Employee Engagement

50 Effective Employee Engagement Survey Questions [2024]

Improve employee engagement with 50 effective survey questions for 2024. Learn the best practices and tips to design a powerful employee engagement survey.
50 Effective Employee Engagement Survey Questions

Looking for effective employee engagement survey questions?

In this guide, we share a detailed list of 50 powerful survey questions that are carefully crafted to help you get valuable insights on employee engagement.

You’ll also learn how to analyze and measure the survey results, along with some best practices and tips to design the perfect employee engagement survey.

Let’s get started!

Importance Of Employee Engagement

According to a study from Gallup, companies with highly engaged teams tend to be 21% more profitable than companies that don’t have a highly engaged workforce.

Employee engagement is all about how committed and motivated your team is.

It’s a measure of their emotional connection to their work and your company.

Highly engaged employees put their heart into their job and truly care about doing great work and helping the business succeed.

Measuring engagement is crucial because it has a huge impact on so many key outcomes. 

Companies with high engagement tend to have better productivity, profitability, customer service, retention, and more.

But if engagement is low, you often see poor performance, high turnover, and a struggling culture.

Regularly checking engagement helps you spot issues early on and see what’s working well, which in turn, helps in developing effective growth strategies.

How To Measure Employee Engagement?

There are a few different ways to measure employee engagement.

Talking directly with employees in one-on-one meetings and team sessions can give you a qualitative pulse.

Watching key metrics like turnover, absenteeism, and productivity can provide indirect signs. Tracking participation in events and initiatives offers clues too.

But the most common and effective method is employee surveys.

Hearing directly from employees through a well-designed survey gives you hard data on the specific drivers of engagement in your workplace.

Surveys make it easy to reach all employees, track scores over time, and benchmark against other companies.

What Is An Employee Engagement Survey?

An employee engagement survey is a set of questions sent to employees to gain insights about their work experience and attitudes.

A well-crafted survey covers the core elements that research shows impact engagement the most, like purpose, growth, and leadership.

The survey is typically done online to make it easy to participate and analyze results.

Responses are confidential and often anonymous so employees can share openly and honestly. 

The goal is to understand employees’ motivations and identify ways to enhance their connection and commitment to their work and the company.

Types Of Employee Engagement Survey

Engagement surveys can be of different types as follows:

  1. Pulse surveys – These are short, frequent surveys done weekly or monthly to get a quick snapshot of engagement. They usually have under 10 questions and take only a few minutes.
  2. Annual surveys – As the name suggests, these happen once a year and tend to be longer and more comprehensive. They give a detailed picture of engagement and allow for deep analysis and action planning.
  3. Onboarding surveys – These are done 30, 60, or 90 days after hire to see how engaged new employees are. The early feedback helps spot issues and improve the onboarding process.
  4. Exit surveys – These surveys gather insights from employees who are leaving. The goal is to understand drivers of turnover and make changes to boost retention.
  5. Custom surveys – Some companies create their own surveys customized to their unique culture and needs. They might focus on specific departments, initiatives, or engagement themes.

Key Areas To Focus In An Employee Engagement Survey

Key Areas To Focus In An Employee Engagement Survey

Here are some of the essential areas to focus while designing your employee engagement survey:

  1. Employee Satisfaction – Do employees find their work meaningful and suited to their skills? This is key, since people who like what they do are more engaged.
  2. Career Growth Opportunities – Can employees learn, grow, and advance in their careers here? Having clear growth paths is a major motivator.
  3. Work-Life Balance – Do people have the flexibility to attend to personal needs and recharge? A healthy work-life mix is essential for sustainable engagement.
  4. Support From Manager – Do managers provide helpful guidance, feedback, and recognition? Employees’ relationship with their boss is a top engagement factor.
  5. Communication And Resources At Work – Can people easily get the information and tools they need? Effective communication and equipment drive productivity and satisfaction.
  6. Recognition And Feedback At Work – Do employees feel valued for their contributions and confident sharing ideas? Appreciation and openness fuel discretionary effort.
  7. Teamwork Attitude – Do team members collaborate smoothly and treat each other well? Positive peer relationships boost motivation and morale.
  8. Trust In Leadership – Do employees believe leaders are capable and steering the company wisely? Trust in leadership is an important factor in employee engagement and company growth.
  9. Alignment With Company Values And Culture – Do people understand and experience the stated culture and values? A strong values fit ignites personal commitment.
  10. Purpose And Fulfillment – Do employees gain a sense of purpose from their job? Connecting work to intrinsic meaning powers engagement.

