15 Employee Engagement Survey Questions You Need to Ask

Introduction

Have you ever wondered how engaged your employees are? Well, you've come to the right place. In this article we'll discuss the importance of employee engagement surveys and give you some examples of questions you can use in your own survey.

What matters most to you about work?

Your employees are the ones who will help you meet your company's goals, so understanding what matters most to them is crucial. You can use this question as a way of getting a better idea of how they feel about their role at work and whether or not they have what they need in order to succeed.

Here are a few things that you need to pay attention to and you can ask about:

Work-life balance
Recognition for their efforts
Opportunities for growth and development within the company
A sense of purpose and meaning in their work (i.e., making a difference)

How do you feel about your manager?

What do you think makes a good manager?

A great manager is someone who's approachable, supportive and honest. They should be fair, consistent and available to their team members.

How often do you feel challenged by your job?

Challenge is good. It's the reason we have jobs in the first place, and it's what keeps us engaged and motivated to perform our best. But challenge must be balanced with support--if employees feel overwhelmed by their responsibilities, they will become disengaged and seek out opportunities elsewhere. Challenge should also be based on performance: if you're doing well at work then there should be more opportunities for advancement; if not, then perhaps it's time for some coaching or training so that they can improve their skillset.

Finally, challenge should not be impossible! If an employee finds themselves facing an insurmountable obstacle at work (e.g., working late every night because they're trying to meet unrealistic deadlines), then this could cause them stress which leads back into feelings of burnout among other negative effects such as high turnover rates due to low morale levels within teams that are unable to function effectively due to lackadaisical attitudes among employees who don't feel valued enough by management teams who don't understand how important feedback loops between managers/supervisors vs subordinates really are when keeping morale high throughout entire organizations

When things are hard at work, are there people who help you get through them?

This question is about your relationship with your coworkers. If someone in the office is going through a difficult time, do they have someone to turn to? Do they feel comfortable sharing their personal struggles with someone else? Is it easy for them to ask for help or assistance when they need it? Or do they feel isolated and alone in their struggles, which makes it harder for them to get through those times of hardship at work.

If you're asking this question as part of an employee engagement survey or employee satisfaction survey then take note of any trends that arise in response: if most people say "no" then perhaps there needs to be more emphasis on showing support and caring among colleagues; if most people say "yes" then maybe some individuals could use some extra encouragement from management about how important it is for everyone on staff (including themselves)

to look out for each other during trying times--and offer whatever support possible!

Do you feel like there is room for growth or advancement in this organization?

Do you feel like there is room for growth or advancement in this organization?
How do you know if there is room for growth?
How do I ask if there is room for growth?

Employees who feel like they can grow and advance in their current roles are more likely to stay with your company, so it's important that you regularly ask them about this issue. If an employee feels stuck in his current position and cannot see any opportunities for advancement, he may begin looking elsewhere for work.

Do you feel like you have the chance to make an impact on your job responsibilities, even if it's just a little bit?

A lot of people think that making a difference is about doing something big, like saving the world or raising money for charity. But there are also small ways to make an impact on your job responsibilities, even if it's just a little bit.

For example: If you have really good customer service skills and use them every day when dealing with customers, then that could be considered making an impact on your job responsibilities because you're helping other people by making their experience better. Or maybe someone else has been struggling with something at work and they want some advice from you; giving them advice might feel like making an impact on your job responsibilities because they now know what they should do next time they encounter this issue (and hopefully will avoid needing help again).

Even if you don't see how what YOU are doing makes any difference at all--like if all day long nothing happens except people come into work and go home again--there are still things that can make YOU feel like YOU made an impact on YOUR life: getting enough sleep; exercising regularly; spending time outside in nature...

Do you think that you're getting meaningful feedback from your boss?

Asking employees if they are getting meaningful feedback from their boss is a great way to gauge how engaged and motivated they feel. Feedback doesn't have to be formal, but it can certainly be in the form of an annual review or meeting.

Feedback is important because it helps you grow, improve, and understand how others see your performance. This type of information can also help you build trust with your manager and peers--which will lead to more positive relationships at work!

Do you think that your company cares about its employees as more than just numbers on a spreadsheet or names of vendors and customers?

Employees are more than just names on a spreadsheet. It's important to remember that they are human beings with hopes, dreams and aspirations. They have families that depend on them for support--and in some cases, even survival!

The best way to show that you care about your employees is by showing them how much respect you have for them as people. This can be achieved through employee surveys such as this one that asks questions like: "Do you feel like your opinions matter at work?"

