I am always treated fairly by my manager. Employee feedback collected through engagement surveys will help to flag problem areas before they become detrimental to productivity and overall company culture. And while this can be a good thing, every once in a while, especially if I see a particular employee isn’t producing high quality work, I’ll check in to see whether people are feeling satisfied and fulfilled in their current positions. This organization is extremely focused on customer needs.

Complete our short sample survey and receive a Personal Engagement Profile Report! My workplace is a physically comfortable place to work. Scores below 60% indicate that there may be day to day problems in people’s roles or overall concerns about the workplace environment. This is a one-on-one level interaction that builds the basis for people feeling like they can develop at the company down the line. Our index combines questions that get at the key outcomes of employee engagement. This is a similar analysis of commitment as “I rarely think about looking for a job at another company” but with a specific time frame. employees.

Whether in someone’s current role or outside of it, when people feel there are good career opportunities for them, they’re more engaged at work. I’ve found that employees who feel like their ideas are being heard (and implemented) are more likely to stay with a company. I like to check in with my team members at least once a week to ask them what they’re currently working on, how I can be of assistance, and if they have any ideas for new projects.

advancement. The benchmark for this question is 60%-70%. These sample employee survey questions are similar to the ones used on the Focal ORG It’s important for managers to discuss development in 1:1 meetings. Listening to the voices of your people, then sharing with them what you’ve learned and how you’ll move forward together is a cornerstone of what it means to be a great company today. It’s a measure of how motivated people are to put in extra effort for their organization, and a sign of how committed they are to staying there. Giving employees access to educational and professional development opportunities shows them that you care about their growth and support them working toward their professional goals. This organization has high performance standards. To dig deeper into the reasoning behind this question, look at scores on the “informing” question, if they are both low, start with informing then move towards motivation. It allows me to work with my current team so we can all grow professionally, as individuals and as a company. Benchmark responses here are in the 70-75% range, and it’s generally a tough question to score highly on. Comprehensive questionnaires generally include 50 to 60 rating questions (e.g. It's time to try something new, When I asked a friend how they’d define employee engagement they said, “It’s allowing employees to feel a part of the system. Hence, using this document can improve the retention of the workforce. Our questions are all phrased to identify the ideal state (for example again, “I am proud to work for Acme”) this further removes ambiguity in answering each question. managers, and leaders. Making them feel autonomy.”, I polled another friend and she said, “It’s employee happiness. The core idea is opportunities, and those could be at the same level or in a different department. Communication is important for people to feel any level of engagement with their company. 5. We’re intentionally avoiding the absolute here, using “most” instead of “all” since even at the greatest company, having all systems and processes working perfectly is difficult to achieve. Engagement Survey, Employee Satisfaction vs.

One day, I asked him if he was happy with his dual roles, and he mentioned that he would really prefer to focus exclusively on videos. The benchmark for this question is in the 70%-80% range.

We used our ‘All Industry’ data to provide the most general interpretation of each question. I respect the senior leaders of this organization. Everyone will interpret a simple 1-5 numerical scale differently, so your answers will be more varied. The benchmark for this question is in the 65%-75% range.

We’ve found over time that this same philosophy rings true across departments and roles.

This question is one that can also vary based on a person’s team or tenure with your company.

It’s up to your company to start ensuring that these opportunities are available and communicate this fact.

below.

The eNPS was launched in 2003, and some companies use it as their sole indicator of employee engagement.

People with different ideas are valued in this organization. It’s our clients, who we call People Geeks, that make all the difference.

Learning and development is a consistent driver of employee engagement across industries, so how your people respond to this question is important. Going deeper than the previous question, this gets at the specifics – are learning and development opportunities (like training and information, coaching, intellectual and emotional support) there for people?

A consistent, 5-point likert scale is simple and suits the needs of our people geeks. This is an important hygiene factor, meaning that without this, you can’t move forward.

