Top 10 Employee Engagement Questions To Be Asking | Typeform

10 Employee Engagement Survey Questions You Need To Be Asking

Get the most out of your employee opinion survey and discover what your colleagues really want with these ten simple questions

10 Employee Engagement Survey Questions You Need To Be Asking

Click, skim, sigh, trash.

You’ve just witnessed the tragic lifespan of an employee engagement survey. Ring a bell?

Every time an employee engagement questionnaire lands in an inbox, staff let out a groan—in fact, 70% of employees aren’t interested in spending their time and attention on an employee engagement survey.

This leaves HR heroes with no idea how their co-workers are really feeling, meaning they won’t have a clue how to improve the overall employee experience.

People don’t believe their opinions and ideas will be heard. So, what do they do? They look to that virtual trash can for an easy exit.

This lack of trust drives employees to disengage with their work, and that feeling catches like a wildfire.

If you’re the one creating the employee engagement survey questions for your company, you need to up your game to get responses. Or else you’ll be left with a handful of half-hearted replies.

Discover how at Typeform, we put our team’s feedback into action

The Top 10 Employee Engagement Survey Questions To Ask

You’re ready to start improving your staff engagement rate and making your company the best place in the world to work, cool. Let’s get started building the best employee questionnaire your colleagues have ever seen.


Create an employee engagement survey

1

How happy are you at work?


Question type needed: Likert Scale (1 – 10)

Get straight to the point and find out if people are happy in the office. After all, they spend lots of time there.

The Likert scale makes this a breeze by giving them a 1-10 range to rate their happiness.

Because sensing the office vibe helps you kickstart your mission to improve the overall employee experience.

2

Would you recommend our company to your friends?

Question type needed: Net Promoter Score®

Steve from Sales is at his cousin’s barbecue and finds out that his brother-in-law is looking for a new job.

Here, you want to find out whether Steve is going to recommend your company or not.

With this honest question, you can find out whether Steve is a Promoter or a Detractor of your company. Is he going to recommend it to people as an awesome place to work and grow in?

You might already use Net Promoter Score for customer satisfaction, so why not for employee engagement?

3

If you were given the chance, would you reapply for this job?

Question type needed: YES/NO

Too many NO responses to this question on your employee surveys is a huge red flag. People aren’t happy and are probably keeping an eye open for a new job.

If you get a lot of YES responses then your employee engagement rate is looking great—give yourself a big pat on the back. Engaged employees are almost 90% less likely to jump ship, saving you and the business precious time and money spent on recruitment.

4

There is honest communication in this company, from top to bottom.

Question type needed: Likert Scale (1 – 10)

Ever heard the saying, “You don’t quit your job, you quit your boss?”

75% of employees claim that bad management made them quit a job and when it comes to management, communication is king.

Open communication keeps people in your company for longer and enables free sharing of ideas—so make sure to walk the talk. Get the ball rolling with casual Fridays or an offsite event to open a two-way dialogue.

→ Looking for employee engagement ideas to motivate the team? Check out our top tips

5

Do you know our company's mission inside out?

Question type needed: YES/NO

You’ve taken time to build your company culture, set goals, and even have a company mission to live by.

Great. But is everyone else on board? Could they give you the key points of the mission if you asked them right now?

By asking this question, you can find out if your employees are on the same page as upper management.

More and more companies use quizzes to keep everyone up to date on company culture and values. Something to think about.


Create an employee engagement survey

6

Somebody has complimented your work in the last two weeks.

Question type needed: YES/NO

It seems like such a simple thing. But positive feedback is the Holy Grail of employee engagement. Employees who receive positive feedback about their work are up to 30 times more engaged at work than those who don’t.

In fact, 98% of employees claim that lack of feedback from bosses is the main reason they stop caring or disengage.

→ Take your performance reviews to the next level with 360-degree feedback

7

I am paid well for the work that I do.

Question type needed: Dropdown Menu (Agree/Strongly Agree etc.)

Money talks—and so do people.

Being underpaid or undervalued can really get you down in the dumps.

Invite people to lay their cards on the table and gauge how they feel.

8

I have everything I need to do my job well.

Question type needed: Dropdown Menu (Agree/Strongly Agree etc.) + Feedback

They might feel like they need more time to develop their skills, or maybe they need a specific tool to improve their results. Don’t be afraid to ask, and offer them space to elaborate so you can get all the insights you need.

9

I am happy with the benefits which my company provides.

Question type needed: Likert Scale (1 – 10) + Feedback

Airbnb employees get free holiday credit. Google employees get gourmet lunches. What does your company do to boost morale and engagement in the office?

Drop this question into your employee engagement survey and ask for feedback to understand what your staff would appreciate most in their benefits package—it’s an easy way to see how you can improve your employee retention strategy.

10

What changes would you like to see in the office?

Question type needed: Long Text

Finance wants a new photocopier, but the Marketing Team wants half-day Fridays.

Open up a discussion on what changes would be most appreciated in the office to improve staff engagement. And try to commit to some of them.

Who knows what they want better than the people themselves?

What to do with your employee engagement survey results

Act on the results as soon as possible and turn those haters into believers.

Share the information with your colleagues and inform them of next steps—whether they’re delightful or show that something needs to change.

Or, why not turn the data into an easy-to-view report? Show photos, infographics and percentages so your office can really wrap their heads around what’s going on.

Before we go, keep these tips in mind when creating your employee survey questions:

• Your objective is to get results, not to present a legal case. Speak to people like you’re having real conversation.
• For more honest answers from the employee engagement questionnaire, make sure to give people the option to respond anonymously.
• Don’t launch a survey just for the sake of it. The goal is to open up healthy discussions, and improve the employee experience. Keep that in mind.
• Communicate your plan and when you plan to act on what they say.
• Make sure to say thank you and repeat how important their opinions are.


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