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Engaging your employees leads to several benefits:
- They tend to perform better
- They’re less likely to be absent
- Companies with engaged employees experience higher profits
- Improved collaboration
- Positive customer experiences
- Greater retention
Surveys are one of the best ways to measure engagement. It can help leaders gather the most important feedback from their people to see what they like and what they don’t.
Asking the right questions in an employee engagement survey is very important.
The survey should cover important aspects of engagement such as job satisfaction, work-life balance and more.
What can you ask?
In this article, you’ll discover the most effective questions you can add to your engagement survey in a way that fits your organization's needs, and drives results.
Including the following elements, or 'reporting factors', will ensure you cover all the important aspects that contribute to engagement in your organization.
1. Communication: Effective communication ensures that employees feel informed and valued, fostering an open environment where they can freely express ideas and concerns.
2. Leadership Effectiveness: Effective leaders provide guidance and inspiration to their team, encouraging trust and respect and demonstrating commitment to their employees' welfare.
3. Employee Recognition: Regular and meaningful recognition reinforces positive behaviors, boosts morale, and shows employees that their efforts are appreciated and greatly valued.
4. Autonomy: Granting autonomy empowers employees to take ownership of their work, enhancing their motivation and commitment to the organization.
5. Culture: A positive culture promotes a sense of belonging and alignment with company values, which is essential for fostering a collaborative and supportive work environment.
6. Work Environment: A supportive physical space enhances comfort and productivity, making employees feel secure and appreciated.
7. Professional Growth: Opportunities for professional development show employees that the company is invested in their career progression, which can increase loyalty and job satisfaction.
8. Purpose: Connecting employees’ roles to the company’s larger goals provides them with a sense of meaning and motivation, enhancing their engagement with their work.
Employee engagement surveys are handy tools for measuring your employees' satisfaction, and the overall health of your organization.
By asking the right questions, you can gain valuable information about various aspects of the work environment, including employee morale. We've categorized 101 sample engagement survey questions. Depending on what aspect of your workforce that you want to measure, you can pick the questions that suit your needs the most.
Engagement Survey Questions on Communication
These questions can evaluate how effectively information flows within the organization. It assesses whether managers communicate clearly, if company decisions are transparent, and how well teams collaborate and share information. Strong communication is critical because it impacts everything from daily operations to employee satisfaction and overall engagement.
- How clearly does your manager communicate expectations to you?
- Do you feel that leadership is transparent about company decisions and changes?
- How effectively do team members communicate with one another?
- Is the feedback you receive from your manager clear and constructive?
- Do you feel comfortable sharing your concerns and ideas with your supervisor?
- Do you have access to the information you need to perform your job effectively?
- Are communication channels within the company efficient and reliable?
- Do you feel well-informed about developments in other departments?
- Are team meetings productive and informative?
- Does the company effectively communicate its mission and vision to employees?
- Do you have sufficient opportunities to communicate directly with senior leadership?
- Do you receive constructive feedback on your work regularly?
- Do you believe communication within your team could be improved?
Engagement Survey Questions About Leadership Effectiveness
This category assesses employees' trust in and perceptions of the organization’s leaders. It examines whether leaders are accessible, inspiring, and aligned with the company’s values. Understanding these dynamics helps determine if leaders are effectively guiding their teams and fostering a positive, productive work environment.
- Do you trust the company’s leadership to make the right decisions?
- Are leaders within the company approachable and accessible?
- Do leaders demonstrate a strong commitment to the company’s values?
- Are leaders a source of inspiration and motivation for employees?
- Are leaders transparent about the company’s challenges and future direction?
- Do leaders understand the day-to-day challenges employees face?
- Do you feel respected and valued by the company’s leaders?
- Do leaders encourage a culture of openness and inclusivity?
- Do leaders frequently recognize and celebrate employee achievements?
- Do leaders provide clear direction and support for your work?
- Do leaders handle conflicts and employee concerns effectively?
- Are leaders actively involved in supporting employee development and growth?
These questions are designed to uncover employees’ perceptions of leadership effectiveness. Strong leadership is critical for building trust, driving engagement, and creating a workplace where employees feel supported and motivated to succeed.
