60 Employee Engagement Survey Questions You Must Ask In 2023

9 min read |

Last Updated on 22 August 2023

Everything about a survey comes down to the survey questionnaire. Let’s be very honest here, curating great employee engagement survey questions is quite a difficult task. The tougher challenge is that the chances of the survey email landing in the trash box or going unnoticed is also quite high.

So, what should be done?

Surveys are the most efficient way to gain insights into the company’s current employee engagement levels. It is a driver of organizational improvement that you can not oversee.

Some primary rules are as follows.

You must build trust through the survey. Present the questions in a non-intimidating, systematic and tactical manner. Be authentic and commiserating towards the attitude of your employees. Try to be in “their shoes” while coming up with and putting up the questions.

While designing the questionnaire, managers should have a clear idea on the drivers of employee engagement in their organization. They must be sure about which are the ones they want to evaluate in a particular employee survey.

Because of the growing popularity and ease of understanding of Employee Pulse surveys, We’ve kept the questions in a pulse survey mode. Meaning each question will be presented so that it can be rated on a scale of 0 to 10 or 0 to 5. If you’re using a different survey format, feel free to mould the question to your desired format.

That is where Vantage Pulse comes in. It helps unleash the power of your data with an intuitive analytics platform that transforms raw information into actionable insights. Understand the needs of your employees. Make decisions based on this understanding. Drive your business forward with the help of an involved and engaged workforce.

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60 Best Questions for Employee Engagement Survey for you

In this blog, I’ve divided the Employee engagement survey questions into nine categories, namely

Employee Engagement Index
Communication
Leadership
Relationship with Peers
Compensation and Benefits
Employee Recognition
Workplace Wellness
Personal and Professional Development
Work Environment
Work-life Balance
Autonomy

1. Employee Engagement Index

This section will give you a cumulative assessment of all the employee engagement efforts of the company. This will help you understand your current status of employee engagement levels.

Here are six questions that you must include in this particular section:

Do you feel proud to be part of the Company?
How likely are you to recommend our company to your friends?
How likely are you to nominate the company as “Best places to work”?
Do you look forward to coming to work each morning?
Do you plan to be at this company in the next two years?
Do you feel empowered at work?

The answers to these questions will explain your employees’ level of investment or commitment to the company. Since you ask them to rate their answer on a scale rather than asking a definite yes/no, it ensures more honest responses.

2. Communication

Robust Communication within the organization is essential, and there are no two ways about it. Effective communication can only sustain when you remove the barriers of communication and ensure transparency at various levels.

Here are eight questions on communication you can not miss:

Do you feel comfortable contributing ideas and opinions in our workplace?
Do you feel comfortable asking for help if you do not have the skills required to meet your goals?
When you are in any problem relating to work, do you trust your managers to listen?
Do you feel like the management team is transparent?
Do you have a good working relationship like with colleagues?
Do you feel comfortable giving feedback to your supervisor?
Do you feel like coworkers give each other respect here?
Do you think your manager values your opinions?

3. Management and Leadership

The relationship between employees and managers is one of the most critical parts of an organization's growth. It is essential to evaluate management policies, leadership style, managers' conduct, and overall management performance.

Here are 5 Questions you must ask in this module:

Do you believe in the approach taken by leaders to take to reach company objectives?
Do you understand the strategic goals of the broader organization?
Does your manager care about you as a person?
Do you feel aligned with the company goals?
Do the people at the executive level contribute to a positive work culture?

4. Peer Relationships

When talking about relationships in the workplace, we cannot ignore peer relationships. This is as important as the relationship between manager and employee. Good peer relationships have been known to improve employee engagement and maintain a positive company culture.

It is important to evaluate such relationships to monitor employee experience in your organization.

However, often peer relationships get entangled with goals, unhealthy competition and biases, (often unconscious). These dynamics, if left unaddressed, can hinder collaboration, productivity, and have a negative effect on employee well-being. Surveys can help you uncover and tackle hidden problems. They also help create an environment of inclusiveness, respect, and equality. Capturing anonymous feedback and objective data is essential to achieving these goals.

Here are 5 questions to understand peer relationships in your organization:

On a scale of 1 to 10, how well do you feel connected to your peers?
Have you ever experienced conflicts or disagreements with your peers? If yes, how do you typically handle them?
Have you ever been the target of bullying or exclusion by your peers? If yes, how did you cope with it?
How do you perceive the level of trust within your peer relationships?
How often do you participate in group activities or projects with your peers?

5. Work Environment

The immediate surrounding and work environment has a big impact on the satisfaction of your employees. Understanding if the company meets the requirement in terms of comfort, design, tools, and machines required, and the office vibe is important.

Here are a few questions you should consider for this particular section:

Do you feel that the vibe of the workplace is positive and motivating?
How prominent is office politics in the workplace?
Do you have the basic amenities to feel comfortable and relaxed at work?
Does the company provide you with all the tools and materials you need to do your job?
Is your organization dedicated to fostering diversity and inclusion?
Does your organization operate in a socially responsible manner?

6. Workplace Wellness

An employee’s physical and mental wellbeing should always be a top priority for any organization. As the proverb goes, a sound mind is in a sound body. Corporations need to offer health assistance to employees to uplift their health and wellness. Utilize the survey to evaluate the current success of your wellness initiatives. Asking the right questions can also help you identify health areas that the company needs to work on.

Do you think that the company cares about your physical and mental wellbeing?
Do you feel it is important to have a well-defined Corporate wellness program in an organization?
Would you like to have a healthy snacks station in the workplace?
Do you think that the company’s wellness policies and fitness initiatives are enough?
Would you like to be updated on health-related news and participate in wellness events?

