Employee engagement survey questions are supposed to reveal what’s working (or not) in your workplace and where improvements are needed. However, most surveys are either too generic, too long, or too robotic to spark genuine responses and therefore, miss the mark.
Instead of uncovering meaningful employee feedback they often collect one-word answers, vague responses, or total silence. Why? Because employees either don’t take them seriously, don’t feel heard afterward, or, let’s be honest, they find the process boring. The real challenge is crafting questions that are specific enough to provide useful data but broad enough to capture different perspectives.
That’s why we’ve put together this list of 50 engagement survey questions you can use with your choice of the best survey tools. Also, if you want to make feedback a two-way conversation, tools like Zight can help. Instead of sending another dry email summary, why not use a screen recording or a GIF to show employees exactly how their input is shaping change? A more engaging approach means better responses and real improvements where they matter most. Let’s get into it.
What is an Employee Engagement Survey?
Before we get into the employee engagement questions, it’s essential to understand employee engagement surveys and their significance in the modern workplace.
Employee engagement is the emotional connection an employee feels towards their workplace. This means the more driven they are, the higher their productivity. Hence, an employee engagement survey consists of questions sent to employees to gain insights into their work experiences and attitudes.
A well-crafted survey addresses the core elements that research indicates have the greatest impact on engagement, such as purpose, growth, and leadership. Engagement surveys are typically conducted online to facilitate employee participation and simplify result analysis.
Responses are kept confidential and often anonymous, allowing employees to share openly and honestly. The objective is to understand employees’ motivations and identify ways to strengthen their connection and commitment to their work and the organization.
Types of Employee Engagement Surveys
Employee engagement isn’t a one-size-fits-all concept, and neither are the surveys that measure it. Organizations use different types of engagement surveys depending on their goals.
There are two categories of employee engagement surveys and they include:
1. Based on Purpose and Frequency
a). Annual Surveys– These are comprehensive long-form surveys conducted yearly or bi-annually to assess the overall engagement trends.
b). Pulse Surveys– These are shorter but more frequent employee surveys conducted quarterly, monthly, or weekly to track changes and get real-time feedback.
c). One-Time Surveys– These surveys are conducted for specific events, feedback requests, and initiatives such as onboarding or exit surveys.
2. Based on Scope
a). Company-Wide Surveys– These employee surveys assess engagement across the whole organization which provides insights into the collective sentiment of employees.
b). Department or Team-Specific Surveys– These surveys focus on particular groups or teams within the organization, helping to identify localized engagement challenges.
c). Role-Specific Surveys– These are tailored to specific job functions or levels, these surveys focus on how employees in particular roles feel about their work, responsibilities, and career growth.
How Many Questions Should an Employee Engagement Survey Have?
It depends. The number of survey questions should have your company goals in mind.
For quick and frequent pulse surveys, there might be 10-15 questions. However, for an annual employee engagement survey, the questions might be in the 30-50 range.
Here are some pointers to guide your survey scope:
- Long and complicated surveys could turn off employees thus they must be simple.
- Avoid jargon and technical terms and instead use clear and concise language.
- Focus on one factor or aspect per question to reduce ambiguity when analyzing the survey results.
- Clarify your intention before you come up with employee survey questions. For instance, will close-ended e.g., multiple-choice or open-ended questions be best?
What Role Do Employee Engagement Survey Questions Play?
Understanding and improving employee engagement is important for organizations looking to motivate talent, drive better performance, and also retain top employees.
Luckily, employee engagement surveys are easy to run and highlight any organization’s grey areas. But why do we need these employee surveys? Below we will explain some compelling reasons why companies and organizations should implement engagement surveys:
1. Uncover Hidden Insights
Employee engagement questions play an important role in identifying crucial insights. These employee surveys have the potential to reveal hidden issues that could go unnoticed such as organizational culture, morale, and productivity.
The gathered input will help to specify the areas that need attention which allows organizations to focus on required adjustments and to build an engaged workforce.
2. Empower Employee Voice
These employee survey questions can provide the employees with a voice which allows them to raise their concerns and ideas. They also help in demonstrating an organization values its employees’ perspectives.
As a result, employees feel more motivated and engaged, fostering a positive workplace culture. Plus, it helps build an environment where diversity is embraced, and inclusivity thrives.