Now, based on these key areas and themes, let’s take a look at some of the top employee engagement survey questions.

50 Most Effective Employee Engagement Survey Questions

Most Effective Employee Engagement Survey Questions

Employee Satisfaction

1. Do you find your work engaging and enjoyable on most days?

This question looks at how happy and interested employees are in what they do day-to-day.

When people feel their work is meaningful and fun, they’re more likely to be engaged and get a lot done.

But if tasks feel pointless or boring, mood and performance go downhill.

Scores on this usually range from 60% – 80%.

Getting higher levels of enjoyment is difficult, since even great jobs have some dull parts.

If your score stays above 80% then that’s amazing. It highlights that you’ve a very engaged workforce.

2. Do you feel your skills and strengths are being fully used in your current job?

Employees who aren’t using their full talents often feel held back and annoyed.

This question shows if people think their abilities are being put to good use.

When employees can apply all their skills, engagement and job satisfaction go up. But if they feel boxed in or stuck, they’ll probably tune out or quit.

Scores here are usually between 55% – 75%. Pushing usage higher is hard, since business demands and personal goals don’t always line up perfectly.

Ratings over 75% are uncommon and show an amazing ability to match the right talents with the right role.

3. Do you have the tools and support you need to do your job well?

To be fully engaged, employees need the right equipment and help.

This question spots gaps in resources that slow people down and cause frustration.

When people feel they don’t have the right resources, they’re more likely to give up or fail. But when they have enough support, they can focus, do great work, and come up with new ideas.

Scores in this area tend to be between 65-85%. Consistently giving employees what they need is hard, as demands constantly change.

Keeping scores over 85% is outstanding and means you have a strong, dependable support system.

4. Does your role fit well with your interests and long-term career goals?

Engagement grows rapidly when employees can grow in a direction that excites them.

This question tests how well the job matches up with what the person wants to do.

Roles that build on employee passions and help them move forward feel fulfilling.

Scores tend to be between 50% – 70%. Getting a tight fit is tough, given business limits and changing employee goals.

Consistently scoring 70% is remarkable and shows an exceptional talent strategy.

5. How satisfied are you with your current role on a scale of 1-10?

This broad question captures employees’ general feelings about their jobs.

While the previous questions focus on specific aspects, this one considers them all. When rating satisfaction, employees consider the ups and downs of their everyday experience.

Scores typically range from 6.0 – 8.0 on this ten-point scale. Pushing ratings higher is challenging, as few roles are ideal in every way.

Consistently landing above 8.0 is exceptional and indicates an extremely happy workforce.

Pro-Tip: One of the best ways to maintain great employee satisfaction is to fine-tune employee experience constantly.

Career Growth Opportunities

6. Does your current role provide opportunities to learn new skills and advance your career?

This question checks if employees feel they can grow and move up in their jobs.

When work allows people to build new skills and take on different tasks, engagement and loyalty go up. But if jobs feel limiting or stuck, motivation and commitment go down.

Scores on this usually range from 50% – 70%. Giving lots of growth opportunities is hard, since business needs and personal goals don’t always match up.

Getting scores over 70% is rare and shows a big focus on employee development.

7. In the past year, have you had opportunities to work on projects that challenged you and expanded your skill set?

Engaging work pushes employees to learn and grow. This question looks at whether people are getting to take on tough assignments.

When employees regularly face new challenges, they improve their skills and feel proud.