Engaged employees feel that their work is meaningful to them, their coworkers and their employer.

Engaged employees feel that their work is meaningful to them, their coworkers and their employer. They're motivated to do their best work. Engaged employees have a positive attitude toward their work, which makes them happier and more productive. Engaged employees are also committed to the success of the company they work for because they feel valued by it. This leads to higher levels of customer satisfaction as well as improved employee retention rates--which can save you money in terms of recruitment costs down the road!

An engaged workforce helps build better relationships between managers and subordinates; between coworkers; within teams (or departments); across teams or departments; with customers/clients/patients etc., resulting in increased productivity & profitability at every level of an organization's structure

Do you feel like your work is meaningful?

This is a question that can be asked in many different ways, but it's important to ask it nonetheless. Everyone wants to know their work matters and makes a difference. And if they don't, there's usually a reason why: maybe they're bored or frustrated by their job or maybe they don't see the connection between what they do and how it impacts others. Either way, finding out what makes people feel engaged at work will help you better understand how to engage them further.

Is there someone on your team who supports and encourages you to do a good job?

This question is designed to gauge your perception of whether or not there are individuals on your team who are supportive, encouraging and helpful. Is there someone on your team who supports and encourages you to do a good job?

Yes: If yes, then ask them how they can help you be more engaged in the company's mission and goals.

No: If no one on your team supports and encourages you to do a good job, consider reaching out to other employees at other levels in the organization who have been identified as being high performers by management or HR department. You may also want to consider talking with someone outside of work (such as an advisor).

Does the vision, mission or purpose of this organization make you feel your work is important?

If you want to know if your employees feel that their work is important and meaningful, then you need to ask them. And one of the best ways to do this is by asking a simple question: "Does the vision, mission or purpose of this organization make you feel your work is important?"

This may seem like an obvious question--but it's actually a little more complicated than it seems. The first thing we need to understand is why having a shared vision makes people more engaged at work. In short: because it helps them see how what they do contributes towards achieving something bigger than themselves (aka "the bigger picture"). This gives them motivation for doing good work without being micromanaged by their managers every step along the way--which leads us nicely onto our next point...

Can you identify concrete examples of how the quality of your work has affected an individual's life in a positive way (such as improved health, financial stability or educational achievement)?

The impact of your work on the lives of others can be measured by looking at how it affects:

Customers, clients and patients--This includes those who use your products or services directly. For example, if you're an accountant helping small businesses grow their revenues through tax planning strategies and advice, then one way to measure this would be by looking at how much money each client had left over after paying taxes compared with previous years. Another would be measuring what percentage increase in profit occurred over time as a result of improved cash flow management skills from increased sales due to better marketing efforts thanks to advice from accountants like yours!
Colleagues and team members--In some cases where employees have been involved in improving processes or introducing new technology that makes everyone else's jobs easier; for example if someone developed software tools for other programmers (or even non-programmers) so they could get more done faster without having any prior coding experience needed beforehand - this could mean fewer errors made during development cycles which translates into less wasted time overall while simultaneously increasing productivity levels across all departments within organization's walls."

Do you have the tools, resources, support services and equipment needed to perform your job effectively?

Tools, resources and support services are essential to performing your job effectively.

The tools can be physical (soap and paper towels) or intangible (a mentor). The resources can be provided by the organization (a computer), but they can also come from external sources such as friends and family members who help out with childcare when needed. The support services could include a flexible schedule for employees with children or elder care responsibilities; these kinds of policies make it easier for people with families to work full-time without sacrificing their home lives. Equipment refers primarily to tools such as computers, software programs and machinery that allow employees to do their jobs more efficiently

Does this organization's culture promote collaboration among employees and leaders so that barriers between departments are minimized or eliminated altogether?

Collaboration is an important part of high engagement, performance and customer satisfaction. It can be formal or informal, but it's something that you should consider when evaluating the culture at your organization.

If you're looking for a quick way of getting an idea about whether or not collaboration is happening in your company, ask yourself these three questions:

Do employees know who their peers are? Do they have regular opportunities to connect with them?
How do managers encourage employees from different departments or roles to work together on projects or tasks? Is there any sort of formalized program in place for interdepartmental collaboration? What about informal networks outside of work hours (e.g., happy hour after office hours)? Are these encouraged as well?

Conclusion

In conclusion, it is important to know that employee engagement is not a one-size-fits-all solution. It's also important to remember that these 15 questions are just tools in your arsenal. You should use them as often as needed and be sure to check in with your employees frequently so they feel heard and valued by their organization.

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