40+ Employee Survey Questions For Maximizing Engagement

You know what’s too good to be true (but is true)? A workplace where employees are satisfied, motivated, passionate, and fully committed to their roles.

But sometimes, maintaining a high engagement in a workplace is easier said than done.

That’s where workplace surveys can help you.

Using employee survey questions in your workplace, you can learn what motivates your team and what might be causing concerns.

In this article, we’ll explore 40+ employee survey questions you can ask your employees to decode your employees’ feelings, nurture a vibrant workplace culture, and propel your business to new heights.

But before that, here’s a quick video to understand NPS (Net Promoter Score) and its benefits:

What is an Employee Engagement Survey?

An employee engagement survey is a structured questionnaire designed to gauge the extent of employees’ emotional investment in their work, loyalty to the organization, and overall job satisfaction.

These surveys are essential to understand the pulse of your workforce. They delve into employees’ thoughts, opinions, and perceptions and are a conduit for open communication.

Also Read: Mastering Employee Experience Management: A Detailed Guide | Qualaroo 

41 Best Employee Engagement Survey Questions

Exploring various facets of the employee experience is essential to gain a holistic understanding. Here, we’ve compiled 41 sample questions for employee engagement survey  you can pick for your workplace.

Questions for Measuring Job Satisfaction

1. Can you envision yourself remaining with this company in the next two years?

2. Would you recommend your workplace as an excellent place to work?
3. How frequently do you explore other job opportunities?
4. On a scale from 0 to 10, how content are you with your current role?

5. Are you content with your current compensation and benefits package?
6. Do you believe your efforts are appropriately recognized and rewarded?
7. How closely does your job align with your career aspirations and goals?
8. Is your workload both manageable and reasonable?

Questions for Assessing Company Culture

9. On a scale of 0 to 10, how comfortable do you feel sharing your opinions at work?

10. Do you feel your employer values your feedback?
11. How would you rate your office accommodations on a scale of 0 to 10?
12. How would you describe the culture at [Company Name]?

13. On a scale of 0 to 10, how well do you get along with your coworkers?
14. Do you perceive alignment between the company’s values and mission and your values?
15. Is diversity and inclusion prioritized within the company?

Questions for Evaluating Manager-Employee Relationships

16. Does your manager consistently communicate expectations?
17. Is your manager responsive to your inquiries, suggestions, and ideas?
18. Do you feel at ease offering feedback to your manager?
19. Do you feel safe and respected at work?
20. How could your manager improve their communication with you?
21. How would you rate your relationship with your immediate supervisor?
22. Do you receive constructive guidance and feedback from your manager?
23. Does your manager actively encourage your professional growth and development?
24. Are regular performance reviews held with your manager?

Questions for Gauging Personal Growth and Development

25. Regarding training and professional development, what resources would you like to see your company continue offering?

26. Please share your main career goal with its significance.

27. Does your current role provide opportunities for skill development and personal growth?

28. Are you satisfied with the training and development programs provided by the company?

29. Do you believe your career is advancing in the right direction at [Company Name]?

Questions for Analyzing Work-Life Balance

30. Can you typically leave work on time to spend time with your family?

31. Have you ever missed a significant personal event due to work?

32. Are you satisfied with your daily work hours?

33. On the whole, are you content with your work/life balance?

34. What improvements could management make to enhance your work/life balance?

35. Can you efficiently handle your workload within regular working hours?

36. How robust is the company’s support for employee well-being and mental health?

Questions to Assess Management Effectiveness

37. Does your manager possess the expertise and capacity to facilitate you and your team’s success?

38. Do you find that your manager consistently makes sound decisions?

39. Are you satisfied with the performance of your manager?

40. In your opinion, how could your manager enhance their leadership skills?

41. Do you have feedback to provide regarding your manager?

These are some of the best questions for employee engagement surveys, and you can use them according to your requirements in a workplace setting.