By addressing any gaps identified through these questions, organizations can strengthen leadership practices and improve overall employee satisfaction.
Engagement Survey Questions About Employee Recognition
This category explores how and how often employees are recognized for their contributions. It evaluates whether recognition is timely, meaningful, and aligned with employees’ efforts. Effective recognition is essential because it boosts motivation, reinforces positive behaviors, and makes employees feel valued and appreciated.
- Do you feel appreciated for your contributions at work?
- Are your contributions frequently recognized by your manager or team?
- Is recognition and rewards given in a timely manner?
- Is the recognition you receive personalized and meaningful?
- Are you motivated by the company’s recognition practices?
- Are there opportunities for peer-to-peer recognition within your team?
- Does the recognition you receive adequately reflect your efforts?
- Do you believe the company’s recognition practices are fair and unbiased?
- Do you feel valued as an employee?
- Do the company’s recognition practices encourage you to perform better?
- Are there specific ways you prefer to be recognized for your work?
- Does management adequately acknowledge and reward excellent performance?
- Do you think the company’s recognition programs could be improved?
These questions help organizations understand whether their recognition practices are effective in motivating employees and fostering a culture of appreciation. When employees feel valued, they are more engaged, productive, and likely to stay with the company. Addressing gaps in recognition can lead to a more positive and high-performing workplace.
Engagement Survey Questions About Autonomy
This category evaluates the level of freedom employees have in their roles. It examines their ability to make decisions, take initiative, and carry out tasks without excessive oversight. High autonomy is often linked to greater job satisfaction, increased innovation, and a stronger sense of ownership over one’s work.
- Do you have the freedom to choose how you complete your work?
- Are you encouraged to make decisions independently?
- Do you often need to seek approval before executing tasks?
- Do you feel trusted to take initiative on projects?
- Are you comfortable with the level of responsibility you have?
- Can you freely express your ideas and opinions about work-related matters?
- Do you have the resources and tools needed to work independently?
- Does management seek your input on decisions that affect your work?
- Do you feel micromanaged in your role?
- Do you feel supported when trying new approaches or methods?
- Does the company encourage innovation and individual contributions?
- Are there opportunities for you to lead projects or teams?
- Do you believe your level of autonomy at work could be improved?
These questions help organizations understand whether employees feel empowered to take ownership of their work. Autonomy is a key driver of engagement, creativity, and productivity. By identifying areas where employees desire more freedom or support, companies can create an environment that fosters trust, innovation, and job satisfaction.
Engagement Survey Questions About Company Culture
This category examines the overall workplace environment, including aspects like inclusiveness, teamwork, ethical behavior, and alignment with company values. A strong, positive culture enhances employee morale, drives productivity, and fosters an environment of continuous improvement and innovation.
- Does our company culture positively influence your work experience?
- Is there a strong sense of teamwork and collaboration in the workplace?
- Do you feel that our work culture is inclusive and respects diversity?
- Do the company’s values align with your personal values?
- Does the company actively promote ethical behavior and integrity?
- Do you feel proud to be part of this organization?
- Does the company culture support work-life balance?
- Is conflict handled constructively in the workplace?
- Does the culture encourage continuous learning and development?
- Does the company regularly act on feedback from employees?
- Do you feel a strong sense of belonging in this company?
- Does the company culture motivate you to contribute your best work?
- Do you believe there is room for improvement in our company culture?
These questions help organizations assess the health of their workplace culture. A positive culture fosters employee engagement, retention, and satisfaction, while also driving business success. By identifying areas for improvement, companies can create a more inclusive, supportive, and motivating environment for their employees.
Engagement Survey Questions to Assess the Work Environment
This category evaluates both the physical and psychological aspects of the workplace. It examines whether the environment is safe, well-equipped, and supportive of employee well-being and productivity. A positive work environment is essential for maintaining employee health, satisfaction, and effectiveness.
- Is your work environment safe and healthy?
- Do you have the tools and resources needed to perform your job effectively?
- Is your workplace well-organized and conducive to productivity?
- Does your work environment support positive mental health?
- Are you satisfied with the physical space in which you work?
- Is there a good balance between quiet work areas and collaborative spaces?