But if they’re stuck in boring tasks, their growth slows down and they lose interest.

Scores are usually between 55% – 75%. Always providing challenging projects is hard, since daily work often comes first.

Scores over 75% are uncommon and show an amazing commitment to on-the-job learning.

8. Do you have access to the training and resources needed to grow your skills and advance your career?

Employees need the right resources to keep growing.

This question points out if they feel they have what they need to build their skills.

When good learning resources are easy to get, people can keep developing and stay ready for changing needs. But if growth tools are missing, skills get rusty and potential is wasted.

Ratings are usually from 60% – 80%. Consistently providing helpful, available development resources is tough as needs change a lot.

Scores over 80% are fantastic and show a serious, steady investment in employee growth.

9. Does your manager regularly discuss your career goals and help you identify growth opportunities?

To keep growing, employees need more than resources—they need advice. This question measures if managers are actively supporting employee development.

When managers talk about goals and choices, people gain focus and feel appreciated. But if career talks are uncommon, development efforts often fail.

Scores are usually between 50% – 70%. Getting managers to consistently guide careers is hard with other priorities.

Ratings over 70% are exceptional and show an amazing focus on talent development.

10. In the next 12 months, how likely are you to have opportunities to advance your career within the company?

This forward-looking question captures how hopeful employees are about their chances to move up soon.

When people feel good about their near-term prospects, they’re more likely to engage and stay.

But if progress seems out of reach, they often get unhappy and start looking elsewhere.

Scores are usually from 55% – 75%. Consistently getting ratings over 75% is remarkable and shows a promising future.

Work-Life Balance

11. Do you feel you’re able to effectively balance your work and personal life?

This question looks at how well employees are juggling their job and life outside of work.

When people can manage both without feeling overwhelmed, they’re more engaged, productive, and happy.

But if work is taking over their lives, stress goes up and well-being goes down.

Scores on this typically fall between 50% – 70%. Consistently scoring above 70% is exceptional and shows a real commitment to employee wellness.

12. Does your work schedule give you enough flexibility to meet your personal and family needs?

Rigid work schedules can make it really tough to handle life’s demands. This question measures how well employees’ work hours fit with their personal needs.

Scores are usually between 55% – 75%. Ratings over 75% are rare and reflect an extraordinary level of flexibility.

13. Are you able to disconnect from work and fully recharge during your time off?

To stay engaged and avoid burnout, employees need real downtime. This question measures how well people can mentally detach from work when they’re away.

When employees can truly unplug and refresh on their days off, they come back more energized and focused. But if work keeps creeping into their personal time, fatigue and resentment build.

Scores commonly range from 60% – 80%. Fully disconnecting is challenging in today’s always-on world. Consistently achieving scores above 80% is outstanding and indicates a deep respect for employee downtime.

14. Does your manager support your efforts to balance your work and personal priorities?

Even with great policies, employees need their managers’ backing to achieve balance.

This question assesses how well supervisors support their team’s work-life balance.

Scores typically fall between 55% – 75%. Ratings above 75% are exceptional and signal an authentic managerial commitment to employee wellness.

15. On a scale of 1-10, how would you rate your overall work-life balance in your current role?

Rather than focusing on a single aspect, this question takes the full picture into account.

When rating their overall balance, employees consider the net impact of all the factors affecting their ability to integrate work and life.

Scores usually span from 5.5 – 7.5 on this ten-point scale. Attaining ratings above 7.5 is remarkable and reflects an exceptional organizational focus on balance.

Support From Manager

16. Does your manager clearly communicate goals, expectations, and feedback?

This question looks at how well managers keep their teams informed and aligned.

Scores here typically range from 55-75%. Getting all managers to be great communicators is challenging, given varying skills and competing demands. 

Achieving ratings above 75% is great and indicates a strong focus on managerial communication.

17. Does your manager support your professional growth and development?

Managers play a crucial role in employee development. This question measures how well they help their team members grow.

Scores commonly fall between 50% – 70%. Scores above 70% are rare and signal an extraordinary commitment to people’s growth.

