Employee engagement is the emotional commitment and involvement of employees towards the organisation they are working for. It is a measure of how invested they feel in the mission and success of their company and how dedicated they are to further this cause. The concept of employee engagement emerged in 1990s and became widespread ever since the 2000s. 80% of senior executives believe that employee engagement is a critical part of achieving business objectives. An Employee Engagement Survey is a set of survey questions directed towards an organization’s employees such that the survey seeks to understand the level of engagement of these employees with the organization at large.

Employee Engagement Survey Questions

  1. How happy are you at work, on a scale of 1 to 10? 

This is a direct question and is quite cliche to begin with. It asks the main question on the first go and tries to gauge the employees’ happiness.

  1. Would you recommend a friend or family member to work at this company?

This question is like the Net Promoter Score (NPS) of Employees. Employees would only recommend someone else to work at their company only if they are happy working there. The opposite is also true.

  1. Are you aware of the vision and mission of the company? Does it motivate you?

If employees know about the mission and vision, they feel that they are an integral part of the company. They feel valued and motivated, both of which increases employee engagement and productivity.

  1. Do you like doing your job?

Needless to say, it is important for employees to like what they are doing. It is also important for them give positive answer as this is the most upfront question.

  1. Would you trade your job with someone else’s job in another company?

It is a hypothetical question but might serve the purpose well. This is because a company can retain good employees only if they are satisfied with the job.

  1. Do you see a positive career growth in the organization?

If employees feel their career is in tandem with the organization’s growth plan, they feel satisfied and in turn, their level of engagement is always high. A promising career path is a good enough reason for an employee to stay engaged and continue working in the organization.

  1. Do you see yourself working at this company in the near future (1 or 2 years)?

Only satisfied employees would see themselves working for the same company in the near future. This question supplements the employee retaining question asked before.

  1. How frequently does your manager recognize your performance and contributions?

Recognition and appreciation of good work keeps employees happy. It helps them to stay motivated for their hard work and dedication towards their respective companies.

  1. Do you receive constructive feedback from your manager?

Managers are the direct source of feedback for the employees. A manager or a supervisor, at all times must remember that feedback is a process to help employees improve and perform well at the workplace and not a platform to declaim their personal frustrations. If an employee answers negatively to this question then amendments should be made immediately.

  1. Do you feel communication is a two-way process in your organization?

Effective communication is a dialogue and not a monologue. Peers or colleagues can give feedback which is informal in nature. It is a good and a healthy practice for team members and peers to have open discussions. Open communication facilitates a harmonious environment at work that helps employees think clear and better.

  1. Does your supervisor recognize your efforts when you perform well?

Employee engagement is said to increase if employees are given due recognition and appreciation for the hard work. An engaged employee tends to go an extra mile for his/her organization.

  1. Can you freely give feedback to your seniors? Do they take your suggestions into account?

This question aims to find out the distance between the senior and junior employees of the company. If the answer is negative, the junior employees may feel that their role in the company is not important. As a result their engagement may diminish along with their output.

  1. Can you say that you are able to maintain your work-life balance?

Work-life balance has gained a lot of traction these days. This is because with increase in employers, employment options have also increased. A good personal life makes a person happy as a result of which employees are able to perform better at work.

  1. Do you feel that your work causes unwanted tensions in your personal life?

The high-paced jobs requires constant attention and it can get stressful after a while. And stress is not good for anyone’s health. Stress leads to various other health related complexities. Similarly, it can also disrupt work life balance and personal life of the employees.

  1. Briefly describe your company. What do you like and what do you dislike?

Employees are likely to give diverse answers owing to the subjectivity of the question. It is important to take every suggestion given by the employee seriously. How the employee describes his/her company is also subject to scrutiny.

Some Tips and Measures

  • Employer Engagement Survey score is an important indicator of the health of any company and is a good way to spot areas for improvement. It will be good for the employees as well as for the company in the long run.
  • Employee engagement should not be very frequent and very lengthy. Occasionally, Employee Pulse Surveys can be used and full length surveys can complement them.
  • Acting on the scores is very important, irrespective of how high or low they are. Employee engagement activities can be followed in every office culture to increase these scores. Conducting these activities help in developing a conducive work culture.
  • Measure employee engagement periodically and do not make it a one time affair. Employers should not get disheartened if employee engagement activities do not yield instant results. Keep conducting it for qualitative enhancement in employee engagement, which will ultimately improve scores in pulse surveys.

Posted in Analytics, Employee Engagement, Employee Surveys, Surveys

Tagged employee engagement, employee engagement survey, employee engagement survey questions