- Does the company make an effort to create a comfortable and appealing work environment?
- Is environmental sustainability a priority in your workplace?
- Does your work environment encourage creativity and innovation?
- Are your opinions about the work environment considered in workplace planning?
- Are the temperature, lighting, and noise levels in your workspace comfortable?
- Do the facilities and amenities at work meet your needs?
- Do you believe changes could be made to improve the work environment?
These questions help organizations understand how employees perceive their work environment. A supportive and well-designed workplace enhances well-being, productivity, and job satisfaction. By addressing gaps or concerns, companies can create an environment that fosters employee engagement and success.
Engagement Survey Questions on Professional Growth
This category evaluates the opportunities available for employees to develop their skills and advance their careers within the organization. It covers access to training, support for career advancement, and the availability of clear career paths. Encouraging professional growth is essential for retaining talent, boosting engagement, and ensuring employees are equipped to meet their job demands effectively.
- Do you have access to training and development programs that help advance your career?
- Does your job challenge you and contribute to your professional growth?
- Do you receive adequate support to pursue professional certifications or courses?
- Does the company invest in programs that help employees progress in their careers?
- Have you had opportunities to grow into new roles within the company?
- Does your manager actively support your professional development?
- Are the skills you’re developing aligned with your future career goals?
- Are you encouraged to set and pursue professional growth objectives?
- Are there clear career paths available for employees in your role?
- Has feedback from performance reviews helped you develop professionally?
- Do you believe there are opportunities for promotion within the company?
- Does the company recognize and utilize your full potential?
- Are professional development programs tailored to meet employee needs?
These questions help organizations understand how employees perceive their opportunities for growth and development.
Providing clear career paths, access to training, and support for advancement not only boosts employee satisfaction but also ensures the organization retains top talent and remains competitive.
Addressing gaps in professional growth opportunities can lead to a more motivated and skilled workforce.
Engagement Survey Questions About Purpose
This category assesses how well employees understand the impact of their roles on the company’s goals and whether they find their work meaningful. A strong sense of purpose is closely linked to higher job satisfaction, engagement, and overall fulfillment.
- Do you understand how your work contributes to the company’s goals?
- Does your job give you a sense of personal accomplishment?
- Do you find the work you do meaningful and impactful?
- Do you feel that your job makes a positive difference?
- Does the company’s mission motivate you to come to work every day?
- Are you aware of how your role supports the company’s overall purpose?
- Does working here align with your personal values and goals?
- Are you proud to tell people where you work and what you do?
- Do you feel your job is important?
- Does the company effectively communicate its vision and how employees contribute to it?
- Is there a strong alignment between the company’s objectives and your work?
- Does your work give you a sense of personal and professional fulfillment?
- Would enhancing the sense of purpose in your job increase your job satisfaction?
These questions help organizations gauge whether employees feel connected to the company’s mission and understand the significance of their contributions. A strong sense of purpose fosters engagement, loyalty, and motivation. By addressing gaps in this area, companies can create a more meaningful and fulfilling work experience for their employees.
See how these surveys look on ThriveSparrow's employee success platform. Here's a sample employee engagement questionnaire you can try.
Book a free consultation, and learn how to use survey results to drive better engagement.
Employee engagement is influenced by several critical factors that shape how employees feel about their work and workplace.
Understanding these factors can help you refine your engagement strategy and incorporate activities that boost morale and productivity.
It will also be beneficial to frame questions based on these factors, as this will give you a clearer idea on what aspect affects engagement.
1. Meaningful Work
Employees are more engaged when their work aligns with their values and contributions are recognized.
2. Inspiring Leadership
Leaders who prioritize their teams, appreciate efforts, and address concerns foster trust and motivation.
3. Company Culture and Environment
A positive, inclusive culture and a comfortable work environment reduce stress and encourage collaboration.
4. Career Growth Opportunities
Clear career paths, regular appraisals, and opportunities for advancement keep employees motivated.
5. Work-Life Balance
Flexibility, such as remote work options or flexible hours, helps employees manage personal and professional responsibilities.
6. Transparent Pay Structure
Clear communication about pay and promotions builds trust and encourages employees to strive for excellence.