18. Does your manager create a positive and inclusive team environment?

Team climate has an enormous impact on engagement and performance. 

Scores usually range from 60-80%. Consistently building a great team vibe is tough, as it requires strong people skills and constant attention. Achieving ratings above 80% is outstanding and reflects a deep managerial commitment to team health.

19. Is your manager responsive and available when you need support or guidance?

Employees rely on their managers for timely help and advice. This question looks at whether they are there for their teams when needed.

Scores commonly fall between 60% – 80%. Being consistently available is challenging for busy, in-demand managers.

Ratings above 80% means you’re already ahead of the majority of companies and indicate a great managerial commitment to responsiveness.

20. On a scale of 1-10, how would you rate your manager’s overall effectiveness?

Rather than focusing on a single trait, it completely assesses a manager’s strengths and weaknesses.

When rating overall effectiveness, employees consider the net effect of their manager’s style, skills, and behaviors on their work experience.

Scores typically span from 6.0 – 8.0 on this ten-point scale. Developing uniformly strong managers is difficult given the complexity of the role.

Consistently attaining ratings above 8.0 is exceptional and signals a highly capable and engaging management team.

Communication And Resources At Work

21. Do you feel well-informed about important company news, changes, and decisions?

This question measures the effectiveness of top-down organizational communication.

When employees are kept in the loop about key developments, they feel trusted and invested. But if they’re left out of the information flow, uncertainty and disengagement grow.

Scores typically range from 50-70%. Keeping all employees consistently updated is challenging, especially in fast-moving or widely dispersed organizations.

Ratings above 70% are exceptional and reflect a high-performing internal communications function.

22. Does your team have effective systems and processes for sharing information and ideas?

This question looks at how well teams share knowledge.

Scores usually fall between 55-75%. Enabling seamless team information flow is difficult, given time pressures and technology limitations.

Consistently achieving scores above 75% is rare and indicates a highly collaborative workforce.

23. Do you have access to the information you need to do your job effectively?

Timely access to relevant information is essential for employee performance.

This question assesses how readily people can get the knowledge they need to execute their roles. When important information is easily accessible, employees can work efficiently and autonomously.

Scores commonly range from 60-80%. Consistently achieving ratings above 80% is outstanding and signals a nice knowledge management ecosystem.

24. Do you have the equipment and material resources needed to perform your work efficiently?

In addition to information, employees need tangible tools to do their best work. This question looks at how well-equipped people feel.

When workers have the right physical resources, they can execute tasks efficiently and focus on higher-value activities. But if they lack essential equipment, time and energy are wasted.

Scores typically fall between 65% – 85%. Achieving scores above 85% means you’re ahead of many companies.

25. On a scale of 1-10, how would you rate your ability to get the information and resources needed to do your job well?

This question captures employees’ overall assessment of their access to job-critical inputs.

When rating their access, employees consider the total impact of communication channels, knowledge management systems, and physical equipment on their ability to perform.

Scores usually span from 6.0 – 8.0 on this ten-point scale. Consistently attaining ratings above 8.0 is exceptional and indicates a well-supported workforce.

Recognition And Feedback At Work

26. Do you receive timely and meaningful recognition when you do great work?

This question measures whether employees feel their contributions are noticed and valued.

When people are consistently recognized for a job well done, they feel appreciated and motivated to keep up the good work.

But if great efforts go unnoticed or unacknowledged, morale and performance can start suffering.

Scores here typically fall between 50% – 70%. Consistently scoring above 70% is remarkable and shows a strong culture of appreciation.

27. Does your manager provide you with regular, constructive feedback on your performance?

Helpful feedback is essential for growth and improvement. When managers consistently offer specific, helpful input, people can learn and develop.

Scores usually range from 55-75%. Achieving ratings above 75% is exceptional and reflects a strong guidance culture.

28. Do you feel comfortable sharing upward feedback with your manager and other leaders?

Open upward communication is important for surfacing issues and bringing positive change.

