all, if you work hard but it’s never acknowledged, that’s a really discouraging experience. If you don’t know how often employees feel recognized, you won’t know what steps you need to take to improve the situation (like using Xoxoday Empuls to recognize and rewards easy and fun).
13. Do you have a best friend at work?
This question comes from the gold standard of engagement surveys: the Gallup Q12 employee engagement questionnaire. It might seem a little odd, but Gallup asks it because they have found a significant link between having a best friend at work and increased effort in the job.
14. Are you recognized fairly for your contributions to your team?
If your team is lucky enough to have a superstar performer, are they getting recognized for their individual contributions? Or are they mostly just getting lumped in with the rest of the team? That experience can be frustrating is high performers feel they’re often covering for low ones.
15. Are you satisfied with the benefits the company offers?
The range of benefits employees expect to get from their employers has grown - some companies offer new perks like pet insurance, in-office wellness centers, and more. How do your employees feel you’re stacking up?
16. Does your team inspire you to do your best work?
The people who surround us every day can encourage us to reach new heights of excellence - or their bad attitudes and lazy approach to work can drag us down. How do your employees feel about their close colleagues?
17. Have leaders at [Company] communicated a vision that motivates you?
Do your employees feel a clear connection between the work they do and your company's vision and goals as a whole? If your leaders are lacking in that kind of communication, you might be missing a chance to boost engagement and results.
18. Do you have access to the tools and technology you need to do your job well?
Sure, you might think you’ve provided employees with everything they need to do their jobs. But you’re a leader - you’re not there in the day-to-day grind. Checking in to see if something missing would help them do their jobs to the best of their ability could lead to big productivity gains.
19. Do you know what you need to do to be successful in your role?
People can’t succeed unless they know what they’re supposed to be doing. This might seem simple, but there can be a surprisingly big disconnect between what employees think their role is and what managers and leaders expect.
20. Do you believe there are good career opportunities for you at this company?
One of the biggest reasons great employees leave your company is because they don’t see a solid, promising career path ahead of them. Is this an issue you need to address? Find out by asking employees directly.
How engaged are your employees? If you don’t know, you need to ask them! But be sure to do it with the right questions, so you can act on the data you receive to improve your employee experience.
Looking for a way to check in with your employees and ask them regularly how things are going? Empuls by Xoxoday makes those pulse surveyssimple, easy, and effective, so you’re always up to date on the employeeexperience and engagement levels.
At Xoxoday, we deeply understand the intrinsic and extrinsic motivation and engagement drivers of people, be it an employee, supplier, contract staff, gig or consumer. We bring simplicity and continuity to a complex, everyday problem.