Also Read: 55+ Must-Ask Questions For Your Employee Exit Surveys 

What is the Purpose of Employee Feedback Surveys?

Employee feedback surveys are like suggestion boxes that help companies understand what their employees need and want, so they can make the workplace better for everyone.

The main purposes of these surveys include:

• Understanding Employee Satisfaction

They help employers find out how happy and satisfied employees are with their jobs, the work environment, and company policies.

• Identifying Issues

They allow employees to voice any problems or concerns they might have that might not be apparent to management.

• Improving Workplace Conditions

By collecting feedback, companies can identify areas that need improvement and take steps to make the workplace better for everyone.

• Boosting Employee Engagement

Employees who feel heard and see changes based on their feedback are more likely to be engaged and motivated.

• Enhancing Productivity

Addressing employee concerns and improving satisfaction can lead to a more productive and efficient workforce.

What are the Types of Employee Survey Questions?

An employee engagement survey questionnaire can have several questions, and these can be broadly classified into the following types:

Engagement Questions

These questions measure the emotional commitment and enthusiasm employees have towards their work and the organization. Engaged employees are typically more productive, provide better customer service, and are less likely to leave the company.

Examples:

• “How likely are you to recommend our company as a great place to work?”

These questions focus on the physical and psychological aspects of the workplace, including safety, comfort, and the overall atmosphere. A positive work environment can enhance productivity and employee well-being.

• “Do you feel motivated to do your best work every day?”
• “Do you feel a sense of pride in working for this company?”

Job Satisfaction Questions

These are some of the most critical employee engagement questions for surveys, and they assess how content employees are with their roles, tasks, and overall job experience. High job satisfaction often leads to better performance and reduced turnover.

Examples:

• “How satisfied are you with your current role?”
• “Do you find your work interesting and challenging?”
• “Do you feel that your job utilizes your skills and talents effectively?”

Work Environment Questions

Examples:

• “Do you feel that your workspace is comfortable and conducive to productivity?”
• “Do you feel safe and respected at work?”
• “Do you believe you are given a fair opportunity to grow in the organization?”

Leadership and Management Questions

These questions evaluate employees’ perceptions of the effectiveness, support, and communication of their leaders and managers. Effective leadership is crucial for employee satisfaction and organizational success.

Examples:

• “Do you feel that management listens to your concerns?”
• “How would you rate the communication from leadership?”
• “Do you feel supported by your direct manager?”

Career Development Questions

These questions explore opportunities for growth, training, and career advancement within the organization. Employees are more likely to stay with a company that invests in their development.

Examples:

• “Do you feel there are sufficient opportunities for professional growth?”
• “Have you received adequate training to perform your job effectively?”
• “How often do you receive training and development opportunities that help you grow your skills and knowledge?”

Work-Life Balance Questions

These questions gauge employees’ ability to balance their professional responsibilities with personal life, which is essential for preventing burnout and maintaining overall job satisfaction.

Examples:

• “Do you feel you have a good work-life balance?”
• “Are you able to take time off when needed?”
• “Are you comfortable with the flexibility of your work schedule?”

Compensation and Benefits Questions

These questions assess employees’ satisfaction with their pay, benefits, and other compensation-related aspects. Fair and competitive compensation is vital for attracting and retaining talent.

Examples:

• “Are you satisfied with your overall compensation?”
• “Do you feel the benefits provided meet your needs?”
• “Do you believe your compensation is fair in comparison to  industry standards?”

Communication Questions

These questions evaluate the effectiveness of communication within the organization, including the clarity, transparency, and frequency of information sharing.

Examples:

• “Do you feel well-informed about company updates and changes?”
• “Is there open and transparent communication in your team?”
• “Do you feel comfortable sharing your ideas and feedback?”

Diversity and Inclusion Questions

These questions measure employees’ perceptions of diversity, equity, and inclusion within the workplace. A diverse and inclusive environment fosters innovation and employee satisfaction.