This question measures whether employees feel safe sharing ideas and concerns with those above them.

When people can comfortably give feedback to leaders, the whole organization gets smarter. But if they fear negative consequences for speaking up, key insights go unheard.

Scores commonly fall between 50% – 70%. Getting everyone to candidly share upward isn’t easy, as it takes high trust and a sense of safety.

Consistently achieving scores above 70% is rare and signals an exceptionally open and safe culture.

29. Does the company have effective ways to gather and act on employee feedback and ideas?

Feeling heard is crucial for employee engagement.

When companies regularly seek feedback and visibly act on it, people feel valued and invested.

Scores typically range from 55% – 75%. Developing strong employee listening systems is challenging, given the complexity of gathering, analyzing, and following up on feedback at scale.

Achieving ratings above 75% is outstanding and indicates a highly responsive and employee-centric organization.

30. On a scale of 1-10, how satisfied are you with the amount and quality of recognition and feedback you receive?

This question captures employees’ overall assessment of the recognition and feedback environment.

It takes into account both the frequency and helpfulness of the input they get.

When rating their satisfaction, employees consider the net impact of acknowledgment, coaching, and responsiveness on their motivation and growth.

Scores usually span from 5.5 – 7.5 on this ten-point scale.

Consistently attaining ratings above 7.5 is exceptional and signals a strong and personalized system for valuing and developing employees.

Teamwork Attitude

31. Do your team members collaborate effectively to achieve shared goals?

This question looks at how well employees work together.

Team members can tackle challenges and deliver great results when they cooperate and support each other.

Scores here typically fall between 60% – 80%. Consistently scoring above 80% is impressive and shows a strong culture of collaboration.

32. Do your coworkers treat each other with respect and courtesy?

Respectful relationships among colleagues are the foundation of a positive work environment.

When coworkers are polite and considerate, everyone feels valued and can focus on doing their best work. But if disrespect or rudeness are common, morale and productivity can get affected.

Scores usually range from 65% – 85%. Achieving ratings above 85% is good and reflects a great culture of respect.

33. Do team members openly share ideas and feedback with each other?

Open communication is crucial for innovation and continuous improvement.

When people regularly exchange suggestions and constructive feedback, the whole team gets better. But if they keep ideas and concerns to themselves, growth opportunities are lost.

Scores commonly fall between 55% – 75%. Achieving scores above 75% means you’re already ahead of the majority of companies and signals an open and honest team.

34. Do your coworkers support and help each other when needed?

This question measures the level of team support and cooperation.

When colleagues readily assist each other, they can overcome obstacles and achieve more together.

Scores typically range from 60-80%. Achieving ratings above 80% is outstanding and indicates a mutually supportive team.

35. On a scale of 1-10, how positive and productive are the working relationships on your team?

This question takes into account all aspects of team interactions, from collaboration to respect to support.

When rating team relationships, employees consider the net impact of their coworkers’ behaviors on their work experience and performance.

Scores usually range from 6.0 to 8.0 on this ten-point scale. Given the complexity of group functioning, achieving uniformly strong team dynamics is challenging.

But consistently attaining ratings above 8.0 is exceptional and signals a highly cohesive and collaborative team.

Trust In Leadership

36. Do you have confidence in the senior leadership team’s ability to lead the company to success?

This question measures the degree of trust in the senior team’s competence.

When employees believe executives have the vision and skill to steer the company well, they’re more likely to go the extra mile.

But if confidence in leadership is low, engagement and retention starts suffering.

Scores typically range from 55% – 75%. Ratings above 75% is good and reflects a highly credible and respected leadership team.

37. Does the company’s strategy and direction excite and motivate you?

Employees who are inspired by the company’s vision are more engaged and committed.

This question assesses whether the organizational strategy is meaningful to the team.

When people see how their work fits into an exciting big picture, they’re more motivated to give their best.

Scores usually fall between 50% and 70%. Given diverse interests and perspectives, crafting a strategy that resonates with everyone is difficult.