7. Reliable Technology
Modern tools and automation streamline workflows, reducing frustration and boosting engagement.
The ideal number of questions in an employee engagement survey depends on the specific aspects your organization aims to assess. However, it's crucial to avoid overwhelming your employees, as lengthy surveys tend to reduce participation rates.
Surveys should ideally take no longer than 20 minutes to complete to maintain accuracy and prevent survey fatigue.
Here are some pitfalls to avoid when designing engagement surveys:
Double-barrelled questions: Avoid questions that address two topics at once, as they can confuse respondents.
Overly technical language: Use clear and simple language, steering clear of industry jargon.
Leading questions: Steer clear of biased questions that may lead respondents towards a particular answer, such as those starting with "Don't you think that..."or "Don't you agree that..."
Hypothetical questions: Focus on actual experiences rather than speculative or future scenarios.
Sensitive or personal questions: Keep questions professional to ensure employees feel comfortable providing honest feedback.
Overly broad questions: Specific questions yield more actionable insights.
For example, replace "How is your manager?" with "How effectively does your manager communicate expectations?"
Designing a great employee engagement survey starts with knowing what you want to achieve. Before writing any questions, think about your goals. Are you trying to measure overall engagement, find out what’s working well, or identify areas that need improvement? Once you know your objectives, you can create questions that focus on the most important parts of the employee experience, like communication, recognition, career growth, and workplace culture.
When writing your questions, make sure they’re clear and easy to understand. Avoid using complicated words or asking two things in one question, like, “Do you feel valued and supported at work?” Instead, break it into two separate questions. Use a mix of question types to get the best results. For example, use rating scales (like “On a scale of 1 to 5, how satisfied are you with your job?”) to measure how people feel and open-ended questions (like “What could the company do to improve?”) to get detailed feedback.
It’s also important to make sure employees feel safe sharing their honest opinions. Let them know the survey is anonymous and that their answers will be used to make positive changes. Before sending the survey to everyone, test it with a small group to make sure the questions are clear and relevant. Use their feedback to fix any issues, and then roll it out to the whole company. By taking these steps, you’ll create a survey that gives you meaningful insights and helps you build a better workplace.
To get the most out of your employee engagement survey, it’s important to follow some key steps.
First, make sure everyone knows why the survey is happening. Explain that the goal is to understand how employees feel about their work and to make improvements based on their feedback. This helps build trust and encourages honest responses.
Next, make the survey easy to access. Use a simple online platform that works on both computers and phones, and if your team speaks different languages, offer the survey in those languages too.
Give employees enough time to complete the survey, usually about 1-2 weeks, and send friendly reminders to keep it on their radar. To get more people to participate, leaders should actively support the survey and explain why it matters. You could even offer small rewards, like gift cards or team lunches, to boost participation.
Once the survey is done, take time to analyze the results carefully.
Look for patterns in the data, like which areas have the lowest scores or if certain teams feel differently than others. Use this information to create a clear action plan. Share the results with employees, even if they’re not perfect, and let them know what steps you’ll take to improve.
For example, if employees say they want more training, plan to roll out new development programs.
Finally, don’t stop after the first survey. Keep employees updated on the changes you’re making and conduct follow-up surveys to see if things are improving. This shows employees that their feedback matters and helps create a culture of continuous improvement.
By following these steps, you’ll not only boost engagement but also build a productive, more motivated workforce.
Gathering data through employee engagement surveys is only the beginning. The true value lies in analyzing this data to uncover actionable insights that will help you drive meaningful change within your organization.
In this section, you'll know how to go beyond surface-level results and understand the underlying factors influencing employee engagement.
1. Segment Survey Responses
Analyzing survey data by different segments such as departments, demographics, or job roles helps you identify trends and patterns that may not be visible in aggregate data.
ThriveSparrow automatically segments this data, after you run an engagement survey.
This approach provides a deeper understanding of the unique needs and challenges faced by different groups within your organization.
By comparing engagement scores across segments, you can identify areas where employees are thriving and where they may be struggling. This helps prioritize areas for improvement.