3. Measure the Impact of Changes
Workplace changes can have significant impacts and consequences, but navigating them becomes easier with the right surveys. They give you a clear picture of how well these initiatives are working.
Plus, by measuring employee sentiment, organizations can gauge the impact of their decisions and adjust strategies as needed.
4. Enhance Managerial Effectiveness
Survey results offer managers valuable insights into team dynamics and leadership effectiveness, helping them pinpoint areas that need improvement. Whether it’s communication, support, or leadership style, these insights pave the way for better management and a more motivated team.
5. Help to Predict and Reduce Turnover
Employee engagement surveys act like an early warning system, catching signs of dissatisfaction before they escalate into employee turnover. That’s why employers must identify issues ahead of time.
By understanding what keeps employees engaged and addressing concerns early, organizations can prevent costly turnover and create a more supportive workplace.
Employee Engagement Questions to Include in Your Survey
Good employee engagement surveys include a mix of question types to understand both surface feelings and deeper trends. Below are different types of questions for your employee engagement survey:
1. Open-ended Questions
Open-ended survey questions allow employees to express themselves which results in rich qualitative data freely. They are suitable for getting into difficult issues or for getting specific feedback.
However, analyzing open-ended comments can be time-consuming since responses may vary greatly in detail and length. Also since there is a potential for irrelevant or ambiguous answers, open-ended employee engagement survey responses may need a thematic analysis to discover common patterns and feelings.
2. Closed-Ended Questions
These are employee engagement survey questions with ‘yes/no’ or multiple-choice. They are simple to understand, easy to analyze, and provide concise data. This means that a close-ended employee engagement survey is good at statistical analysis and identifying trends making them suitable for quantifying attitudes or behaviors.
However, they limit the depth and nuance of employee responses which means you may not capture the complex opinions or feelings.
3. Rating Scale Questions
Here, employees answer their employee satisfaction survey questions using a numerical or descriptive scale, making it easier to measure the strength of their opinions and track trends over time. This approach is useful for benchmarking and comparison since it helps compare responses across different teams or periods. It also allows the quantification of subjective data such as employee satisfaction levels.
However, the way the scale is designed may influence responses like central tendency bias which could slightly skew the results. This may not capture the reasons behind a rating and may be limited in exploring detailed explanations.
4. Ranking Questions
Ranking questions ask participants to order options based on preference or importance, making them useful for identifying priorities and comparing multiple factors. They provide valuable insights into what employees value most, whether it’s career development, workplace culture, or leadership support.
However, ranking can become difficult if the list is too long or if the options are not easily comparable. While this method helps organizations gauge employee engagement and sentiment effectively, it may also lead to survey fatigue if overused, making it harder to collect accurate employee feedback.
Additionally, you can’t use the ranking survey questions to measure absolute opinions, which limits its ability to capture nuanced employee perceptions.
5. Demographic Questions
Including demographic questions such as age, department, or tenure can add valuable context to employee engagement survey responses, helping to identify trends and patterns across different groups. This data allows organizations to better understand how various employees perceive workplace culture, leadership, and career development opportunities.
However, these survey questions should be used carefully to avoid making respondents feel uncomfortable or concerned about privacy. If they are too personal or seem irrelevant to the survey’s purpose, they may lead to biased responses or lower participation rates.
When thoughtfully included, demographic questions can provide actionable insights, but they should always respect employees’ privacy and focus on collecting meaningful data.
Key Areas to Cover & Sample Questions in Employee Engagement Survey Questions
Now we are at the part where you need to know the key areas to cover in your employee engagement survey. Here are some categories and at least 5 best survey questions for measuring employee engagement with appropriate response types.
1. Employee Job Satisfaction and Role Clarity
In this area of an employee engagement survey, you need to determine how well employees understand their responsibilities, and duties, and their level of job satisfaction. These survey questions can help analyze alignment with personal life goals, resource sufficiency, and job happiness.
Hence, this understanding can help to identify the areas that need role enhancement and job enrichment in the long run.
Some of the employee engagement survey questions you can include are:
- How well do you understand your job responsibilities? (Rating Scale of 1-5, 5 being very well)
- Does your work align with your personal goals? (Yes/No with optional elaboration)
- How satisfied are you with your current role and duties? (Rating Scale of 1-5, 5 being highly satisfied)
- Is there a clear path for career advancement in your role? (Yes/No with optional elaboration)
- Do you receive regular feedback that helps you perform better? (Frequency scale which includes: Always, Often, Sometimes, Rarely, Never)
2. Work Environment and Culture
As an employer, you need to assess your employees’ perceptions of the work environment, including the organization’s culture and physical surroundings. Some of the factors you need to consider with the company’s beliefs and ethics such as comfort, safety, inclusion, and consistency.
