101 Employee Engagement Survey Questions to Ask Your Employees

Why Employee Engagement Surveys Matter?

Every company says its people are its greatest asset. But unless you’re actively listening to employees, it’s impossible to know how engaged they really are—or why they might be disengaged.

That’s where employee engagement surveys come in. These surveys give leaders a direct line into what employees are thinking and feeling, making it easier to spot gaps, address challenges, and build a workplace where people want to stay and thrive.

Done right, engagement surveys do more than measure sentiment. They:

• Pinpoint what’s working and what isn’t, from recognition practices to workload balance.
• Create a culture of listening and trust, where employees know their feedback will be heard.
• Give managers actionable data to improve performance, morale, and retention.
• Link employee experience directly to business outcomes like productivity, revenue, and customer satisfaction.

Gallup research shows that highly engaged teams drive 21% more profitability and see 59% lower turnover. Engagement surveys are one of the simplest and most effective ways to fuel those outcomes.

But here’s the catch: surveys only work if you ask the right questions. That’s why we’ve pulled together 101 of the best employee engagement questions, organized by theme. Think of this list as both a playbook and a menu—you don’t need all 101, but you’ll always find the right ones for your context.

Before rolling out your survey, tell employees why you’re asking for their feedback and how you’ll act on it. Engagement dies when surveys feel like “black holes.”

Which Elements of Employee Engagement Should You Measure?

Measuring engagement isn’t just about asking if people are “happy at work.” To get meaningful insights, you need to cover the core drivers that actually shape employee motivation and satisfaction. Here are eight essential elements every engagement survey should include:

1. Communication
   When communication flows openly, employees feel informed, valued, and confident in sharing ideas or concerns. It builds trust and transparency across the organization.
2. Leadership Effectiveness
   Strong leaders don’t just set direction—they inspire, support, and earn respect. Measuring leadership effectiveness helps uncover how well managers are guiding and motivating their teams.
3. Recognition
   Feeling seen matters. Frequent, meaningful recognition reinforces positive behaviors, boosts morale, and reminds employees that their contributions count.
4. Autonomy
   Empowering employees to own their work fosters motivation and accountability. Autonomy shows trust, and trust fuels commitment.
5. Culture
   A healthy culture creates belonging. When values align and collaboration is encouraged, people feel more connected to both their colleagues and the organization.
6. Work Environment
   From physical spaces to psychological safety, the environment shapes how comfortable and productive employees can be. A supportive setup makes people feel respected and cared for.
7. Growth & Development
   Career paths matter. Employees who see opportunities for learning, training, and progression are more likely to stay loyal and engaged over the long term.
8. Purpose
   Work feels more meaningful when employees see how their role contributes to the company’s mission. Connecting day-to-day tasks to a bigger “why” strengthens motivation and engagement.

By tracking these eight areas, you’ll get a clear picture of not just how engaged your employees are, but why. This makes it easier to take targeted action that drives real impact.

How to Design Effective Engagement Surveys?

An employee engagement survey is only as good as the way it’s designed. Ask the wrong questions—or too many—and you risk survey fatigue. Ask the right ones, and you’ll uncover insights that can transform your workplace.

Here are a few principles to keep in mind when crafting your survey:

1. Keep It Focused
   Limit your survey to the essentials. Aim for 25–40 well-crafted questions, grouped by themes like leadership, recognition, growth, and culture. This keeps surveys digestible while still gathering actionable data.
2. Mix Question Types
   Combine scaled questions (e.g., “On a scale of 1–10, how valued do you feel at work?”) with open-ended prompts (“What’s one thing that would make your work experience better?”). Scales give you measurable trends; open-ended questions provide rich context.
3. Ensure Anonymity
   Employees are more likely to give honest feedback when they feel safe. Make sure surveys are anonymous and communicate this clearly. Transparency builds trust.
4. Be Consistent
   Run engagement surveys at regular intervals—quarterly or biannually. This allows you to track progress over time and see whether your initiatives are making a difference.
5. Close the Loop
   Surveys only matter if action follows. Share key findings with your team, highlight what will change, and report back on progress. This shows employees that their voices are taken seriously.

Pro tip: Before launching your survey, run a small pilot with one department. This helps test clarity, timing, and participation before rolling it out company-wide.

