The best companies to work for know that the secret to employee retention and success is to put people first. With a more engaged workforce, business results will follow — but how to get there? Employee engagement surveys are crucial to put this into practice. That’s why we’ve prepared a list of 72 best-practice employee engagement survey questions.
After all, we want to make work fulfilling for everyone, and we want to empower you to run the best employee engagement surveys.
In this article, you’ll learn:
- What employee engagement means;
- What employee engagement surveys are;
- Why you should conduct an employee engagement survey;
- Why each of the categories we included is important;
- Tips for creating employee engagement surveys;
- Best-practice questions for surveys...
And much more.
Let’s get to it.
📥 Download all the best-practice employee engagement survey questions here.
What is employee engagement?
Employee engagement shows how involved, enthused, and committed an employee feels towards a company and its mission. This goes beyond job satisfaction and employee happiness — although some people use both terms, they’re not equivalent.
Job satisfaction and employee happiness indicate if a contributor is satisfied/happy with the job and company culture. Still, it doesn’t mean they have a sense of purpose and are committed to the company’s mission and personal growth.
Engaged employees know that their work matters, feel like an important part of the organization, and go the extra mile. This doesn’t mean that an engaged employee is one that works extra hours; engagement can be shown by their optimism, innovative ideas, and involvement with initiatives beyond their core responsibilities.
Engaged employees are more proactive than those who are just satisfied with the status quo.
On the other end of the spectrum are the actively disengaged employees. They can bring down workplace morale and show opposite behaviors to those of an engaged employee. Disengaged employees can have a negative attitude instead of looking for solutions and not act as team players. Not to mention high absenteeism.
Why is employee engagement important?
Engaged employees care more, are more productive, stay longer, and increase revenue for the organization.
Gallup research shows that companies with high employee engagement levels benefit from the following performance outcomes (and many more):
- 41% lower absenteeism;
- 24% less turnover (in high-turnover organizations);
- 59% less turnover (in low-turnover organizations);
- 70% fewer safety incidents;
- 10% higher customer ratings;
- 17% higher productivity;
- 20% higher sales;
- 21% more profit.
What is an employee engagement survey?
Employee engagement surveys consist of sending out a set of questions to get employee feedback on any topic. The answers will allow you to gauge your people’s motivation and frustrations, unearthing areas for improvement.
Besides these best-practice employee engagement survey questions, we’ve created a People Ops Playbook on how to run an employee engagement survey.
Why measure employee engagement?
Employees don’t always choose to be disengaged. To become a people-centric organization and reap the benefits of an engaged workforce, it’s your company’s responsibility to nurture employee engagement. And this starts by evaluating and understanding the current levels of engagement.
If you ask the right questions (we’ll show you how to do it), running these surveys will already be a step to boost engagement in your organization. After all, your employees will see that the company cares about its people and the employee experience.
What to do with employee engagement survey results?
With the data collected in survey rounds (and interpreting this data), you can develop actions to increase performance and satisfaction, besides reducing turnover and absenteeism. You can also surface the positives and discover your Employee Net Promoter Score (eNPS), benchmarking your results against other companies.
Tips for creating employee engagement surveys*
- Surveys should be anonymous, and your employees must know that their privacy is protected to feel comfortable responding. Otherwise, you would risk insincere responses — or no responses at all.
- Although your survey should be anonymous, you might want to know which departments or seniority levels are most responsive. This can help you understand how to get everyone involved and pick up on potential issues.
- Single surveys can be relevant to address specific situations, but investing in recurring surveys communicates that your interest in employee satisfaction is not a one-time effort.
- To avoid survey fatigue, we recommend a lower frequency for long recurrent surveys. To show consistency, avoid changing survey frequency too many times.
- Don’t overwhelm your team with a survey that is too extensive. If running a recurrent survey, rotate questions and consider “smart sampling” — meaning that not every participant is asked the same questions.
- With an employee engagement survey tool, you can allow for comments to be left along with the quantitative responses. You can even run them through a sentiment analysis for more actionable insights.
- Although they’re not the same as employee engagement surveys, pulse surveys can also be drivers of employee engagement. Pulse surveys are usually shorter, more frequent, and don’t include as many questions. Run those for fast insights on the strategy you already have in place.
* find more here.
Best-practice questions for employee engagement surveys
A survey is only as good as its questions. At Leapsome, we ensure that our surveys are backed by scientific research, driven by best practices, and verified by experts.
We’ve followed an intentional, thoughtful process to create clear, meaningful, and actionable surveys for companies and their managers.
We have created question packs for 22 categories, under 5 key topics, addressing specific factors that drive engagement. With these categories and 72 best-practice questions, it’s easy to customize the survey to your company’s needs (focusing, for instance, on core topics of current initiatives).
On top of open-ended questions that provide additional context, quantitative questions will help you spot trends for improvement. Survey participants can assign a score from 1 to 10 for each question, with 10 being the most favorable outcome.
To learn even more about employee engagement surveys, download The Ultimate Guide to Employee Engagement Surveys.
📥 Download the survey questions template here.
Performance and engagement questionnaire
These questions will provide clear answers on how your workforce feels about the company, if you should anticipate retention issues, and if you’re supporting their performance (and not demanding) as you should. In addition, as alignment is crucial for employee engagement and business growth, you’ll also gain a better understanding of how well you’re communicating your strategy, involving the team, and how much they believe in the company’s mission.
