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15 Survey Questions on Employee Engagement

Employee involvement is critical. For many years, Culture and Engagement have been regarded as the top HR trend.

Let’s start with the fundamentals.

Survey Questions

What Is Employee Engagement and Why Is It Important?

Employee engagement refers to how enthusiastic and connected employees are with their company. It’s a measure of how dedicated people are to sticking with their company and how motivated they are to put in extra work for it.

Employee engagement entails more than just happiness or satisfaction among employees. The fact that employee engagement is a result is maybe the most crucial thing to remember. Understanding what drives employee engagement and how you can affect those drivers will determine how you can influence employee engagement.

Having highly engaged staff has numerous advantages.

But we’re sure you’re curious.

What are the methods for calculating it?

Surveying your staff is one way to learn about their level of involvement. It’s possible that you’re already doing this; if so, congratulations! So, whether you’ve already conducted an employee engagement survey or plan to do so soon, RisePath brings you 15 employee engagement survey questions to consider including in your action plan.

What Does an Employee Engagement Survey Aim to Achieve?

Employee engagement is important for both the individual employee and the firm as a whole. Higher retention, better financial performance, and a stronger brand reputation are all advantages of having engaged staff. People who are engaged in their work are more energised, have greater mental health, work in a state of flow, and so on.

The research is self-evident.

Employee Engagement Research & Benefits

Employee surveys are still one of the best ways to assess engagement since they’re good predictors of behaviour, allow employees to feel heard, and can be used to change behaviour. Employee engagement surveys can assist us to figure out what motivates employees in our organisations.

Learning and development, leadership, and a focus on service and quality were judged to be the top drivers of engagement in a 2018 benchmark study. You may start enhancing employee engagement by taking action on key causes, for as setting up lunches with executives if leadership is a driver.

The more people who understand what employee engagement is and isn’t at your organisation, the better. HR will use data and analytics to assist employees to achieve a healthier work-life balance. Part of that involves incorporating employee involvement into the workplace and using the data to improve the overall employee experience.

15 Questions to Ask in an Employee Engagement Survey:


To begin, stay away from yes/no questions and instead use scales (Strongly Disagree to Strongly Agree) and open-ended employee engagement survey questions.

Second, ensure that the surveys are anonymous and that your staff are assured of their anonymity.

1. In five years, I picture myself working here.

This is a terrific question since it allows you to get a sense of how your employees feel about your company and how they envision themselves growing within it. If you’re focusing on employee satisfaction survey questions, you might want to start with this one.

2. I am well-versed in my company’s strategic objectives.

This question allows you to assess how well you communicate your strategic aims and objectives and determine whether or not you need to improve in this area.

3. I can see how my efforts contribute to the company’s overall performance.

Several studies have shown that employee attitudes have an impact on an organization’s performance. And indeed, when employees believe their work directly adds to the company’s overall performance, their attitudes improve.

4. When it comes to my aims and ambitions, I always know what is expected of me.

This is another excellent question that elucidates how employees view their jobs and whether or not management is effectively communicating with them.

5. At my workplace, everyone seems to be on the same page.

Consider how you would feel and how difficult it would be to do anything if your company’s employees were not on the same page. Isn’t that a fantastic circumstance to be in?

6. My boss sees my entire potential and makes the most of my assets.

Employees want to be recognised for their efforts, and supervisors want to see them succeed. This question can help you figure out how your employees feel about recognition and advancement in your company.

7. When I’m at work, I always want to give it my all.

If the majority of your employees don’t want to give their all at work (or at least most of the time), you’ve got a significant problem on your hands!

8. I’m honoured to be a part of this organisation.

Employees are the best brand ambassadors, marketers, and recruiters for a company. If you aren’t making the most of this asset, you should rethink some of your procedures.

9. I always tell others about my firm.

I’m sure you can see where I’m headed with this.

10. My company’s management is quite knowledgeable.

There’s nothing quite like having a leader you don’t trust…

11. I believe in the mission of my organisation.

Because, after all, you DO have a well-defined objective that everyone in your firm understands, right?

12. I agree with my leaders’ approach to achieving our goals.

Actually, the last two questions are aimed to assess the extent of alignment between your organization’s approach and mission and those of your employers. If the mission and strategy are competitive, dynamic, and innovative, and people are expected to go above and beyond to get things done, then your staff must possess those characteristics. You can’t hire these people to work for a service-oriented, customer-oriented company where everything has to be done by the book. It’s all about the right match for the job and the company. You won’t be able to achieve the level of engagement and performance you require unless you have those. If you believe there is a problem at your company, make sure to employ tools that can assist you in achieving a good degree of fit and compatibility.

13. The following are the basic values of my company:…

Make a list of them with your workers. Are your staff aware of their responsibilities? If you’re seeking culture-related employee survey questions, this one should be on your list.

14. The mission and goal of my company are…

It is not your employees’ fault if they do not correctly answer questions 13 and 14. It’s your fault, as the employer, for failing to communicate the message clearly.

15. What is the first thing you would change if you were president of the company?

This is our favourite question of them all since it has the potential to provide you with a wealth of information that you wouldn’t otherwise have access to. Simply give it a shot and see what happens! After all, what have you got to lose?

That’s all there is to it! There are fifteen questions in this employee engagement survey that will help you understand how engaged your staff are. Even if you’re still unsure about employee surveys in general, give them a shot. What you learn could surprise you.

Christine Lee

Christine is a former HR manager from Fortune 500 tech companies and has managed hiring, compensation and benefits, and payroll responsibilities for multiple companies.

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