101 Questions to Make Your Engagement Surveys Worthwhile

Designing your survey is only half the battle. The real impact comes from the questions you ask—because thoughtful questions unlock the insights that drive real change.

Instead of guessing what matters most to your employees, you can dig into the factors that shape engagement: communication, leadership, recognition, autonomy, culture, and more. Each of these areas gives you a different lens into how your people feel, what motivates them, and where the gaps are.

Now that you know what goes into designing a good survey, here are 101 sample questions organized by category. Use them as inspiration, or pick the ones that best align with your current priorities. Think of this as your go-to question bank for creating surveys that are relevant, actionable, and worth your employees’ time.

Engagement Survey Questions on Communication

Strong communication is the backbone of engagement. When information flows clearly and consistently, employees feel informed, included, and confident about their role in the bigger picture. Poor communication, on the other hand, creates confusion, erodes trust, and leads to disengagement.

Sample Questions‍

Here are a few questions you can include in your survey to evaluate communication effectiveness:

• 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?

How to use these insights‍

If communication scores are low, leaders can take practical steps such as holding more structured team meetings, providing regular updates on company priorities, or ensuring feedback loops are clear. Even small actions—like managers asking for input in one-on-ones—can go a long way in making employees feel heard and aligned.

Engagement Survey Questions About Leadership Effectiveness

Leadership sets the tone for engagement. When employees trust their leaders and see them as approachable, transparent, and inspiring, it strengthens loyalty and motivation. Ineffective leadership, however, can quickly undermine morale and disconnect employees from organizational goals.

Sample Questions‍

Here are some questions to gauge leadership effectiveness:

• Do you trust the company’s leadership to make the right decisions?
• Are leaders within the company approachable and accessible?
• Do your 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?

How to use these insights‍

Low scores here may indicate the need for leadership development programs, more transparent communication from senior management, or initiatives to improve visibility and approachability of leaders. Fostering trust and showing commitment to employee well-being can significantly boost engagement.

Employee Recognition

Recognition is one of the strongest drivers of employee engagement. When people feel their efforts are valued, they’re more motivated, more loyal, and more willing to go the extra mile. A lack of recognition, on the other hand, is one of the biggest drivers of disengagement and turnover.

Sample Questions‍

Use these questions to measure the effectiveness of recognition practices:

• Do you feel appreciated for your contributions at work?
• Are your efforts recognized frequently 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?
• Does the company’s recognition program encourage you to perform better?

How to use these insights‍

If recognition feels inconsistent or impersonal, managers should look at introducing more timely acknowledgments, encouraging peer-to-peer recognition, or tailoring rewards to match employee preferences. Recognition works best when it’s specific, frequent, and authentic.

Autonomy

Autonomy empowers employees to take ownership of their work. When people feel trusted to make decisions, they’re more engaged, creative, and motivated. Excessive micromanagement, however, can crush initiative and lower morale.

Sample Questions‍

Here are questions to assess employee autonomy:

• Do you have the freedom to choose how you complete your work?
• Are you encouraged to make decisions independently?
• Do you feel trusted to take initiative on projects?
• Are you comfortable with the level of responsibility you have?
• 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?

How to use these insights‍

If autonomy scores are low, managers can begin delegating more responsibility, offering greater flexibility in how work is done, and showing trust in their employees’ judgment. Creating space for experimentation and decision-making builds confidence and ownership.

Engagement Survey Questions About Company Culture

Culture shapes the everyday employee experience. A positive, inclusive culture fosters belonging, teamwork, and alignment with company values. A weak or toxic culture, however, undermines engagement, leading to turnover and disengagement.

Sample Questions‍

Use these questions to assess your company culture:

• 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?

How to use these insights
If culture scores are weak, it may point to gaps in inclusivity, teamwork, or alignment with values. Leaders should prioritize reinforcing company values, addressing conflicts constructively, and creating more initiatives that support diversity, belonging, and professional growth.

Work Environment

The physical and psychological work environment plays a huge role in employee satisfaction and productivity. From safety and comfort to mental health support, the environment must enable employees to do their best work.

Sample Questions‍

Here are questions to measure perceptions of the work environment:

• 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?