But overall, achieving scores above 70% is good and indicates a great company vision.

38. Do senior leaders communicate openly and honestly with employees?

Transparency is essential for building trust and engagement.

Scores commonly range from 55-75%.

Consistently achieving ratings above 75% is outstanding and signals an exceptionally transparent leadership team.

39. Do company leaders demonstrate genuine care and concern for employees?

Employees who feel valued by leaders are more loyal and engaged.

This question measures whether executives are seen as sincerely caring about the team.

Scores typically fall between 50% – 70%. Achieving scores above 70% is rare and reflects a successful leadership team.

40. On a scale of 1-10, how much trust do you have in the company’s senior leadership team?

This question captures employees’ overall trust in the top team.

It considers all dimensions of leadership performance, from strategic competence to communication.

Scores usually span from 5.5 – 7.5 on this ten-point scale. 

Attaining ratings above 7.5 is amazing and indicates a highly credible and respected executive team.

Alignment With Company Values And Culture

41. Are you well-aware about the company’s core values and what they mean in practice?

This question measures whether employees clearly understand the company’s guiding principles.

Scores typically range from 60% – 80%. Getting everyone to deeply understand and apply the values is tough, especially in far-flung or fast-growing organizations.

Achieving ratings above 80% is great and reflects a values-driven culture.

42. Does your daily work experience reflect the company’s stated values and culture?

When people consistently experience the values being lived out, they’re more likely to trust and put them into action.

Scores usually fall between 55% – 75%. Ensuring that every part of the employee experience aligns with the values is hard, as it requires constant monitoring and correction.

Achieving scores above 75% is rare and indicates an exceptionally coherent and values-aligned culture.

43. Does the company provide adequate training and resources to help you understand and follow its values?

This question measures whether the organization is training people to convert values into action.

When companies provide strong values onboarding, training, and tools, employees are better able to follow the desired culture.

Scores commonly range from 50% – 70%. Effectively training all employees to model the values is challenging, given the need for sustained and customized support.

Consistently achieving ratings above 70% is outstanding and signals a deep commitment to values enablement.

44. Do leaders and managers consistently model and reinforce the company values?

Employees pick their cultural values from the top. This question looks at whether people see leaders and managers walking the talk on values.

Scores typically fall between 55% – 75%. Achieving scores above 75% is rare and reflects a great, values-centered leadership team.

45. On a scale of 1-10, how well do you feel the company is living out its stated values and culture?

This question does employees’ overall assessment of the company’s values and culture in action.

It considers all facets of the cultural experience, from values communication to leadership alignment.

Scores usually span from 6.0 – 8.0 on this ten-point scale. Attaining ratings above 8.0 is exceptional and indicates a truly values-driven organization.

Purpose And Fulfillment

46. Do you find your work personally meaningful and fulfilling?

This question measures whether people feel a sense of purpose and satisfaction in what they do.

Studies show that 7 out of 10 employees believe their life-purpose is directly affected by their work.

When employees truly like their job, they bring more energy and dedication.

Scores typically range from 55% to 75%. Given the diversity of roles and individual purpose drivers, helping all employees find deep meaning in their work is challenging.

Consistently achieving ratings above 75% is exceptional and reflects a strong culture of meaningful work.

47. Does your work allow you to regularly utilize your greatest strengths and abilities?

Employees who get to do what they do best are more confident and energized.

This question looks at whether people have opportunities to use their top talents on the job.

When employees can consistently use their core capabilities, they experience more mastery and flow.

But if their best strengths are not used effectively for the role, they can feel underutilized and unfulfilled.

Scores usually fall between 50% – 70%.

Given business needs and the range of individual talents, ensuring that every role fully engages employees’ strongest abilities is difficult.

Achieving scores above 70% indicates an exceptionally skill and strengths-focused work environment.

48. Do you feel your work makes a positive difference in the lives of others?

Knowing that one’s efforts help other people is a powerful source of meaning.

