Engagement Survey

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What is an Engagement Survey?

Engagement survey, also known as an employee engagement survey is used to determine the level of employee engagement within an organization. Now, how exactly do we define the term “engagement”? Employee engagement refers to a person’s sense of connection to a company. They focus on how dedicated they are towards their work and whether or not they will stay with an organization on a long-term basis.

Employees are the core of an organization. Therefore, it is important to understand how they feel about the organization’s work environment. Engagement survey is the best way to gauge the extent to which employees feel valued and respected at their workplace.

Engagement surveys enable an organization to focus on specific issues being faced by the employees and transform the workplace. Employees who work in a pleasant environment are happier, which promotes customer satisfaction.

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Why conduct an Engagement Survey?

An employer with a large workforce will not be able to have a one to one conversation with every employee. This is where organizations can rely on an engagement survey.

Engagement surveys provide a platform to the employees to share their feedback revolving around the organization policies, work environment, management, etc.
It gives organizations an insight into the key issues they may not even be aware of. Organizations can use the results of engagement surveys to make well-informed decisions.
Engagement surveys can be filled by employees anonymously. This enables them to express honest opinions.
To assess if there have been any improvements, the responses to the same questions can be compared to past responses. Organizations can establish a baseline against which they can measure their progress year after year.
Engagement surveys give organizations a sense of accountability. The organizations recognise that employees at all levels contribute to the success of an organization.

What makes a good engagement survey question?

The ideal engagement survey questions focus on the following elements:

Questions that give a better understanding of the employees’ emotions and attitude.
How motivated the employees are to work within the company.
Suggestions on ways to boost staff productivity.
Questions that are clear, concise and use neutral wordings.
Questions that will actually be able to draw actionable results.

Engagement survey questions to ask

It is important to ask the right engagement survey questions that will provide impactful results. A few questions that could be a part of your survey are listed below:

Employee satisfaction

How do you feel about your job?
Are you satisfied with the salary and benefits given to you?
Would you recommend our organization to a friend or relative?
Are you happy with the work you’ve been given?
Do you enjoy working with your team?
Do you look forward to going to work?

Career goals

Does the organization provide opportunities for growth?
Does the organization inspire you to give your best?
Is there an alignment between your goals and the company objectives?
Do you have the tools to work efficiently?
Does your manager and coworkers support your career goals?

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Team Culture

Do you and your coworkers share ideas and work in collaboration?
Do you spend time thinking about ways to improve your team’s work process?
Does your manager listen to your concerns with patience?
Does your team encourage you to complete your tasks?
Do you feel recognized by your team for your contribution in work?

Psychological well being

Are your team members able to openly discuss tough issues?
Do you know whom to talk to if you are facing issues that are not under your manager’s control?
Do you feel comfortable sharing your opinions in team meetings?
Does the organization support a healthy work-life balance?
Are you able to dedicate time to your family?

Effective communication

Are you informed effectively about any refinement in policies and procedures?
Do you feel there is a two-way communication with the organization?
Does the management communicate all information with transparency?
Do you feel managers and coworkers communicate information clearly?

Open-ended questions

Are there any improvements to be made in the work culture?
What policies or practices do we need to change?
According to you, how can we improve employee engagement?
Would you like to share anything about your experience at our organization?
Is there anything more we should have asked about in this survey?

How to make the most of engagement surveys?

Begin by determining why the survey is being conducted. Decide whether you are addressing specific concerns or seeking feedback on a recent policy change. This will enable the survey creator to ask the right questions in a clear and concise manner.
Engagement surveys can be paired with pulse surveys. Engagement surveys are usually conducted annually. However, these are not enough. In order to address the issues being faced by employees at a specific instant of time, pulse surveys can be conducted on a frequent basis.
A mix of open and closed-ended questions should be included.
Conducting a survey is not enough. Organizations should be able to transform the results into actions. It’s critical to recognise and acknowledge the employees’ responses.

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Final words

Employee engagement is complex, so an engagement survey should include a variety of factors. Use the engagement survey questions listed above to put together a survey that will bring you closer to your objectives.

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