These insights will come in handy for developing an effective work culture that will help you improve the bottom line.
Some questions in this area include:
- How would you rate the overall work environment at our company? (Rating Scale of 1-5, 5 being very compatible)
- Does our company culture support work-life balance effectively? (Yes/No with optional elaboration)
- How comfortable do you feel expressing your ideas and opinions? (Rating Scale of 1-5, 5 being very comfortable)
- Do you believe the company’s values align with your personal values? (Yes/No with optional elaboration)
- How well does our company handle diversity and inclusion? (Rating Scale of 1-5, 5 being very well)
3. Leadership and Management
In this area, evaluate perceptions of leadership effectiveness in areas like decision-making, communication, support, and vision. Understanding how leadership affects productivity and employee morale can help to guide leadership development and management training activities.
With improved leadership, your employees will happily follow their leaders and give their best in the long run.
Some questions to include:
- How effectively do your managers communicate expectations? (Rating Scale of 1-5, 5 being highly effective)
- Do you feel that company leadership is transparent and honest? (Yes/No with optional elaboration)
- How approachable are the leaders in our organization? (Rating Scale of 1-5, 5 being very approachable)
- Do you believe leadership is committed to your professional growth? (Yes/No with optional elaboration)
- How would you rate the support you receive from management? (Rating Scale of 1-5, 5 being a high level of support)
4. Personal Growth and Career Development
In this area of your employee engagement questionnaire, you should analyze your employees’ perspectives on professional advancement chances and personal development within the organization. This includes employee feedback, training, and career advancement opportunities.
Insights from the results in this area can help to guide employee development and retention tactics. Eventually, it will also help to strengthen and strategize the proper development plan for your employees.
Some employee survey questions in this area include:
- Are you satisfied with the professional development opportunities available in the company? (Rating Scale 1-5, 5 being very satisfied)
- Do you have access to the resources needed for your career growth? (Yes/No with optional elaboration)
- How often do you receive constructive feedback on your performance? (Frequency scale which includes: Always, Often, Sometimes, Rarely, Never)
- Do you see a long-term career path for yourself in this organization? (Yes/No with optional elaboration)
- Are mentorship or coaching opportunities available and accessible to you? (Yes/No with optional elaboration)
5. Peer Relationships and Team Dynamics
Assessing the strength of peer relationships and team dynamics is essential for fostering a positive and productive workplace. This includes how well employees collaborate, communicate, resolve conflicts, and work together as a team.
A supportive work environment thrives on strong connections, where teamwork feels natural and problem-solving is a shared effort. By understanding these dynamics, you can identify areas that need improvement and ensure the right foundations are in place for a workplace where employees feel valued, engaged, and set up for success.
Some of the survey questions to include in your questionnaire are:
- How would you rate the level of collaboration within your team? (Rating Scale of 1-5, 5 being a high level of collaboration)
- Do you feel your team effectively communicates and resolves conflicts? (Yes/No with optional elaboration)
- How supportive are your colleagues in achieving shared goals? (Rating Scale of 1-5, 5 being very supportive)
- Do you feel a sense of belonging in your work team? (Yes/No with optional elaboration)
- Are team roles and responsibilities clearly defined and understood? (Yes/No with optional elaboration)
6. Recognition, Compensation and Benefits
This part of the employee engagement survey allows you to assess how the organization handles feedback and recognition. Survey questions should be focused on discovering whether the employees feel valued and recognized for their contributions.
This also helps you to figure out the grey areas and work on them. The bottom line is that recognition is critical as it improves motivation and employee morale.
- Do you feel recognized and appreciated for your contributions? (Yes/No with optional elaboration)
- How frequently do you receive recognition from your peers or managers? (Frequency scale which includes: Always, Often, Sometimes, Rarely, Never)
- Does the company offer meaningful ways to recognize employee achievements? (Rating Scale of 1-5, 5 being very meaningful)
- How would you improve the recognition system in our organization? (Open-ended)
- Is the recognition you receive reflective of your actual performance? (Yes/No with optional elaboration)
- Do you feel like recognition and rewards are distributed fairly? (Rating Scale of 1-5, 5 being very fair)
7. Benefits and Compensation
This area should be about inquiring about your employees’ feelings about their pay and benefits. Question about competitiveness, fairness, and how well the benefits suit their needs should be addressed. This is a good engagement survey question to improve employee retention while improving employer branding.