7. Recognition

Do you think you need to run the extra mile to make your employees valued and feel appreciated? The answer is a whopping yes!

‘The deepest principle of human nature is a craving to be appreciated’. When your employees do not feel appreciated and recognized enough, they leave. It is crucial to have a well-defined employee Rewards & Recognition program. You must keep evaluating the success of your R&R program and keep working on the model to establish Employee Recognition.

Here are a few questions that can help you keep track of your efforts:

Do you receive enough recognition?
Are you recognized fairly for your contribution to team efforts?
Do you feel recognized for your hard work and successes at work?
Are you complimented for your work by leaders and peers regularly?
Do you receive meaningful rewards on special days like Work Anniversary, Birthdays, professional milestones, etc.?

8. Benefits and Compensation

Employees love to receive compensation and benefits over and above their hard-earned salary.

You can ask questions in your survey to evaluate your company's compensation and benefits package. You can also use it as a means to identify the popular and top-seeking benefits among your workforce.

Are you satisfied with the current benefits that the company offers, excluding your salary?
Do you think you will benefit from an Employee Discount Program to be eligible for discounts and special pricing on various products?
How often do you avail of the benefits given by the company on your purchases?

9. Personal and Professional Growth

47% of higher educated workers said a narrow career path could get them to leave a job. (Randstad)

To ensure that your employees feel motivated and invested at work, you must encourage their professional and personal growth. When they feel aligned with the company's goals, it is a win-win situation for both parties.

Do not forget to add these questions to your employee engagement survey to evaluate this very crucial aspect.

Do you feel aligned with the company goals?
Do you understand how your role correlates to the company’s success?
Do you think that the Management/leadership show a genuine interest in your career goals?
Do you find your job role exciting and challenging?
Has your supervisor helped you to succeed in your position?
Do you feel like this is a good place for you to develop your career?

10. Work-Life Balance

The chances are high that millennials and Gen Z employees largely dominate your workforce. If there is one common trend among the new-age crew, they desire to achieve a healthy work-life balance. With the boom in digital technology, the dream has come to a close reality. Employers must acknowledge this aspect and implement constructive policies for the same.

Here are six questions you cannot miss out on:

Do you get enough time to do your job well?
Do you have fun at work?
Are you often stressed with deadlines and workloads?
Do you usually take your work home?
Do you often find yourself working on weekends and holidays?
Do you think you're missing out on significant time with your friends and family?

Must Read: Employee Satisfaction Questionnaire: 15 Questions you must ask!

11. Autonomy

Self governance has become an essential part of today's work culture. Millennials and Gen Z are now dominating the workforce. This means there is a need for a change in the style of hierarchy. It should become more autonomous. This change is urgent. To acknowledge and put this into practice as a part of the work culture has become necessary.

While self-governance and autonomy in the workplace have their merits, they can also present several disadvantages if not managed effectively. Decentralizing decision-making authority can lead to contradictory decisions across teams or departments. This can cause conflicts, reduce collaboration, and hamper progress. To overcome these challenges organizations often turn to surveys as a means to gather feedback, and overall organizational performance.

Here are 7 questions to determine how much autonomy is offered in your workplace:

To what extent do you have control over your work tasks and projects?
Are you encouraged to take initiative and suggest new ideas or improvements?
How much flexibility do you have in determining your work schedule?
Are you given the opportunity to work on projects that align with your skills and interests?
To what extent are you involved in setting your own performance goals and targets?
Are you trusted to manage your workload and prioritize tasks independently?
How much say do you have in shaping your role and responsibilities within the organization?

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In today's world of analytics and data-driven insights, it is vital to have an edge over competitors. To do this, it is beneficial to use a tool that provides accuracy and efficiency when conducting surveys. However, with a multitude of platforms, it becomes a challenge to choose the right one. And that is where Vantage Pulse steps in.

Vantage Pulse isn't just about numbers and charts. It's about uncovering the stories behind the data, understanding the why behind the what. Vantage Pulse provides deep insights into employee experience. It helps you identify both advocates and detractors. This allows you to make informed decisions that will benefit your business. It can create a more involved workforce.

With Vantage Pulse, you can identify the true pulse of your organization. Its advanced analytics capabilities enable you to spot trends, and be better prepared to meet your employee needs.

But what truly sets Vantage Pulse apart is its commitment to simplicity. We recognize that not all people are data scientists. Therefore, our platform is designed to be user-friendly and accessible. This way, everyone can benefit from its use. No technical expertise required. Just straightforward, actionable insights at your fingertips. Every time you take a survey you earn points. This is to accelerate the participation rate.

Our DIY platform offers pre-built survey templates, the ability to create custom surveys, and personalized email templates. You can conduct surveys fortnightly or monthly and visualize the results in multiple formats. Our platform allows you to pause and play surveys, incentivize employees based on survey participation. With these features, you can easily manage surveys, drive engagement, and gain actionable insights for meaningful organizational improvement.

So, are you ready to take your business to the next level? Join the ranks of forward-thinking companies leveraging the power of Vantage Pulse to unlock the full potential of their data.

Surveys are essential in understanding employees' perspectives and feelings. This knowledge enables companies to make informed decisions and bring about positive change within their organization. By actively engaging employees through surveys, companies can foster a culture of feedback, improve employee satisfaction, and enhance overall organizational performance.

A dreamer and an idealist in a long-term relationship with food and sleep, Lopamudra is more than thrilled to be part of the marketing team at Vantage Circle. When she is not in the vicinity or thinking about food, you can find her curled up in a corner with a good book and music. For any related queries, contact editor@vantagecircle.com.