Examples:

• “Do you feel the company fosters an inclusive work environment?”
• “Have you experienced or witnessed any form of discrimination?”
• “Do you believe the employees are held to the same standards of conduct and performance?”

Feedback and Recognition Questions

A questionnaire on employee engagement is almost incomplete without feedback and recognition questions. They focus on how feedback is given and received and how employees are recognized for their contributions. Regular feedback and recognition can boost morale and performance.

Examples:

• “Do you feel appreciated for your work?”
• “Is constructive feedback provided regularly?”
• “How often did you receive recognition from your manager?”

These are some of the best employee engagement & satisfaction survey questions that you can use in your workplace to assess the mood of your employees. 

Also Read: 10 Best Employee Survey Tools to Boost Engagement in 2024 | Blog 

What are the Best Practices for Creating Engaging Employee Surveys?

When designing and conducting effective work satisfaction surveys, you can leverage several best practices to glean meaningful insights and drive positive change.

Survey Frequency and Timing

The frequency and timing of these surveys are key considerations. While the precise schedule may vary, regularity is crucial. Quarterly, bi-annual, or annual surveys are common, but the choice should align with your organization’s dynamics. 

Also, avoid periods of high stress or significant events so employees can focus on thoughtful responses, and don’t abandon your surveys.

Also Read: Survey Abandonment Guide: Causes, Impact & Solutions 

Maintaining Anonymity and Confidentiality When Necessary

To encourage candid feedback, allow employees to respond anonymously to the employee survey questions. It fosters honesty and reduces concerns about potential repercussions.

Make sure to communicate the confidentiality of responses clearly to build trust and assure participants that their feedback will be used responsibly. You can use Qualaroo’s link surveys and collect anonymous feedback by default.

Read More: 10 Best Anonymous Feedback Tools to Collect Unbiased Insights

Avoiding Bias and Leading Questions

Create neutral and unbiased employee survey questions, avoiding questions or language that might bias participants’ responses. Before deploying the survey, conduct pilot testing to identify any potentially biased or confusing questions. 

For instance, don’t ask, “Do you love working with your colleagues?” instead, ask, “How would you rate your experience with your colleagues?”

For further insights on conducting effective employee surveys, be sure to explore this comprehensive guide on common survey errors to avoid.

The Art of Open and Closed-Ended Questions

You must balance open and closed-ended employee survey questions to get qualitative and quantitative data.

For example, closed-ended questions (e.g., multiple-choice) offer quantitative data, while open-ended questions allow employees to express themselves more freely. So, analyze the data you need and choose these question types accordingly.

Communication and Engagement With Survey Participants

Effective communication is essential throughout the survey process. Before launching the survey, explain its purpose and the benefits of their input to prepare employees. 

You should also maintain a feedback loop by sharing progress during and after the survey, demonstrating a commitment to acting on the feedback received.

Data Analysis and Feedback Implementation

The real value of a survey emerges during the analysis phase. You must carefully examine the data to identify trends, outliers, and areas requiring attention.

You can then analyze the feedback using Qualaroo’s sentiment analysis feature and extract insights on how employees feel about your organization. 

The word cloud feature highlights the most-used vocabulary in the written feedback. This way, you get an idea of what emotions employees largely relate to your company and what areas you need to improve.

Once you have the actionable insights, make sure to develop clear action plans and prioritize initiatives to address the most critical concerns or opportunities for improvement.

What are the Benefits of Employee Engagement Surveys?

Employee engagement surveys are indispensable for organizations seeking to foster a thriving, productive, and motivated workforce. Here are the key benefits of employee engagement surveys:

Better Insights and Progress Tracking

Employee surveys provide valuable insights into employee opinions and feelings and allow you to identify the strengths and weaknesses within the organization.

This way, you can measure employee engagement to track your organization’s progress and growth. By gathering feedback periodically and taking action, you can see the impact your changes have.