- Are you satisfied with your current compensation package (insurance, time off, etc.)? (Rating Scale of 1-5, 5 being very satisfied)
- Do you believe your compensation is competitive with industry standards? (Yes/No with optional elaboration)
- How well do the company’s benefits meet your personal and family needs? (Rating Scale of 1-5, 5 being it meets the need)
- Are the benefits and compensation structure clearly communicated and transparent? (Yes/No with optional elaboration)
- Do you feel there are sufficient opportunities for financial growth in your role? (Yes/No with optional elaboration)
8. Communication and Transparency
Clear employee communication and transparency are vital for trust and engagement. This area focuses on how well employees receive important company updates, feel included in decision-making, and have open communication with leadership.
- How effective is internal communication in keeping you informed? (Rating Scale of 1-5, 5 being highly effective)
- Do you feel comfortable sharing your concerns with leadership? (Yes/No with optional elaboration)
- How transparent do you think the company is about decisions that impact employees? (Rating Scale of 1-5, 5 being very transparent)
- Are company goals and priorities clearly communicated to employees? (Yes/No with optional elaboration)
- Do you receive timely and relevant updates about company changes? (Frequency scale: Always, Often, Sometimes, Rarely, Never)
9. Training and Professional Development Opportunities
Continuous learning and professional development are key to keeping employees engaged and motivated. This section explores whether you feel supported in your growth, have access to valuable learning opportunities, and see a clear path for career advancement within the company.
- Do you feel the company invests enough in employee training and development? (1 – Not at all, 5 – Absolutely)
- Do you have access to learning opportunities that align with your career goals? (Yes/No with optional elaboration)
- Are there opportunities to cross-train or learn from other departments? (Yes/No)
- What additional training or learning opportunities would help you succeed in your role? (Open-ended)
10. Innovation and Creativity
Innovation thrives in workplaces where employees feel empowered to share ideas. These questions gauge how well the organization fosters creativity and innovation.
- Do you feel encouraged to share new ideas at work? (Yes/No with optional elaboration)
- How often do you have the opportunity to experiment with new approaches in your role? (Frequency scale: Always, Often, Sometimes, Rarely, Never)
- Does the company provide the necessary support to implement innovative ideas? (Rating Scale of 1-5, 5 being very supportive)
- How well does leadership encourage a culture of continuous improvement? (Rating Scale of 1-5, 5 being very well)
- Do you believe your contributions help drive meaningful change in the company? (Yes/No with optional elaboration)
How To Analyze Employee Engagement Survey Results
Once your employees finish answering survey questions, what comes next? The real work begins with analyzing the responses and taking meaningful action. Employee feedback is valuable but only impactful when used to drive improvements. Here’s a structured approach to analyzing and leveraging survey results to enhance engagement.
1. Segment Data for Deeper Insights
Instead of looking at overall results, break them down by departments, tenure, or demographics to identify variances in employee experiences. Are newer employees struggling with onboarding? Do remote teams feel disconnected? This segmentation helps pinpoint specific areas for targeted action.
2. Identify Trends and Patterns
Look for recurring themes, patterns, and outliers in the responses. Are multiple employees expressing concerns about leadership communication? Is work-life balance a common issue? Identifying these trends allows you to prioritize initiatives that will make the most impact.
3. Correlate Data with Business Outcomes
Engagement isn’t just about morale as it directly affects productivity, retention, and even customer satisfaction. Compare survey results with company KPIs to understand how employee sentiment influences overall business performance.
4. Act on Feedback with a Clear Plan
Employees want to know their voices are heard. Develop an action plan that directly addresses key issues while reinforcing strengths. Share updates regularly to build trust and keep teams informed on progress.
5. Show Employee Appreciation for Participation
Acknowledgment fosters a culture of engagement. Use Zight to create personalized thank-you GIFs for employees, making them feel valued for their input. A simple thank-you message can encourage continued participation in future surveys.
