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Employee Engagement Surveys: How to Do Them Right

Updated December 21, 2023 · 18 min read

Unlocking the full potential of your workforce begins with understanding their sentiments and experiences. To do that, you should consider implementing employee engagement surveys at work.

Employee engagement surveys serve as powerful tools, offering insights into the heartbeat of your organization. In this comprehensive guide, we effectively navigate the intricacies of conducting these surveys.

From crafting impactful questions to interpreting employee engagement survey results, we delve into the nuances that make the difference between a routine survey and a transformative instrument for organizational growth.

Discover the art of asking the right questions, fostering open communication, and cultivating a workplace culture where every voice is heard. Elevate your approach to employee engagement through strategic survey practices.

What is Employee Engagement?

What is Employee Engagement?

Employee engagement involves emotional commitment and connection toward their work, colleagues, and the organization's objectives. It goes beyond job satisfaction, reflecting enthusiasm and a genuine investment in contributing to the company's success. Elevated employee engagement correlates with heightened productivity, creativity, and job satisfaction.

Engaged employees often surpass basic job requirements, positively influencing workplace culture. Key factors influencing engagement encompass the nature of the work, a supportive work environment, and opportunities for professional advancement. In essence, it's about fostering a workplace where employees are not just content but actively involved and committed to collective success.

Here are some eye-opening statistics about employee engagement in the workplace:

What is an Employee Engagement Survey?

An employee engagement survey is like a pulse check for the vibes in the workplace. It's a tool organizations use to tap into how employees feel about their jobs, the company, and the whole nine yards.

Imagine it as a friendly questionnaire, not just about tasks and deadlines, but the whole experience — from the coffee machine chats to the big company goals. Companies ask questions, and employees spill the beans on what's working and what needs a tweak. Employee engagement surveys do more than collect raw data. It helps you tune in to the team's heartbeat, ensuring everyone's synced up and thriving.

Why Use Surveys to Measure Employee Engagement?

Surveys are like the secret sauce to understanding how the work vibes are flowing. It's the company's way of saying, "We genuinely want to know your thoughts and feelings." This goes beyond mere numbers; it's about embracing the raw, unfiltered tales of the team. Surveys allow everyone to open up about their peaks, valleys, and all the moments in between. It's like getting a backstage pass to the employee experience. By asking the right questions, companies can determine what's lighting up the workplace and what might need a sprinkle of magic dust.

Benefits of Employee Engagement Surveys

Benefits of Employee Engagement Surveys

What are some reasons to use employee engagement surveys in your company? Let's look at some benefits of this simple yet effective tool.

Increased employee safety and quality of life

Employee engagement surveys increase safety and enhance quality of life by uncovering insights into workplace conditions, ensuring a secure and supportive environment.

Positive company culture

Cultivate a positive company culture through employee engagement surveys, fostering open communication and collaboration, leading to a workplace where employees feel valued and connected.

Increased employee satisfaction

Boost employee satisfaction by addressing concerns and recognizing achievements, creating a more fulfilling work experience.

Improve employee morale

Elevate employee morale by acknowledging and acting upon feedback gathered through engagement surveys, reinforcing a sense of belonging and accomplishment.

Higher employee retention rate

You can also improve employee retention rates by identifying factors contributing to job satisfaction. Employee engagement surveys pushes you to be proactive about retaining valuable team members and reduce turnover.

How to Develop an Employee Engagement Survey

How to Develop an Employee Engagement Survey

Are you planning to use a survey to measure employee engagement levels? Simply having a set of questions isn't enough. Here's how to develop an effective employee engagement survey.

1) Keep your survey focused on engagement.

Design questions that directly address elements of employee sentiment, emotional commitment, job satisfaction, and connection with the company's mission, ensuring the survey remains centered on engagement.

2) Determine demographics to track.

Next, you must identify the key demographic information you want to track, such as role, department, and tenure. You'll use this to analyze engagement trends and tailor strategies to specific employee groups according to your survey results.

3) Choose the best employee engagement survey questions.

Once you've done those two things, you can start considering the survey questions you'll use. Select questions that delve into key aspects of engagement, covering areas like job satisfaction, workplace relationships, and alignment with organizational goals.

4) Use an employee engagement survey tool.

Utilize dedicated survey tools to streamline the process, ensuring anonymity, ease of response collection, and efficient data analysis. If you're looking for an effective employee engagement survey tool, you can use something as simple as a Google Form.

However, we recommend automating your engagement surveys. Again, consistency matters in employee engagement. To do that, use a pulse survey tool like the one in Quizbreaker. Our pulse survey tool provides all kinds of features to make the employee engagement survey process work seamlessly, such as:

  • Automated pulse survey schedulers;
  • Customized employee engagement and pulse survey questions;
  • A unified pulse survey board;
  • And so much more.