I am extremely proud to tell people that I work for this organization.

The quality of our products and services are very important to this My manager encourages and supports my development. Many organizations want to improve employee engagement because it has positive flow-on effects on things like performance, retention and innovation. Communication is encouraged in this organization. Once a person knows what they need to do to be successful, they should be appropriately recognized for their achievements.

Being in the tech industry, I see how quickly things can change. Here, we share 20 employee engagement survey questions that you should use, why they’re important, and what we see as the typical score across our benchmarks. Due to the nature of this question, it has a moderate benchmark range of 55-60%.

The survey-taker is presented with a statement: They then choose from a scale of agreement with the following options: With a consistent likert scale throughout an employee engagement survey, people will be able to answer questions more easily. Short on time, short on support: Similar to the above questions, benchmark responses for this question are in the 60-65% range. Scores here again can be influenced by how people feel about the previous question. engage and develop their employees, My benefits are comparable to those offered by other organizations. I am actively looking for a job outside this organization.

Fortunately, I was able to pass his editing role on to another employee who really enjoyed doing that kind of work, and he is now solely a video guy. The benchmark to this question is 80-90% agreement, which is quite high. As organizations continue becoming less hierarchical, scores for this question should go up. With a regular cadence of surveys, you’ll not only be able to spot workplace issues before they get out of control, you’ll also see what’s motivating people to go above and beyond in effort and to stay at your company.

If you are planning to conduct an employee engagement survey, the questions listed below are

We also use external research on an ongoing basis to identify questions that may be redundant (which are removed) or add questions that address areas of emerging interest. The easiest way to tell if an employee is getting burned out is to pay attention to his or her attitude and work quality. I have an opportunity to participate in the goal setting process. If your score is higher on this question than the one above, you can discount concerns about retention somewhat. We also think it’s important to have levels of agreement rather than just a number-based scale. In industries where tenure is low anyway (like a seasonal workforce in which scores to “I see myself still working at ACME in two years’ time” would be low without much concern) this question is even more important.

If one of your top performers starts tapering off in those areas, chances are, something is going on professionally or personally. However, we don't recommend using this as a template to conduct your own survey because: Employee In this organization we maintain very high standards of quality.

I have adequate opportunities for professional growth in this organization.

This kind of development is beyond the company, it doesn’t need to be related to the bottom line or the company’s goals. Maintaining high scores requires you to look at what you’re doing well and how that can be sustained and perhaps scaled up over time.

However, we believe it’s not robust enough of a measure on its own. If you’re seeing hiccups in your team flow, it may be time for a management shift.

Ideally, all your employees are working toward your department or company goals, but the bigger a company gets, the more difficult it is to stay abreast of each employee’s individual tasks. This is the top of the hierarchy of needs when it comes to alignment.

In addition to the likert scale, each question has a field to collect open-text responses. I have a good understanding of the mission and goals of this organization. This public feedback often happens after someone has left your company.

My salary is competitive with similar jobs I might find elsewhere. However, these two questions tend to move together and can form a good guide for retention. tell if an employee is getting burned out, Professionals have to constantly educate themselves, they didn’t want to “bother” me with the issues, recently been dealing with some family changes. There is ample academic research that debates the pros and cons of various different point scales.

Importantly, employee engagement is an outcome that depends on the actions of an organization, particularly the actions driven by leadership, managers, and people teams. If you’re a small business owner, or if your …

Senior management communicates well with the rest of the organization.

If you don’t measure employee engagement, you have no way to take informed action on improving company culture or peoples experiences at work. Look for variation across demographics for this question in particular.

While I’m a huge supporter of offering benefits, the key to keeping people happy and working for you longer is to go beyond basic perks. this organization.

You can simply ask people how they’re feeling when you see them.

feedback, employee surveys, and other My manager does a good job of sharing information. Find out why people aren’t feeling that the company contributes to their development, take action on that, and communicate the change to your people.

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