10 Employee Engagement Survey Questions (+ Template)
Employee engagement is commonly defined as the commitment an employee has to the company and its goals. Engagement in the workplace is powerful because when employees are engaged, they give extra effort, work more efficiently, and collaborate more. According to a Gallup study, more engaged work teams yield higher productivity, higher profitability, and more satisfied customers than less engaged work teams.
Engaged employees don’t just get the job done; they are willing to put in the effort to achieve the best of what is possible. Given the value of a highly engaged workforce, companies understandably want to measure engagement in the workplace with the goal of increasing it.
An employee engagement survey is a great way for companies to gather rich and insightful data about which aspects of the workplace are having the greatest impact on employee engagement and morale. After all, with the employee feedback gained from engagement surveys, companies can better understand and improve the employee experience and engagement levels. With that in mind, here are 10 questions to use for your next employee engagement survey, as well as a nifty template you can use to get started:
1. How well do you understand our company’s mission and values?
One study found that 57 percent of employees are not motivated by their company’s mission and values, and only 40 percent know what the company’s vision is. A good way to find out if the company’s mission and values resonate with employees and drive engagement levels is to first ask how well employees understand them. If survey results suggest that employees only loosely understand the company’s mission and values, then it makes sense to commit to a renewed communication effort and demonstrate how employees can build their understanding and support the company’s mission and values.
2. How likely are you to recommend the company as a great place to work?
A good way to determine how satisfied employees are with the company’s culture and the degree to which it impacts their engagement is to ask if they would recommend the company to others. If employees would recommend it, they believe it possesses desirable qualities that other people would value. Saying they would not recommend it implies there are aspects of the company culture that they find undesirable. Subsequent survey questions can help you pinpoint the specific areas that affect an employee’s willingness to recommend the company.
3. How well do company leaders communicate the company’s strategy and goals?
To grow in engagement, employees need to understand where the company is going and how they fit into the company’s overall strategy. If employee survey responses suggest a need for more consistent or frequent communication, it makes sense to introduce tools that help leaders communicate and connect with employees. The company intranet, internal social networks, and an interactive org chart that supports better alignment of teams with company goals are examples of tools that support better communication.
4. To what degree are company leaders trustworthy?
One study found that trust in leaders is the No. 1 driver of employee engagement. To be engaged, employees need to see company leaders as honest, authentic, and consistent in delivering on commitments. Without trust, employees can’t become fully engaged. If employees’ responses to this survey question fall high on the Likert scale, then you likely have a company culture that supports and encourages accountability and trust. If responses suggest room for improvement, follow-up focus groups may be a good way to probe and understand what’s causing employees to rate leaders as less trustworthy.
5. How supportive is your manager?
Research reveals that 70 percent of the variance in employee engagement is owed to the actions of managers. If employees don’t have the support they need from managers, in the form of clear expectations and balanced feedback, then employees are less likely to feel engaged. Creating opportunities for employees and managers to communicate can go a long way toward improving employee engagement levels. For example, regular one-on-one meetings to discuss an employee’s career goals and aspirations provides managers with a good opportunity to demonstrate their support.
6. How well do members of your team communicate and collaborate?
Given the sheer amount of time people spend working, it makes sense that interactions with coworkers are a key driver of employee engagement. A good way to understand team dynamics is to ask how well team members communicate and collaborate. If communication is poor, helpful engagement strategies can include team-building activities, cross-functional projects, and an interactive org chart that integrates with collaboration software such as Slack.
7. To what extent do you have the tools and resources you need to be successful in the company?
It’s hard to become committed to company goals without the necessary resources to perform. Even employees who are already engaged can get a boost in engagement when they have access to tools that can make them even more effective at work. Responses to this question can guide decisions to adopt additional tools that support employee engagement such as collaboration software, an interactive org chart, or project management tools.
8. How often do you have opportunities to learn and grow in the company?
Employees are more likely to be committed to the company when they see that the company is also committed to their growth and development. If employees respond that they could benefit from additional learning and development opportunities, you can consider training, coaching, and mentorship programs that will help employees see how committed the organization is to their growth.
9. Are you happy here? Why or why not?
Sometimes the simplest questions can be the most telling. Although happiness is subjective and manifests itself differently in each person, answers to this question can help you identify areas (perhaps something you haven’t addressed in another question) that affect how happy, and engaged, employees feel at work.
10. If you could give company leaders advice about what changes or improvements to make, what would it be?
One study found that employees are nearly five times more likely to feel empowered when they feel their voice is heard at work. Providing employees with an outlet for making specific suggestions empowers employees and helps them see how their input influences the workplace around them.
If you want to accurately measure engagement levels, an employee engagement survey is a great place to start. Enjoy using our free template to gain powerful insights into what drives employee engagement and impacts the overall employee experience.
Employee engagement survey template
On a scale of 1-5, where 1 is “none/never/not at all” and 5 is ”a lot/all the time/extremely,” please answer the following questions:
- How well do you understand our company’s mission and values?
- How likely are you to recommend the company as a great place to work?
- How well do company leaders communicate the company’s strategy and goals?
- To what degree are company leaders trustworthy?
- How supportive is your manager?
- How well do members of your team communicate and collaborate?
- To what extent do you have the tools and resources you need to be successful in the company?
- How often do you have opportunities to learn and grow in the company?
- Are you happy here? Why or why not?
- If you could give company leaders advice about what changes or improvements to make, what would it be?