- I would recommend [company] as a great place to work.
- I see myself still working at [company] in 2 years.
- Most days, I feel a sense of accomplishment from what I do.
- I have the opportunity to do challenging things at work.
- I know what is expected of me to be successful in my role.
- I know how my work supports the goals of [company].
- The overall strategy set by the management is taking [company] in the right direction.
- [Company] effectively communicates the goals and strategy set by the management.
- I’m inspired by the purpose and mission of [company].
- I find my workload manageable.
- I believe my workload is reasonable for my role.
- I am able to arrange time out from work when I need to.
Company culture questionnaire
Everyone talks about company culture and knows that it’s one of the main engagement drivers, but do you know what it entails? And are you actively working to develop it?
In simple terms, company culture is about the way things are done in your company. It includes the work environment, communication, team structures, psychological safety, fulfillment at work, and much more. The work in company culture is never finished — you should always invest in it. And these questions can be a great compass.
- My workplace is free from distractions, and I find it easy to focus on my work.
- I can easily find space for collaboration and conversations with others.
- At [company], we value open and honest communication.
- My manager cares about my opinion.
- My co-workers are open to opinions different from their own.
- My manager provides me with the support I need to complete my work.
- My manager genuinely cares about my well-being.
- My manager is a great role model for me and other employees.
- I genuinely identify with the values of [company].
- [Company] cares about my well-being.
- Members of my team can bring up problems and tough issues.
- My manager promotes an open and constructive way to deal with problems and challenging issues.
- It is easy to ask other team members for help.
- No one on my team would deliberately act in a way that undermines my efforts.
- It is safe to take a risk on my team.
- Employees at [company] can voice their opinions without fear of retribution or rejection.
- The work I do is meaningful to me.
- My work allows me to do what I do best every day.
- I make a difference in my team.
Employee development questionnaire
An employee’s preferred work option (i.e., remote, hybrid, in-office), ping-pong tables, and free e-scooter rides might make an employee content. But if you don’t bet on their development, they’re unlikely to be engaged, and your business is unlikely to grow. Questions around professional growth, autonomy, enablement, recognition, feedback, and pay are keys to getting actionable insights into this area.
Autonomy and enablement
- I am given enough freedom to decide how to do my work.
- The information I need to do my job well is readily available.
- I have access to the equipment and tools I need to do my job well.
- My job at [company] enables me to learn and develop new skills.
- I believe there are good career opportunities for me at [company].
- My manager or mentor at [company] actively supports my development.
- I feel I am part of a team.
- I can count on my co-workers to help me out when needed.
- We hold ourselves and our co-workers accountable for great results.
Recognition and feedback
- If I do good work, I know it will be recognized.
- I get enough feedback on how well I’m doing my job.
- I am fairly rewarded (e.g., pay, promotion, training) for my contributions to [company].
- The process for calculating salary in our organization seems fair and unbiased.
- I can have well-informed and constructive conversations with my manager about salary.
Crisis and change management questionnaire
We’re already experiencing the future of work, accelerated by the COVID-19 crisis. How you showed up for your employee during this time matters, as well as how you’re supporting your team if adopting a hybrid or remote model moving forward.
- I know how to keep safe and healthy during the COVID-19 crisis.
- The management at [company] has shown that employee health and well-being are priorities during the COVID-19 crisis.
- My company has made sufficient adjustments to adapt throughout the COVID-19 crisis.
- My company is successfully supporting employees throughout the COVID-19 crisis.
- Despite the COVID-19 crisis, I am optimistic about the future of [company].
- Despite the COVID-19 crisis, I am optimistic about remaining employed by [company].
- I feel productive while working remotely.
- Working remotely does not have a negative impact on teamwork.
- I can maintain a good work-life balance while working remotely.
- My manager is regularly checking in with me (work-related and personally) while working remotely.
- I have the right equipment (e.g., desk, internet access, quiet space) and tools to effectively work remotely.
- Open-ended/qualitative: What further support do you need while working remotely?
- Open-ended/qualitative: What are your suggestions for what [company] could do differently or improve right now?
Diversity and inclusion questionnaire
Last but absolutely not least, employees expect companies to do the work necessary to advance diversity, equity, and inclusion in societies around the world. Unfortunately, many organizations have only performed actions that are seen as performative and not real drivers of social justice and equity in the workplace. Find out how your team feels and how you can do a better job at it.
Striving for diversity
- [Company] does a good job of fostering a diverse and inclusive environment.
- [Company] seeks to recruit from diverse sources.
- The management at [company] is visibly committed to diversity.
- Open-ended/qualitative: What can we do to make this company a more diverse and inclusive place?
- People from all backgrounds have equal opportunities to succeed at [company].
- At [company], there is a belief that people can significantly improve their talents and abilities.
- People of all cultures and backgrounds are respected at [company].
- [Company] makes sure that the opinions and input of individuals from different backgrounds are heard.
- Diverse perspectives are included in decision-making.
- My uniqueness is recognized and valued.
- I am an essential member of my workgroup.
- I feel like I belong at my company.
- I have colleagues and leaders with backgrounds similar to mine.
- My workplace accommodates my unique needs.
📥 Download all the best-practice employee engagement survey questions here and access the infographic below👇
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— Interested in how you can boost employee engagement even further in your organization? Book a demo and speak with one of our experts.