6. Communicate Findings Visually
Lengthy reports often go unread. Instead, you can use visual communication tools such as Zight. For instance, Zight’s screen recording feature can create a short video highlighting key takeaways and next steps. A visual approach makes the information easier to digest for different employee groups and ensures transparency across the organization.
7. Follow Up for Continuous Improvement
Survey feedback shouldn’t be a one-time event. Conduct follow-up polls to measure progress and keep employee engagement strategies relevant. A continuous feedback loop ensures that initiatives evolve with employee needs over time.
Managers can send quick check-in videos to assess employee well-being throughout the year. Other ways to cultivate a feedback culture before the next employee engagement survey include:
- Regular one-on-one check-ins to assess employee well-being, discuss challenges and celebrate wins. This could be through a video update using Zight to add a personal touch, making employees feel more connected and supported.
- Use personalized videos rather than generic emails to recognize employees’ achievements using Zight’s webcam recording tool.
- Use screen recordings to showcase outstanding work. For example, you can use Zight’s screen recording tool to highlight top-performing employees in company updates.
- Implementing a peer recognition system, where colleagues can send shoutouts via GIFs, videos, or short notes, helps create a positive and collaborative workplace culture.
Types of Questions to Avoid in Your Employee Engagement Survey
Now that we’ve shared the best survey questions, it’s time to focus on what can undermine your efforts. Knowing which questions to avoid is just as important as knowing which ones to include since poorly framed questions can yield misleading responses, cause confusion, and even lead to survey fatigue.
For example, although the Employee Net Promoter Score (eNPS) offers a quick idea of engagement, it doesn’t fully capture the nuances of employee motivation. The quality of the questions you ask greatly influences the insights you gather. The more precise and thoughtful your questions, the more valuable your results will be.
Crafting effective survey questions doesn’t have to be difficult. By avoiding vague, overly broad, or repetitive questions, you can ensure that the feedback you collect is actionable and reflective of your employee’s sentiments. If you want to measure employee engagement accurately, focus on clarity and specificity, and consider the alternatives we’ve suggested here.
1. The “Yes or No” Trap
- Avoid: Are you happy with everything?
This question is too vague and guarantees unhelpful answers like “yes,” “no,” or the dreaded “I guess…” It doesn’t tell you why employees feel a certain way or what’s affecting their job satisfaction.
- Instead, ask: How satisfied are you with your current role and responsibilities?
This question allows your employees to reflect on their career growth, workload, and overall workplace culture, giving you survey responses you can use.
2. The Oversimplified Question
- Avoid: Do you like your job?
This is about as useful as asking, “Do you like food?” The answer doesn’t tell you anything about employee motivation, engagement, or areas for improvement.
- Instead, Try: What aspects of your job do you find most rewarding?
This question encourages engaged employees to share what keeps them motivated and helps identify trends that contribute to a positive employee experience.
3. The Compensation Pitfall
- Avoid: Do you feel like you are being paid fairly?
While compensation and benefits are crucial, this question is too blunt and unlikely to provide actionable insights. It also risks triggering survey fatigue if employees feel they’re being asked the same generic questions.
- A better alternative: How satisfied are you with the compensation and benefits package?
This phrasing allows employees to consider total compensation, including bonuses, perks, and work-life balance, rather than just salary.
4. The Ambiguous Future Question
- Avoid: Are you excited about the company’s future?
Excited? Confused? Indifferent? This question is too broad and leaves too much room for interpretation.
- Instead, ask: How confident are you in the company’s long-term vision and direction?
This question helps gauge employee sentiment about company goals, leadership strategy, and company culture, providing a clearer picture of whether employees feel aligned with the company’s success.
5. The Managerial Minefield
- Avoid: Is your manager doing a good job?
This is too vague and might make employees hesitant to answer honestly, especially if they fear repercussions.
- A more insightful question: How well does your manager provide the support you need to succeed in your role?
This phrasing shifts the focus to managerial support, career development opportunities, and communication, making it easier to collect employee feedback that leads to real continuous improvement.
Conclusion
An effective employee engagement survey is more than just a questionnaire. By asking the right questions, you gain real insight into what your employees value, struggle with, and need without the hassle of back-and-forth emails or overwhelming paperwork.
Now that you understand the ins and outs of these surveys, it’s up to you to put them into action. So, why wait? Start now and create a workplace where everyone feels heard, valued, and motivated.