For example, you can track Employee Net Promoter Score (eNPS) using Qualaroo online survey tool on a quarterly or half-yearly basis and compare the scores to see your progress.

Employee Satisfaction

Work satisfaction surveys can help you identify what makes your employees unsatisfied and unhappy. When you know the reason behind low morale, you can find ways to make positive shifts.

Knowing each person’s specific challenges and aspirations can open the doors to constructive conversations.

High Moral Equals High Productivity

With employee feedback, you can easily identify factors that impede productivity, allowing managers to take corrective actions.

Employee engagement surveys can help you find ways to increase productivity for each team member. They encourage collaboration between team members and support more open communication.

Reduced Employee Turnover

Insights into employee experience help make informed decisions that align with employees’ needs and business objectives, leading to a lower employee turnover.

Knowing the underlying issues allows you to understand what’s impacting your employee turnover rate so you can develop solid solutions to retain the talent.

By listening to and acting on employee feedback, companies can create an environment where employees thrive, ultimately benefiting the organization as a whole.

How to Create a Survey to Measure Employee Engagement

While there are lots of tools available to create employee engagement questionnaires for surveys, let’s check out the steps to create a link survey using Qualaroo:

Step 1: Go to your Qualaroo dashboard and click the “Create New” button.

Step 2: Select the “Link Survey” option. This option allows you to create a survey that can be shared via a direct link. You can create the survey using “Choose Template” or “New from Scratch.”  

Step 3: This leads you to the edit section, where you can  

• Enter the question text.

• Select the type of answer.

• Enter your desired answer choices.

• Proceed to the “TARGETING” option.

Step 4: Choose the display and the email notification frequency from the offered drop-down list in the Targeting section. Click on “DESIGN” to continue. 

Step 5: Select a color scheme for the nudge and other design elements. 

Step 6: Upload your brand logo, if needed.

Step 7: Click on “Save” and “Activate”. Your link survey is ready and can be shared.

Step 8: Visit your Qualaroo dashboard again and check the dropdown on the left side of your page. Select “LINKS” from the dropdown. 

Step 9: Copy the survey link, and you can send it to the respondents via mail or SMS, post it on social media, or even paste it on your webpage.

Ta-da! Wasn’t it so easy to create a link survey using Qualaroo? 

Maximize Employee Engagement With Targeted Workplace Surveys

It’s important to create an engaging experience for employees, and through targeted workplace surveys, you can foster a productive and positive work environment. You can use staff engagement survey questions to gather and act on employee feedback regularly. This helps organizations address concerns, enhance job satisfaction, and boost overall morale. Implementing these surveys not only demonstrates a commitment to employee well-being but also drives better business outcomes. 

You can use a good online tool like Qualaroo that has features such as customizable templates, advanced targeting, and real-time analytics. It can help you create effective and engaging employee survey questions, ensuring you capture valuable insights and make informed decisions for your workforce.

Read More About Employee Surveys & Engagement

What Should I Consider Before Conducting a Survey?

Consider your objectives—what you hope to achieve with the data collected. Ensure the survey’s purpose is clear to both you and the participants. Think about your target audience, the method of distribution, and the timing of the survey. Craft questions that are unbiased, clear, and relevant. Lastly, ensure anonymity and confidentiality to encourage honest responses, and plan how you will analyze and act on the results.

Also Read: In-App Vs. Email Vs. SMS Surveys: What's Best for Your Business 

How Do I Create Effective Employee Survey Questions?

Focus on clarity and simplicity. Avoid leading or biased questions, and use neutral language. Ensure questions are relevant to your objectives and cover topics like job satisfaction, work environment, and leadership. Use a mix of closed-ended questions for quantitative data and open-ended ones for qualitative insights. Also, the survey length should be kept reasonable to encourage participation and completion.

Also Read: 55+ Must-Ask Questions For Your Employee Exit Surveys