How to use these insights‍

Low scores may highlight gaps in resources, ergonomics, or mental health support. Addressing these areas by upgrading tools, ensuring safe working conditions, and promoting well-being can directly improve productivity and morale.

Professional Growth

Employees want to feel they’re growing in their roles and progressing in their careers. When development opportunities are limited, engagement suffers. A clear path for growth fosters loyalty, motivation, and long-term retention.

Sample Questions‍

Evaluate professional growth with these questions:

• 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?
• 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?
• Does the company recognize and utilize your full potential?

How to use these insights‍

If employees score professional growth poorly, organizations should expand development programs, offer more mentorship, and clearly outline career pathways. Investing in growth not only boosts engagement but also strengthens your talent pipeline.

Purpose

Employees are most engaged when they see how their role contributes to the bigger picture. A strong sense of purpose drives motivation, loyalty, and pride in one’s work. Without it, employees may feel disconnected or undervalued.

Sample Questions‍

Here are questions to evaluate sense of purpose:

• 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?
• Would enhancing the sense of purpose in your job increase your job satisfaction?

How to use these insights‍

If purpose scores are low, leaders should focus on communicating company mission more clearly, connecting individual roles to organizational impact, and celebrating the meaningful contributions employees make. This fosters deeper engagement and pride in work.

See how these surveys look on ThriveSparrow's employee success platform. Here's a sample employee engagement questionnaire you can try.

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The sweet spot for an employee engagement survey is one that’s comprehensive enough to uncover meaningful insights but short enough to keep employees engaged while answering.

Finding the right balance between depth and participation is crucial for survey effectiveness. Aim for 25–30 closed-ended questions, plus one or two open-ended prompts. Surveys longer than this tend to see sharp drops in completion rates [Workforce Science Associates]

Supporting that, data shows that surveys lasting more than 7–8 minutes see a 5–20% decrease in response rates—a clear sign that longer surveys risk losing engagement and accuracy [HeartCount]

To maximize accuracy and response rates, avoid these common pitfalls:

• Double-barreled questions: Don’t ask about two topics at once (e.g., “How is your manager and your team?”). Keep each question focused.
• Overly technical language: Use simple, clear wording. Jargon only creates confusion.
• Leading questions: Avoid phrasing that pushes employees toward a certain answer (e.g., “Don’t you agree that our leadership is supportive?”).
• Hypothetical questions: Base questions on real experiences instead of speculative “what if” scenarios.
• Sensitive or personal questions: Keep the survey professional so employees feel comfortable answering honestly.
• Overly broad questions: Ask specific questions that yield actionable insights. For example, instead of “How is your manager?”, ask “How clearly does your manager communicate expectations?”.

The goal is simple: short, focused, and actionable surveys that employees actually want to complete — and that give leaders insights they can act on.

How to Design Your Engagement Survey Questions?

A successful engagement survey starts with clarity. Before writing questions, define what you want to achieve. Are you measuring overall engagement, identifying strengths, or spotting areas for improvement? Once your goals are clear, you can frame questions that focus on the right aspects of the employee experience—such as communication, recognition, career growth, and workplace culture.

Best Practices for Writing Questions

• Keep them simple and specific. Avoid jargon and double-barreled questions. For example, instead of asking “Do you feel valued and supported at work?”, split it into two separate questions.
• Mix question types. Use rating scales (e.g., “On a scale of 1–5, how satisfied are you with your job?”) to quantify sentiment, and open-ended questions (e.g., “What could the company do to improve?”) to capture context.
• Ensure psychological safety. Remind employees the survey is anonymous and that responses will be used to drive positive change. This builds trust and encourages honesty.
• Pilot test your survey. Share a draft with a small group first to check clarity, relevance, and length. Use their feedback to refine before rolling it out to the entire organization.

By following these steps, you’ll design surveys that generate reliable, meaningful insights—giving you the clarity needed to strengthen engagement and improve the employee experience.

Best Practices to Follow In Your Engagement Survey

Getting valuable insights from an engagement survey takes more than just good questions—it requires the right approach. Here are some best practices to ensure your survey delivers meaningful results:

1. Explain the “why”

‍Be transparent about the purpose of the survey. Let employees know it’s about understanding their experiences and improving the workplace. When people see their feedback will lead to real action, they’re more likely to respond honestly.