This question measures whether employees see their work as benefiting others, from customers to colleagues to communities.

When people recognize the impact of their job, they often feel a deeper sense of purpose. But if the link to others’ wellbeing is unclear, work can feel less significant.

Scores commonly range from 60% – 80%. Consistently achieving ratings above 80% is outstanding and signals a strong culture of service and contribution.

49. Does the company provide opportunities for you to grow and develop in ways that are meaningful to you?

Studies show that employees are more likely to change their job, if they get better career growth opportunities. In fact, a majority—86% of employees will easily change jobs if they get better growth opportunities.

That’s why it becomes more important than ever to measure whether or not employees are fulfilled with the career growth opportunities they get. 

Scores typically fall between 50%-70%. Achieving scores above 70% is rare (if you get that, you’re already 90% ahead than most companies). It reflects an exceptional commitment to employee growth and fulfillment.

50. On a scale of 1-10, how meaningful and fulfilling do you find your work overall?

This is one of the best questions to know about employees’ complete sense of purpose and satisfaction in their work.

Scores usually span from 6.0 – 8.0 on this ten-point scale.

If you get ratings above 8.0, consider it as a good benchmark score because it indicates a purpose-driven work experience.

How To Analyze Employee Engagement Survey Results?

Once you’ve run your engagement survey, the real work begins. Here’s a step-by-step guide to analyze your survey data properly:

1. Review Participation Rates:

The first thing to check is how many employees completed the survey. Aim for at least a 70% response rate for reliable data.

If certain groups had low participation, their feedback may be missing. Follow up with departments or locations with lower rates.

2. Identify Overall Engagement Levels:

Look at the average score across all questions to gauge overall engagement. If using a 5-point scale, 4 or higher is excellent, 3.5-4 is good, and under 3.5 needs work.

If using a 10-point scale, 8+ is excellent, 7-8 is good, below 7 is concerning. Focus on moving more employees into the top tiers.

3. Focus On Engagement Drivers:

Review the highest and lowest scoring questions to see what’s enhancing or hurting engagement most.

If 90% agree their work is meaningful but only 50% feel supported by their manager, you know leadership skills are a priority for improving scores.

4. Score Comparison:

Compare scores by department, location, and demographics.

Break down results by group to spot notable differences.

For instance, if HR’s engagement is 4.2 but Sales is 3.1, dig into what’s happening in Sales. Similarly, if women score lower than men, your organisation may have inclusion issues.

So, in this way, identify the major problems and issues by analyzing the data and then, form effective strategies to solve them.

5. Read Open-Ended Responses Carefully:

Employees’ written remarks highlight crucial insights about the scores.

If multiple people say “lack of career paths” or “need more training”, those are clear areas to focus on.

Categorize responses by theme and share examples to give leaders a real flavor of employee sentiment.

6. Track Scores Over Time And Against Benchmarks:

Look at current results compared to past surveys to measure progress.

For instance, if recognition scores rose 5% since last year—that means reward programs are working.

Compare your numbers to industry benchmarks to see where you stand.

Also, check out hrtech’s marketplace to find top HR tools from a wide collection of softwares designed to simplify HR processes.

7. Identify Key Themes And Recommendations:

Step back and identify 3-5 key insights based on the data.

Present top-line findings like: “Employees are highly motivated but want more growth” or “Trust in leadership is low and damaging retention.”

Suggest steps like: “Expand mentoring program” or “Boost leadership communications.”

Best Practices And Tips For Designing Effective Survey

The key to getting useful responses from your employee engagement survey is making sure employees understand what you’re asking.

Keep the questions simple and easy to understand.

If the questions are too long or confusing, employees might interpret them differently or skip them altogether.

For example, instead of asking:

“To what extent do you feel your skills are being optimally leveraged to deliver maximum value to organizational objectives?”

Try this:

“Do you feel your skills are being put to good use in your job?”

The simpler version will get you clearer, and more consistent answers.

Plus, to get a well-rounded view of engagement, include a variety of question formats.

