Everything About Employee Engagement Survey

By Danni White - Last Updated on January 27, 2021
The Article Describes What Is Employee Engagement Survey & Question That Should Be Asked

To understand employee engagement and its current state, let me lay out some statistics and actionable insights for the one who trusts in numbers only.

Employee engagement is sometimes a challenge for employers. According to the new research, based in the United States, 63.3%(1) of the employers say that it’s more difficult to retain the employees than to hire them.

Whereas, 71% of the employers(2) think that employee engagement is crucial for the business’s success.

Investing in hefty money would not make your employees happy. As a matter of fact, employee engagement is not equal to employees’ satisfaction or happiness. These terms might be related but that’s not the actual meaning of it.

In a nutshell, to stay on top of your game in business, you need to develop a workable employee engagement strategy along with a ‘war for talent’ hunt.

If an employee is happy, it does not mean that he is engaged in his job or doing something extra for your business.

If you look into its meaning, it is known as the emotional connection, mental strength and physical investment of an employee for the business or the company he is working for.

If you really want to find out what’s keeping your employees from engaging going an extra mile for the company, try to find the reasons by employee engagement surveys. Wait, do you know what an employee engagement survey is? If not, keep moving forward to know its literal meaning.

Top 100 Employee Engagement Survey Questions

Here are some top 100 employee engagement survey questions that you can include for improvement in employees’ productivity.

  • Growth Opportunities

    • Do you observe a good career and growth opportunities in this firm?
    • Do you get training whenever a new software tool or system is introduced or integrated into the existing system?
    • How does your manager communicate the feedback to you?
    • Has the manager or any other person has shown interest in your career or growth in the organization?
    • Is this a great firm where you can contribute to career development?
    • What are the changes you have observed since the last employee engagement survey or employee feedback survey and can you list out some of them?
    • Is there anything in particular that you wanted the organizers to ask you in this employee feedback, employee happiness, or employee engagement survey?
    • Are there departments we could team up with to improve this survey? If yes, Kindly list them out.
    • In your honest opinion, is your workplace friendly and fun?
    • Is there a cordial and friendly relationship between you and your co-workers?
    • Are you being treated with respect, compassion, and dignity of the human person by your co-workers?
    • Does your workplace totally tolerate and include everyone in the affairs of things, irrespective of gender, age, ethnicity, or other differentiators?
    • To be honest, do you feel this company has firm policies against harassment, discrimination, or bullying of any kind?
  • Teamwork

    • Is your team supportive when it comes to completing the tasks on time?
    • Are the workers doing collaborative teamwork and participating justly?
    • Does your workforce contribute to your success journey?
    • I tend to learn a lot from my colleagues.
    • My teamwork according to the organization’s objectives prioritized by board members.
    • Do your co-workers share knowledge with you and support your growth? If yes, how? If no, Why?
    • Are the opportunities provided in the company equal for everyone?
    • Are all the team events and activities in this company useful or is it just some of them you find useful? If some, list them out.
    • Is there any bit of transparency and accountability in the way the company works?
    • Can you say you trust your colleagues and team members?
    • Can you compare our office culture to previous offices you’ve worked in? Is there any area we need to improve upon?
    • If you are to describe our company to your friends and family, what would you say?
    • Is there anything you feel needs to change about the organization’s employee culture?
  • Manager/Supervisor Evaluation

    • Does your manager give constructive advice and feedback to you?
    • Is the feedback from your peers timely?
    • Does your manager praise you or recognize your hard work when you put in efforts?
    • Is the employee evaluation process fair and just in your opinion?
    • Is the manager truly concerned about your career growth and development?
    • What do you like most about the employee culture?
    • Since you are aware of all the team’s events and activities, are there any you would like to attend or lead?
    • When you are not at the office, where do you spend most of your time?
    • How do you manage to carve out time for your family and friends outside of work?
    • Is there any tension that has arisen in your personal life due to work-life balance?
    • In three words, give a description of our executive leadership culture.
    • Tell us one thing that you wish could be changed about our company’s culture.
    • What is that particular thing you do to catch fun and cruise while working?
  • Work-Life Balance