Do you want to check out the tool? Try Quizbreaker for free and see how your team responds to our pulse survey tool.

5) Announce your survey to the team.

Create a transparent and positive communication plan to introduce the survey, emphasizing its importance and encouraging active participation.

6) Follow up.

After collecting responses, communicate the next steps, share key findings, and outline actionable initiatives. When you follow up, you demonstrate a commitment to addressing concerns and fostering a more engaged workplace.

28 Employee Engagement Survey Question Examples

Take a look at these 28 employee engagement survey question examples and what makes them effective.

Alignment Employee Engagement Survey Questions

Alignment Employee Engagement Survey Questions

1) "How strongly do you endorse and identify with the mission and values of our organization?"

Inquiring about alignment with the company's mission and values matters greatly when fostering employee engagement. This question lets you delve into the core of an employee's connection to the company's purpose.

A strong alignment fosters a sense of shared identity, purpose, and pride, contributing to higher job satisfaction and commitment. It helps gauge the cultural fit between the employee and the organization, providing insights into the emotional and motivational aspects that drive engagement.

Addressing this question will strengthen your cultural foundation and create an environment where employees feel a meaningful connection to the company's overarching goals.

2) How thoroughly do you grasp the impact of your role on the company's overall success?

Asking someone about their perceived contribution to the company's success does many wonders for management and the employee as well. It assesses if employees understand their contributions' significance to the broader organizational objectives.

A clear understanding fosters a sense of purpose and fulfillment, enhancing motivation and job satisfaction. Employees who recognize their impact are more likely to be engaged, proactive, and committed, creating a positive ripple effect on teamwork and overall organizational success.

This question addresses the fundamental link between individual roles and the collective achievement of the company's goals.

3) Do you know the company's short-term and long-term goals, and do you see how your work contributes to these objectives?

Understanding the organization's short-term and long-term goals creates a sense of belonging to a larger purpose. Recognizing how your role contributes to these objectives fosters enthusiasm, alignment, and synchronization with the company. This transcends mere job satisfaction, promoting a collective sense of fulfillment and synergy.

It signifies a shared journey towards success, where each employee plays a meaningful part, fostering a positive workplace culture and contributing to overall organizational achievement.

4) To what extent do you feel your team collaborates effectively to achieve common goals?

When you ask this question, you allow employees to perceive the effectiveness of teamwork within the group. The insights they will glean from responses offer valuable perspectives on team dynamics, communication, and coordination. These are all integral components of a positive workplace culture.

Assessing the level of collaboration allows organizations to pinpoint improvement opportunities, bolster team synergy, and cultivate a work environment that is more unified and oriented toward achieving common goals.

5) Do you believe your professional development aligns with the organization's growth and your personal career goals?

This question holds significance as it explores the harmony between an employee's professional advancement, the organization's expansion, and the individual's career aspirations. Recognizing this alignment is essential for nurturing employee engagement and motivation.

It enables organizations to customize development opportunities to coincide with both organizational objectives and employees' career aspirations, fostering a more content and dedicated workforce.

6) How well does the organization incorporate feedback from employees into decision-making processes?

This question helps managers asses organizational responsiveness and inclusivity. It gauges the effectiveness of incorporating employee feedback into decision-making processes, reflecting the company's commitment to valuing diverse perspectives.

Insights from this question guide improvements in communication and collaboration, creating a workplace culture where employees feel heard and contribute meaningfully to the organization's evolution.

7) Do you feel recognized and appreciated in a way that aligns with your contributions and efforts?

This question is vital for measuring the impact of recognition on employee morale and job satisfaction. It evaluates if employees feel their efforts are acknowledged appropriately and helps you think of employee recognition ideas for your team.

Employee recognition is a key driver of engagement, fostering a positive work environment where employees feel valued. The responses here will guide organizations in their appreciation strategies. Doing that will contribute to higher motivation, retention, and a culture of appreciation.

Employee Satisfaction Survey Questions

Employee Satisfaction Survey Questions

8) On a scale from one to ten, how content are you with your present job duties and responsibilities?

This question helps when you want to understand an employee's satisfaction with their current role, providing valuable insights into their contentment level. It serves to gauge the alignment between job duties and individual preferences, influencing overall job satisfaction.

The responses guide organizations in tailoring roles to suit employee expectations better, contributing to higher job contentment, engagement, and a positive workplace atmosphere.

9) Do you think the company encourages a healthy balance between work and personal life?

This question assesses the company's commitment to a work-life balance, vital for employee well-being. Understanding perceptions of this balance helps organizations address potential areas of improvement, fostering a supportive work environment.

Asking your employee this question also directly influences employee satisfaction. It also readily contributes to a positive workplace culture and helps you attract and retain top talent.