The main types are:

  • Likert scale – These are rating questions like “On a scale of 1-5, how satisfied are you with your role?”. They provide crucial data you can easily track over time.
  • Open-ended – These are free-form questions like “What would make this an even better place to work?”. They let employees share ideas in their own words.
  • Multiple choice – These ask people to pick from a set of responses, like “How long have you worked here? A) 0-2 years B) 3-5 years C) 5+ years”. They’re good for collecting demographic information.

Using a mix of types keeps the survey engaging and gives you different lenses to understand the employee experience.

Just be careful not to switch formats so much that it feels very different from other questions in the survey.

Employees also need to feel safe giving honest feedback.

  • Make it crystal clear that responses are confidential and can’t be tied back to individuals.
  • Avoid asking identifying questions or collecting info that could reveal who said what.
  • Consider using a third-party survey tool that ensures anonymity.

The exception is if you want to analyze data by department to spot issues in specific teams. In that case, you might collect department info but not individual names.

Let employees know that data will only be shared in aggregate.

Now, as your company evolves, your survey should too.

Go through your questions at least once a year to check if they’re still relevant.

  • Do they still align with your current priorities?
  • Are you missing any hot topics employees care about these days?

After each survey, review the results to see which questions gave useful insights and which fell flat.

If a question isn’t providing meaningful data, consider tweaking it. Also, look for new themes in the open-ended responses.

You may spot emerging issues or trends you want to ask about next time.

Treat your survey like a living document that you continually refine based on employee input and business needs.

Keeping it fresh shows employees you’re truly listening and adapting.

Bonus Tips:

  • Always include at least one open-ended question “What else would you like to share?”. This gives people a chance to raise issues you may not have covered.
  • Consider pulse surveys in between your main annual survey. These are short monthly or quarterly check-ins to track progress.
  • If you need to explore survey themes more deeply, conduct follow-up interviews with select groups. Talking live can provide detailed insights you can’t get from a survey form.

Frequently Asked Questions:

How Often To Conduct An Employee Engagement Survey?

Most companies conduct an annual engagement survey, with shorter pulse surveys throughout the year. The annual survey provides a complete overview, while quarterly or monthly pulse checks help track progress and spot issues early.

How Many Questions Should Be Present In An Employee Engagement Survey?

An effective engagement survey typically has 30-50 questions covering key drivers of engagement. This provides enough depth to get actionable insights without overwhelming employees. Use a mix of Likert scale, open-ended, and multiple choice questions.

Does Employee Engagement Survey Improve Employee Retention?

Yes, engagement surveys can significantly improve retention by identifying and addressing the factors that cause turnover. Companies that regularly measure and act on engagement feedback have up to 59% lower attrition than those that don’t.

What Is A Good Employee Engagement Survey Score?

Engagement scores vary by company and industry, but generally 50% and above is considered good. Many companies aim for 65-80% favorable scores on key engagement questions. Focus on improving your own scores over time rather than just chasing a benchmark.

What Is The Difference Between Employee Engagement And Employee Feedback Question?

Engagement questions measure employees’ overall commitment, motivation, and connection to their work and the company. Feedback questions focus on specific aspects of the employee experience, like communication or recognition. Engagement surveys often include both types of questions.

What Are The Best Tools For Conducting The Employee Engagement Survey?

Popular survey tools include Qualtrics, SurveyMonkey, and 15Five. Look for a platform that offers customizable question templates, detailed analytics, and well-structured planning features. Make sure it integrates with your HRIS and other HR softwares.


So there you have it—the top 50 employee engagement survey questions.

You learned how to effectively measure employee engagement, what key areas to focus on while preparing the survey questions, and also how to analyze the results properly.

Plus, we also shared some best practices and tips like keeping questions simple, mixing up question formats, and asking open-ended questions.

Regularly conducting these surveys will help you build a stronger, more engaged team. 

Need more specialized help in crafting your survey? Our team of HR experts at hrtech can help you design the right questions based on your unique requirements. Learn more now!


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