2. Make it accessible

‍Use a simple, mobile-friendly platform so employees can participate from anywhere. If you have a multilingual workforce, offer the survey in multiple languages to remove barriers.

3. Give enough time—but not too much

‍Keep surveys open for 1–2 weeks. Send friendly reminders during that time to encourage participation without overwhelming employees.

4. Secure leadership support

‍When leaders actively promote the survey and explain its value, participation rates go up. Consider small incentives (like team lunches or gift cards) if engagement tends to be low.

5. Analyze and act on the results

‍Look for patterns—low-scoring areas, differences across departments, or recurring themes. Share these findings with your teams (even if results aren’t perfect) and outline the concrete steps you’ll take. For example, if employees request more training, announce new development programs.

6. Close the loop‍

Don’t let the survey be a one-off event. Update employees regularly on the changes you’ve made and run follow-up surveys to track progress. This shows feedback leads to real improvements, building trust and a culture of continuous improvement.

How to Analyze Your Engagement Surveys For Actionable Insights?

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

Looking at survey data in aggregate can hide important details. Break down responses by department, role, tenure, or demographic groups to spot trends you might otherwise miss.

For example, one team may score high on recognition but low on career growth, while another shows the reverse. This level of segmentation helps you prioritize interventions where they’re needed most.

ThriveSparrow automatically segments this data, after you run an engagement survey.

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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

Engagement rarely dips because of one single factor. Cross-reference results to find connections. If a department reports low engagement, check whether workload, leadership trust, or lack of recognition is also trending low.

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

Data without action is just noise. Once you identify problem areas, translate them into clear, measurable action plans:

• Prioritize key findings: Focus on issues with the biggest impact.
• Set SMART goals: Make changes specific, measurable, and realistic.
• Involve employees: Engage teams in shaping solutions so they feel ownership.
• Assign accountability: Make sure someone is responsible for driving each action.
• Communicate progress: Keep employees updated on what’s being done.
• Monitor and adjust: Use follow-up surveys or pulse checks to see what’s working.

Platforms like ThriveSparrow allow you to build action plans directly beside survey results so issues don’t get lost in reports. Managers can track progress, assign tasks, and revisit employee feedback in one place—turning insights into tangible improvements.

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.

If you liked this mini-guide on analyzing survey results, consider trying it out with ThriveSparrow. Book a free demo.

Which Tool Can You Use to Distribute and Analyze Your Engagement Surveys?

Running engagement surveys manually is time-consuming, and worse, it often leaves you with spreadsheets full of data that never turns into action. That’s where dedicated engagement survey tools step in. They not only simplify distribution but also analyze feedback for you, surfacing patterns and insights you might otherwise miss.

Some of the leading platforms in this space include:

• ThriveSparrow
• Lattice
• Culture Amp
• Engagedly
• Leapsome
• 15Five
  ...and many more. You can find the full list in our guide to the best employee engagement software.

When evaluating which platform fits best, keep these factors in mind:

• Customization and Options: Can the tool adapt to your organization’s unique culture and survey needs?
• Ease of Use: Even powerful features won’t matter if managers and employees find the platform clunky. Look for clean, intuitive design.
• Customer Support: Good support matters. You’ll want responsive help when rolling out surveys across your organization.
• Cost: Have a budget in mind so you can focus on providers that deliver the best value for your price range.
• Integration: Ensure the platform plays well with your existing HR tech stack to avoid data silos.

The right tool not only distributes surveys but also turns raw responses into actionable insights, helping you create strategies that genuinely boost engagement.

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, you can measure satisfaction, uncover areas for growth, and pinpoint what drives engagement across your organization.

But the real value lies in what happens after the survey. Listening to employee feedback with sincerity, acting on their suggestions, and closing the loop with clear communication are what turn survey results into lasting change.

When organizations consistently address concerns and celebrate wins, they build trust, boost morale, and create a workplace where people feel valued and heard. Over time, this doesn’t just improve engagement scores—it fosters a stronger culture, better retention, and sustainable organizational success.

Remember that employee engagement is an ongoing process. Every round of feedback is an opportunity to strengthen your workplace and show employees that their voices shape the company’s future.

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.

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