10) How content are you with the teamwork and collaboration within your department or team?

Evaluating teamwork and collaboration effectiveness is like taking the pulse of a team. It reflects how well team members communicate, coordinate efforts, and achieve common goals. Positive internal dynamics foster job satisfaction, enhancing overall team and employee performance and creating a cohesive work environment where individuals thrive and contribute collectively to shared success.

11) To what extent are you satisfied with your relationship with your immediate supervisor or manager?

It's no secret that employee-supervisor relationships profoundly influence job satisfaction and engagement. One survey shows that managers account for at least 70% of the variance in employee engagement scores.

This question serves as a compass, helping pinpoint areas for improvement and refining leadership effectiveness. Establishing constructive relationships enhances communication, trust, and collaboration, cultivating a workplace where employees are supported, valued, and motivated for excellence.

12) Do you believe your contributions receive adequate recognition, and are you satisfied with the feedback you receive regarding your work?

Evaluating the extent of recognition for contributions and the quality of feedback is pivotal for gauging employee morale. This question delves into the emotional connection employees have with their work, highlighting areas where acknowledgment and constructive feedback can be amplified to enhance job satisfaction, motivation, and overall engagement.

13) How satisfied are you with the opportunities provided by the company for your professional growth and career development?

Ask this question when you want to assess better an employee's overall satisfaction with professional growth opportunities. You might want to study this when you're planning to customize training and development programs in your organization.

This ensures alignment with employees' career aspirations and organizational objectives, fostering a workforce that feels supported, motivated, and empowered to contribute meaningfully to the company's success.

14) Rate your satisfaction with the overall work environment, including office space, facilities, and amenities.

The overall work environment, including facilities and amenities, significantly influences employee well-being and satisfaction. A positive workplace culture enhances talent attraction and retention by creating a space where employees feel valued, supported, and comfortable. This holistic approach to the work environment contributes to a more engaged and committed workforce, positively impacting organizational success.

Future-focused Employee Engagement Survey Questions

Future-focused Employee Engagement Survey Questions

15) How much do you look forward to growing professionally here?

Employees' enthusiasm for professional growth is a key indicator of their engagement and commitment. It also helps you identify members in your team that could be management potential.

When individuals are excited about opportunities for career development, it signifies a strong alignment between their aspirations and the growth possibilities within the organization. This alignment fosters a sense of purpose that can add to increased motivation and dedication to the company's success.

16) Do you trust the company's path to future success?

Employee trust in the company's future success is crucial as it directly impacts morale and gauges if employees feel they have job security in their current place of work. When employees believe in the organization's leadership and its ability to navigate future challenges successfully, it fosters a positive work environment.

This trust enhances motivation and commitment, contributing to a more resilient and cohesive workforce.

17) Does the company back your career goals in the upcoming years?

Recognizing and supporting individual career goals within a company creates a harmonious relationship and encourages long-term commitment to a company. This alignment cultivates a sense of purpose, as employees feel valued and supported, ultimately fostering a positive work environment and strengthening the bond between individuals and the organization.

18) Are you hopeful about the company adapting to industry changes?

Employee optimism regarding the company's adaptability to industry changes signals confidence in its agility and future success. This positive outlook suggests that the organization is well-positioned to navigate challenges, inspiring a sense of security among employees and reinforcing a belief in the company's resilience and potential for sustained growth.

19) Do you think the company cares about your career satisfaction and success in the long run?

Many companies assume that their staff feel like their career satisfaction is a company priority. But relying solely on that assumption is a shaky foundation. That's why it's best to ask the question directly.

When organizations prioritize employee fulfillment and provide ongoing support, it improves their employees' individual well-being and establishes a foundation for lasting job satisfaction. This will also reinforce a positive employer-employee relationship and contribute to overall organizational success.

20) How does the company get you ready for future challenges?

Gauging employees' perceptions of the company's preparedness for future challenges provides leadership with valuable insights into potential areas for improvement.

This feedback is a proactive tool for organizational adaptation, enabling leaders to address concerns, enhance resilience, and foster a culture of continuous improvement that aligns with evolving industry demands.

21) In your view, does the company encourage innovation and adaptability for the future?

Evaluating employees' perceptions of the company's support for innovation and adaptability is a barometer for the organizational culture and preparedness in dynamic industries. This assessment reflects the company's commitment to staying relevant but also guides strategic efforts to foster a culture that embraces change, ensuring sustained competitiveness.

Open-ended Employee Engagement Survey Questions

Open-ended Employee Engagement Survey Questions

22) What elements of your role contribute to your greatest job satisfaction?

Recognizing the elements contributing to job satisfaction, such as meaningful tasks, supportive work culture, and growth opportunities, is pivotal in understanding employees' motivators.