2. Look for Correlations
Look for correlations between different data points to identify potential causes of disengagement. For example, if a specific department shows low engagement, cross-reference with reporting factors like workload, leadership, or career development opportunities.
On ThriveSparrow's survey reports, you can view the sentiment behind open-ended answers using AI-powered Text Insights.
Just click on any factor to drill down into specific topics. It will help you understand more nuances of the feedback from the engagement survey.
Clicking on a factor will uncover all the responses relating to that factor. If you click on a factor that requires 'immediate addressal', you can understand your employees' perceptions about their issues and come up with action plans to address them.
3. Create an Action Plan
Once you've delved into the responses of a factor highlighting an issue, you can create a plan to resolve or act on that feedback - an action plan.
To create an action plan, simply click the 'lightning icon' beside the response requiring your attention, and checklist what you need to do to address that issue.
Creating Action Plans
To ensure that your employee engagement surveys lead to meaningful change, it’s crucial to develop targeted action plans based on the survey results. Here’s how:
- Prioritize Key Findings: Focus on the areas that have the most significant impact on engagement. Look for trends and recurring themes in the survey data to identify priority issues.
- Set SMART Goals. The goals must basically be achievable and measurable.
- Involve Employees in the Planning Process: Engage employees in discussions about the survey findings and potential solutions. This fosters a sense of ownership and ensures that the actions taken align with employee needs.
- Assign Clear Responsibilities: Designate specific individuals or teams responsible for implementing each action item. Clear accountability ensures that tasks are completed on time and effectively. You can do this too on ThriveSparrow.
- Develop a Timeline: Create a realistic timeline for each action item, including milestones to track progress. This helps keep the action plan on schedule and ensures continuous momentum.
- Communicate Progress: Regularly update employees on the progress of the action plan. Transparency builds trust and reinforces that their feedback is being taken seriously.
- Monitor and Adjust: Continuously monitor the impact of the action plan through follow-up surveys or feedback sessions. Be prepared to adjust the plan as needed based on what’s working and what isn’t.
By following these steps, you can ensure that your employee engagement surveys lead to concrete improvements in your organization, driving higher satisfaction and performance.
If you liked this mini-guide on analyzing survey results, consider trying it out with ThriveSparrow. Book a free demo.
There are several engagement survey vendors that provide the capabilities necessary for you to obtain valuable insights into your workforce.
- ThriveSparrow
- Lattice
- CultureAmp
- Engagedly
- Leapsome
- 15Five
And several others. Here’s the full list of the best employee engagement software if you’re considering utilizing such a platform.
Some factors to consider to ensure you choose the best provider for your needs:
- Customization and Options: Ensure the vendor offers a robust suite of engagement tools and the flexibility to customize them to meet your specific requirements.
- Ease of Use: While some initial learning is expected, the platform should be user-friendly and not overly complex to navigate.
- Customer Support: Given the comprehensive nature of engagement platforms, robust customer support is crucial. Evaluate the responsiveness and effectiveness of the vendor's support services.
- Cost: Establish a budget prior to beginning your search. This will help you narrow down potential vendors to those that offer the best value within your price range.
- Integration: Check for compatibility with your existing tech stack to ensure seamless integration and data flow across systems
Next Steps
Employee engagement surveys play a key role in understanding and responding to the needs of an organization's employees. Using a comprehensive list of 101 survey questions, employers can effectively measure employee satisfaction and identify areas for improvement.
It is important to approach these questions with sincerity in order to listen to the feedback received and act accordingly. By addressing employee concerns and suggestions, organizations can increase employee engagement, foster a positive work environment, and ultimately achieve greater employee satisfaction and organizational success.
Remember that employee engagement is an ongoing process and these surveys are valuable tools for fostering a culture that values and prioritizes workforce well-being and satisfaction.
That's where ThriveSparrow comes in. It makes the process of creating and distributing surveys a bliss.
ThriveSparrow is your all-in-one solution for conducting effective employee engagement surveys. With our user-friendly platform, you can easily customize and distribute surveys tailored to your organization's needs.
Team Analytics and Dynamic Reports help you gain valuable insights from employee feedback, enabling you to make informed decisions to improve workplace engagement.
Take the first step towards a more engaged and motivated team! Book your free demo today!