    • Do you feel that the firm is very supportive and encourage a healthy balance between work and life?
    • Is the amount of work assigned to you reasonable?
    • Do you believe that it’s the work that has caused tensions in your life?
    • Are you able to spare some time for your family after work?
    • List out 3 qualities that you think our new hires must have in terms of organizational culture fit?
    • Is there any way you know that we could use to better measure culture within surveys like this?
    • In what areas are we very strong in our organization?
    • In what areas do we need improvement the most in our organization?
    • Be very honest, What or Who are the weaknesses in the leadership of our company?
    • How do you think this organization can improve its career development offerings and career path culture? Before you do that, tell us what the company’s current career development team are offering?
    • What is your honest opinion about our organization’s mission? Do you think our agency follows through on this mission? If yes, how? If no, what can be done?
    • What do you think our organization values?
  • Effective Communication

    • Do you feel that the organization communicates the changes in procedures and policies effectively to employees?
    • Do you encourage and support a two-way conversation for a better work culture in the organization?
    • How do you communicate systematically with your team?
    • Do you think that high-level management delivers its message with complete transparency?
    • Do you have enough, appropriate and relevant information to make sane decisions at work?
    • Give a brief description of the company’s strategy for training and compliance.
    • Tell us one way in which our company’s communication could improve.
    • Do you think the Management is Passionate about you and holds you in high regards?
    • Think deeply, do you think there is favoritism in the workplace? Tell us how you have seen this play out in the office.
    • Have you seen the company implement equal opportunity in the workplace? If Yes, When, Where and How?
    • In the event of change of policy or company procedures, how does the company inform you?
    • In your own words, describe the vision and mission of the agency.
    • How do you think both the company and its leadership can inspire employees to work toward its mission and goal?
  • Behavioral Fairness

    • Does your manager communicate cordially and in a professional manner with you?
    • Do you believe that the company’s policy on recognition and awards is good enough?
    • Do you think favoritism is a rising issue in the organization?
    • Do you think that team leaders treat all team members justly and equally?
    • What are the suggestions you have on how the company can more clearly express its priorities?
    • In what ways can the organization clearly express employee appreciation?
    • In the event that you need help, what are the processes you go through?
    • What are the benefits that would make the employee benefits package stronger?
    • In what ways can our company and executive leadership strengthen the on-boarding process?
    • Are you working on anyway to improve our company’s internal processes?
    • How can our organization further express inclusivity and participation in the workplace?
    • What policies can our company put in place to increase transparency?
  • Open-Ended

    • If you could do one big change in an organization or at your workplace, what would you do?
    • What’s the favorite part of your job?
    • Can you spot out the organization’s greatest weakness?
    • Can you spot the organization’s greatest strength?
    • Is there something else you would like to include in the survey for next time?
    • Give us some ways through which the company could improve the process for providing customer service.
    • When and how can our organization improve the process for collecting employee feedback?
    • How can our company more efficiently and effectively address poor performance?
    • Is there any improvement that could be made in your office conditions? Name it.
    • Our company attracts, develops, and retains people with diverse backgrounds. Would you agree or disagree with this statement? And why?
    • Is there anything you have seen recently outside, maybe on Television, that made you think, “I wish we had done that at work?” If yes, explain in detail to us.
    • Tell us something you feel we should measure in our organization but we’re not?
    • Are there any part of the company you would like to interact with more? List them.
  • Employee Satisfaction Survey Questions