This insight enhances their engagement. It also plays a crucial role in fostering a productive environment and retaining talented individuals for long-term organizational success.

23) Can you recount a specific instance when you felt a notable sense of pride as a team member?

Reflecting on a moment of pride generates positive emotions, reinforcing a sense of accomplishment and dedication to team objectives. This introspection is a motivational tool, encouraging sustained commitment and fostering a collective spirit that contributes to a collaborative and high-achieving team culture.

24) In your opinion, how can we improve communication and foster collaboration throughout the company?

Enhanced communication and collaboration are essential for organizational efficiency. They minimize misunderstandings, creating a cohesive work environment that positively impacts productivity and employee satisfaction. Clear communication aligns team efforts, preventing errors and promoting synergy.

This collaborative foundation fosters a supportive workplace culture, ensuring that employees feel valued and engaged, contributing to their overall job satisfaction and commitment.

25) Any suggestions for making our work environment better and prioritizing employee well-being?

Implementing suggestions for a better work environment and prioritizing employee well-being signifies a genuine commitment to enhancing job satisfaction and productivity.

This proactive approach fosters a positive workplace culture, demonstrating an organization's dedication to creating conditions that support the holistic well-being of its employees, ultimately contributing to a healthier and more motivated workforce.

26) Describe an instance when you felt your efforts were truly recognized and appreciated.

Acknowledging and appreciating employees' efforts instills a sense of value and motivation. This recognition is pivotal for sustaining high morale and job satisfaction, directly correlating with increased productivity and fostering loyalty.

It creates a positive feedback loop, reinforcing a culture where individuals feel valued, energized, and committed to their work and the organization.

27) In your opinion, what values make our company stand out as an employer?

Recognizing and emphasizing the values that set the company apart underscores its distinctive strengths as an employer. Having a strategic focus will help you attract talent and foster retention by aligning individuals with the organization's values.

This question can help you shape a positive corporate identity and reinforce the company's appeal and reputation among job seekers.

28) How can we better support your professional growth and career aspirations?

Actively supporting employees' professional growth and career aspirations reinforces a commitment to their development. This investment not only cultivates loyalty but also ensures a workforce equipped with evolving skills and motivation.

Aligned with the company's long-term goals, this approach creates a symbiotic relationship where employees thrive, and the organization benefits from a dynamic, skilled, and dedicated team prepared for future challenges.

If you need more employee engagement survey questions, we have 100 more options to choose from in this blog. Check it out next.

Frequently Asked Questions

How often should we survey employees?

The frequency of employee surveys depends on your organization's needs and goals. Conducting an annual survey is common, allowing for comprehensive feedback.

However, some companies opt for more frequent pulse surveys, occurring quarterly or monthly, to capture real-time insights. Striking a balance is key—regular surveys keep you informed while avoiding survey fatigue. Tailor your company's dynamics frequency, ensuring meaningful and actionable results.

How should I approach employee engagement survey communication?

Approach employee engagement survey communication with transparency and clarity. Begin with a thoughtful announcement explaining the survey's purpose and its impact. Highlight the value of honest feedback and ensure anonymity.

Share the expected timeline and emphasize leadership's commitment to acting on results. To ensure widespread awareness, utilize multiple communication channels, such as emails, town halls, and posters. It's also best to encourage questions and feedback to build a culture of open dialogue throughout the survey process.

How do I increase my survey response rate?

Boost survey response rates by ensuring clarity in communication about the survey's purpose and benefits. Emphasize anonymity and confidentiality to alleviate concerns. Keep the survey concise, relevant, and engaging.

Choose an optimal time that avoids the busy periods. Leverage multiple communication channels for reminders, creating a sense of urgency. Acknowledge the importance of each participant's input and express gratitude for their time and insights, fostering a culture of collaboration and shared responsibility.

Final Thoughts

When you're crafting and launching effective employee engagement surveys, you should always prioritize openness in your culture. Without that, you won't get results that reflect the true situation in your company.

To do that, you'll need to foster a culture where feedback is welcomed and actively sought. Tailor surveys to resonate with the diverse facets of your team, ensuring questions align with your organizational goals.

Beyond numerical data, cherish the narratives shared— the unfiltered voices of your workforce and their valuable positive or negative insights. Implement findings judiciously and turn those insights into actionable strategies. Remember, this ongoing dialogue isn't just about surveys; it's about creating a workplace where every voice is heard and valued and contributes to the flourishing tapestry of your organization.

Patrick Mabilog

Article by

Patrick Mabilog

Patrick Mabilog is the Business Development Manager and Customer Success Manager at QuizBreaker and a lover of all things team-building-related. He served in Human Resources and Marketing roles before joining the Quizbreaker team.

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