Employees who are engaged make excellent employees. They lead by example for their coworkers, are the highest performers in the organisation, and promote your brand to clients, loved ones, and friends. They are just the kind of individuals you want working with you.

Employees who aren’t engaged, though, can ruin your business. A Forbes piece from the previous year looked at the costs that disengaged workers were causing businesses. The findings of a Gallup study were alarming: disengaged workers had absenteeism rates that are 37 percent higher, productivity levels that are 18 percent lower, and profitability levels that are 15 percent lower.

It makes sense that increasing employee engagement, which first necessitates gauging current levels of engagement, is one of the finest things you can do for the wellbeing of your business. How do you go about that? Start with a survey of employee engagement.

Employee comments can be shared anonymously during employee engagement surveys, allowing you to gather honest assessments and a precise measurement of engagement. Based on the responses, you can then make the required adjustments to establish an environment where employees are happy, engaged, and productive—an one that is also very beneficial to your bottom line.

The number of questions in an engagement survey might range from 10 to 50, divided into various categories or themes. Questions concerning supervisors, values, leadership, communication, team dynamics, training, and benefits are among the themes that are covered, in addition to questions that are specifically related to a given profession. You can mix open-ended and multiple-choice questions.

Here are a few inquiries you might want to include in your survey about employee engagement. Remember that your survey can have many more questions than those that were just listed. This list is merely intended to get you going.

Sample inquiries about employee happiness
Rank your level of happiness at work from 1 to 10.
This simple query allows you to monitor employee satisfaction over time.
On a scale of 1 to 10, how would you evaluate your work-life balance?
Employees who are content are balanced employees. People must believe they have enough time to devote to their personal life outside of work.

Would you recommend this place to a friend who was seeking for work?
If an employee is content with their position, they will speak favourably of the business to their friends and relatives.
Examples of leadership and management inquiries

Do you feel appreciated at work?

Motivated workers are those that feel valued. But, if they don’t believe their labour matters, they can get disinterested and start looking for work elsewhere.

How frequently does your boss acknowledge your contributions?

When employees don’t receive regular appreciation, morale and engagement decline. The outcome has a detrimental effect on output and performance.

Examples of retention issues with employees

If you lost your job, would you apply again?

You desire “yes” as the response to this query. An employee who responds “no” or “I’m not sure” might not be satisfied and be considering leaving soon.

Do you believe you can perform at your highest level here?

Employees won’t stay with your organisation for the long run if they don’t think there are prospects for growth and development there.

In a year, where do you picture yourself?

There may be issues that need to be solved if staff members can’t see themselves working at your business in only a year.

You find a position on a job board that you’d be perfect for. How do you behave?

You can determine how devoted your staff members are to your company by the response to this question.

Examples of personal development issues

Which other duties or positions at this organisation would you wish to pursue?

The answer to this query will show how satisfied—or dissatisfied—employees are with their possibilities for professional advancement and growth, which is a solid indication of overall contentment.

Do you have the right opportunities for growth and development in your current role?

Employees may not be content and contented in their work at your firm if they aren’t given the chance to advance their careers.

Other important categories like company culture, communication, workplace wellness, pay and perks, and others may also merit inclusion in your questionnaire.

Two or more open-ended questions are often included in a successful survey to collect qualitative data. These are a few instances:

• What about working here do you love?
• What are the best qualities of the company?
• Where does the business need to improve the most?
• What aspects of your job give you the willies on Mondays?
• Do you have any further information you’d want to provide that we didn’t cover?

These inquiries are a fantastic place to start if you’re considering organising an employee engagement survey. Of course, you may use one of our templates or the Survey Builder on Jotform to design your employee engagement survey.

If your business has never conducted a corporate-wide survey, starting one is the first step towards demonstrating to workers that their input is recognised and valued, which may go a long way towards building goodwill.

You will have useful information about changes you can do to support a healthier, happier, and more fulfilled workforce once the survey is finished and the results are in.

What queries ought to be included in a survey on employee engagement?

Your survey questions should be straightforward, unambiguous, and easy to understand. The quality of your data will be impacted if different responders interpret the query in different ways.

To give qualitative context to quantitative responses, closed questions can be followed by open-ended ones. In order to gather constructive input, specific open-ended questions (such as “How can your manager provide better feedback”) are far more beneficial than a simple “leave a comment” box.

Each question should have a particular objective that aligns with the engagement goals of your organisation. You may greatly increase the value of survey data by tracking the metrics that are important to your company.

Preferably, you should continue to ask the same questions so you can monitor improvement on particular indicators.