    • How happy or satisfied are you at work on a scale of 1 to 10?
    • Would you recommend someone to join this organization?
    • On a scale of 1 to 10, how much do you understand the promotion path and your career development?
    • How would you rate your life-work balance on a scale of 1 to 10?
    • Hypothetically speaking, what would be the reason for your resignation from this job?
    • Are there processes at our that needs fixing up or improvement?
    • Tell us just one pet peeve you have at this company?
    • What really inspired you to accept an offer at our organization?
    • Through your words, kindly paint a picture of what our organization will look like in the next 5 years?
    • Give us a description of the process or path toward promotion at our organization.
    • What are the measurements you would want to see included in future change surveys?
    • Do you feel like you are wasting too much time fixing issues in your workstation?
    • Is the technical support team prompt in solving issues that may arise?
    • Do you think that the company offers sufficient training to handle all the systems and processes you need to get your work done effectively?
    • What about the physical environment, is it suitable for the type of work you do?

( Also Read: Best Employee Engagement Strategies and Its Challenges )

What Is Employee Engagement Survey?

An employee engagement survey is a big step towards improving things in your business or at a workplace. It dramatically increases employees’ efficacy when the employees address their issues through surveys. But what is an employee engagement survey?

It is a kind of business or workplace-related survey that is intended to help you solve a critical issue going on among the employees or at your workplace.

The utmost goal of carrying it out is to identify your strengths and make the workplace a better one for your employees. What kind of questions do you include in an employee engagement survey?

Well, you need to ensure that the questions you ask to all of your employees should give you meaningful and useful insights.

Speaking truth, an employee engagement survey is not something that can be designed over a period of 30 minutes. The questions in the following surveys are designed carefully considering the interview guidelines, metrics, ergonomic employee comfort, an employee’s quality of life and etc.

It is not something that you can make up on your own. For making a proper employee engagement survey, you need professional help along with a guide.

Why Do an Employee Engagement Survey?

Great engagement surveys are necessary and revolve around these 5 factors:

  • Level of Motivation from Employees

    It is important to know how your employees feel at work as it is very essential in building a work culture. Raised moral and a unique but familiar work culture positively affects the employees’ mood and efficacy. Hence, it is important to include this factor for converting the workplace to a happy and sustainable workplace for an overall winning.

  • Alignment of Employees and Organizational Goals

    For a brand’s growth and success, collective efforts are required. But they are not possible without the employees’ co-operation. You need to get on the same page as your employees for understanding them and pushing your company to the peak with their help.

    It is very crucial to create a work culture that understands an employee’s individual goals but also encourages them to match their goals with the overall organizational goals.

    Whenever an employee works for the betterment of an organization and not for his sake, it always leads to success. So, by an employee engagement survey, you can increase employees’ understanding of the organizational goals.

  • Ask Questions to Understand Morale

    That’s what employee engagement survey questions are for! To have a better understanding of employees’ goals to uplift their mood and morale at work so that in the end, the organization could benefit.

    An employee engagement survey should include various questions circling around work, social gatherings at work, employee’s social life, the workload, his goals and organizational goals so that you understand what should be changed to increase employees’ efficiency at work.

    For proficient and responsive employees, questions on the employee engagement survey must be formed professionally.

  • Work to Improve Productivity among Employees

    It’s all done. The employees have filled the surveys, you have collected them and sent them over to a data analyst to derive useful and meaningful insights out of it. What can you do to improve employees’ productivity levels? Well, you would get this answer from the surveys that they have filled in.

    By asking the work-related emotional and social questions from employees, you can actually get insights and make changes to the work curriculum for increasing their productivity levels.

  • Ensure a Cross-Team Benchmarking Plan

    Employee engagement survey also helps you to benchmark individual efforts and performances of employees through team analysis. for example, there would be different questionnaires or surveys for the finance department and marketing department and the performance, statements and benchmarks would be judged accordingly.

How to Measure Employee Engagement?

One way to truly understand your employees and their role in an organization is by surveying them. You might already be doing this but if you are not, you should start doing it. So, do you already have an employee engagement survey or are you planning to create one?

But mind it, it’s not possible to do it in just 30 minutes. You need to think of useful and important employee engagement survey questions before making one.

What Makes A Good Engagement Survey Question?

