15 Questions for your Employee Engagement Survey

Group of office workers gathered around talking and smiling

Employee engagement surveys are used by HR departments across the world to assess their employees’ commitment and motivation at work.

It’s not just about how happy they are – but how motivated they are to make a difference.

What is employee engagement?

Employee engagement is a metric that measures the level of interest an employee has in your organisation and how they embody your core values.

Do they feel part of the team? Do they feel their role makes a difference? Do they call in sick at every opportunity? Can they see themselves staying for the long term?

These are the questions that factor in to employee engagement.

15 questions to include on your Employee Engagement survey

1. I enjoy my work and take pride in being the best that I can be
An employee who enjoys their job and takes pride in their work will undoubtedly produce better work and play a more active role in the organisation

2. My role plays a part in the company’s success
An employee who feels their performance has a direct impact on the organisation’s performance will usually be more motivated than someone who feels their role lacks recognition

3. I want to see the company succeed
Whether due to incentives like profit share, job security or simply personal pride, an employee who is emotionally invested in your future will do their very best to help you achieve your goals

4. I like to think of ideas that can drive the company forward
An engaged employee will (even on their own time) think about ways to organisation can improve

5. I enjoy the culture and team spirit here – it feels like a family
When you’re in it together, you want to be considered a key member of the team

6. I’m happy to work an extra 15 minutes when necessary and trust my manager will be equally as flexible with me when I need it
Fostering an environment where people are more than willing to work late to get the job done is great – but employees may become resentful over time. If flexibility works both ways, they will feel valued

7. I can be trusted to pay back time I owe without my manager needing to check up on me
An employee who appreciates flexibility will feel gratitude and want to justify the trust shown in them

8. Directors and managers are approachable and are transparent about the organisation’s performance and future plans
This plays into the team spirit and culture of an organisation. Approachable management and transparency creates a family feel and makes an employee feel valued

9. It’s important to me that the company takes social issues seriously e.g. reducing reliance on single-use plastics
Particularly important for Millennials and Gen Z employees that are renowned for their social awareness and expect employees to be that way too

10. My organisation plays a positive role in society
It’s not just health boards and charities that contribute to society, commercial businesses play a big role in keeping people active, entertained and smiling. Big businesses often support their local community through donations and encourage communities to attend community days – while this is good PR, it is also usually done with good intentions

11. It’s important to me that the company is well known and respected by industry peers
While it’s not always important for your organisation to be known to the public, a good reputation is important employees attending networking events like trade shows

12. I am proud to tell my friends who I work for
Whether it’s a market leader or simply an organisation that does good things, an employee who is proud of where they work will reflect that in their performance and in their external conversations – word of mouth always matters

13. I would encourage friends to apply for a suitable vacancy at my company
If the answer is no, that employee isn’t likely to stick around much longer either

14. I am not actively looking for other opportunities
While some opportunities may come along that are too good to pass up, a happy and engaged employee will not be actively seeking out pastures new

15. I believe is scope for training, development and progression here
An employee with skill and ambition needs to know they won’t be in exactly the same place in 5 years’ time

16. I can see myself working here in 3-5 years’ time
Providing the employee is engaged and not just content to plod along, a positive answer will speak volumes about your organisation

Employee engagement questions for remote teams

Employee engagement is especially important for organisations offering remote working.

Whether your digital transformation was already in place or has been brought on by the Covid-19 pandemic, remote working is essential to business continuity across the world.

But with this comes the need for a great deal of trust in employees to work responsibly from home.

Example questions include:

1. Repaying the trust shown in me to work from home is important to me
2. I have everything I need to do my job remotely to a high standard
3. I am easily contactable by phone or video call if my manager or team requires it
4. I enjoy remote working and feel motivated to produce work to the standard my employer expects
5. I have enough contact with members of my team, my manager and the organisation so that I am aware of what’s expected of me and I still feel part of a team

Conclusion

Employee engagement is essential for any organisation.

Engaged employees go the extra mile to achieve both their personal goals and the goals of their employer – meaning they’re more productive and switched on.

This can help foster a team spirit that makes people stay with your organisation for many years.

We hope these questions help!

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