Now that you know what you want to ask your employees, it is vital to make sure that:

  • Your Employee Engagement Survey Questions Are Pointed and Unambiguous

    It is only going to create confusion for you if you are not straightforward in your questionnaire. Be vigilant with your wordings and always ask questions that are to the point. Moreover, ask them to provide a to the point answer for ease of understanding.

  • Ask One Question

    Do not mix two questions. Instead, ask one question at a time. asking two questions at once can confuse the employees.

  • Ensure Neutral Verbiage

    Ensure that your surveys are neutral and are not in favor of a specific gender. This could produce outrage in the opposite gender. Talk neutrally and ask neutral questions regardless of sex, caste, gender, position and etc.

  • Include One Open Ended Question

    Your employees can give you wonderful improvement ideas to live by. So, always ask an open-ended question at the end making room for improvements.

  • Ask Simple Questions

    Do not use jargon and complex wordings. Keep your questions to the point. Prepare the questions in a tone that’s not too authoritative or hard to understand.

  • Ask and Let Them Answer

    The survey is to be answered by the employees so, give them a chance to speak their hearts out in the survey.

  • 5-Scale Point Responses

    Rating surveys are easy to deal with. In questions where scaling is needed try not to exceed the 5-point limit as it’s easy to analyze and mark anything that’s out of 5 and not 100.

  • Open-Ended vs. Close-Ended Questions

    A survey contains open-ended questions as well as close-ended questions. An open-ended question is the one that’s not bounded by a ‘yes’ or ‘no’. whereas, close-ended questions are bounded by a ‘yes’ or ‘no’.

    In these questions, you cannot give your own opinion or go for the middle way. You either have to agree with it or disagree with it. It’s all about quantitative feedback and a qualitative one.

Employee Engagement Survey Types

There are 11 main types of employee engagement surveys. They are:

  • Employee Attitude Surveys

    These surveys assess an employee’s emotions and feelings within the workplace and with other employees.

  • Employee Opinion Surveys

    Opinion surveys encourage employees to reveal their beliefs and views regarding the organization.

  • Employee Satisfaction Surveys

    It helps to determine the main issue, or the root cause of an employee’s dissatisfaction issues. It is targeted to resolve those issues.

  • Employee Engagement Surveys

    This kind of survey measures the performance and engagement of dedicated and undedicated employees with respect to the company, organization’s management and co-workers.

  • Employee Performance Appraisal

    It is a survey given to management department employees for evaluating and giving feedback on the employees’ performance on an individual basis.

  • 360 Surveys

    The 360 surveys evaluate an employee from multiple points of views including co-workers, vendors, subordinates and etc.

  • Organizational Assessment Surveys

    It helps to measure the organization’s key strengths on a global level.

  • Employer Improvement Surveys

    This survey gives a chance for the employees to give out constructive criticism about their heads.

  • Employee Exit Surveys

    It crawls through the data and renders us with meaningful insights about an employee’s workplace experience, social exposure, training, career opportunities and etc.

  • Professional Development Surveys

    This kind of survey is used for determining the satisfactory level of employees with the employer’s workplace plans.

( Also Read: 10 Successful Employee Engagement Strategies Every CHRO Should Implement )

Conclusion

Once you have finalized the employee engagement survey, you can send the survey to top-level management and colleagues to obtain their feedback for the questions’ formation.

If you a well-designed employee engagement survey in your hands, it would help you to produce engagement metrics.

Danni White

Danni White | Danni White is the Director of Content Strategy and Development at Bython Media and the Editor-In-Chief at TechFunnel.com, a top B2B digital destination for C-Level executives, technologists, and marketers. Bython Media is also the parent company of OnlineWhitepapers.com, BusinessWorldIT.com, List.Events, and TheDailyPlanIOT.com.

Danni White

Danni White | Danni White is the Director of Content Strategy and Development at Bython Media and the Editor-In-Chief at TechFunnel.com, a top B2B digital destin...

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