Employee engagement refers to workers’ overall willingness to help their company succeed. It reveals their passion for their roles and predicts whether they would go the extra mile to take the company to where it wants to be.

According to Officevibe’s article entitled 6 Amazing Benefits of Employee Engagement, employee engagement can lead to increased profitability. The idea was clearly pictured out as follows.

Happy employees -> Quality Work -> Happy Customers -> Referrals -> Happy employees

This diagram suggests that it’s important for HR teams to measure employee engagement regularly.  A lot of companies do so through surveys. Below is a list of survey questions that will reveal how strongly employees feel towards the company, its goals, and the working experience that it gives them.

1. On a scale of 1-10, how satisfied and fulfilled are you at work?

To start off on the right foot, HR teams should ask how happy employees are with their working environment. Workplace satisfaction greatly affects people’s willingness to fulfill their roles. It shouldn’t be compromised, or else employees would see work as merely an obligation instead of a partnership for success.

Remember: consistency goes above variation. Getting a good yet consistent level of employee satisfaction rating is better than having both extremely high and low scores.

Don’t just settle for a plain, undefined numerical scale. Clearly explain what each number means in terms of employee emotions.

2. Would you convince someone you know to build a career here? (Or: Would you let a friend or a family member work in our company?)

An above-par score on this question indicates that employees are enjoying their stay with the company to the point that they want to share the experience with someone else, or more specifically, to their loved ones.

But because this question is answerable by “yes” or “no,” employees can simply agree to avoid any possible complications. The solution to this is to create a follow-up question if they answered in the affirmative, something like “Among all the experiences you’ve had in the company, what would you first talk to your potential referrals about?”

3. Do you clearly understand what lies ahead of your career path?

For many employees, knowing that the management cares about everyone’s career growth is not just a reason to stay. It’s also a motivation to guard the company’s goals as if their lives depended on it.

Some tend to feel stagnant and unwilling to give their maximum effort when they don’t see or hear about discussions of career advancement opportunities. HR teams should know how to build hype around promotions from time to time.

4. Do you feel like you’re able balance work with leisure?

No well-meaning organization wants burned-out employees. When pushed to the limit, a lot of people tend to incur unplanned absences and perform below expectations.

A negative score on this question may indicate the need to decrease the workload or to restructure working modes. Should employees be given flexible work schedules or the option to work from home? Have they been rendering a lot of extra hours of work lately? These are some of the questions that need to be answered.

5. Did you get enough credit for the last assignment that you did well?

Feeling appreciated at work goes a long way. It gives justice to those sleepless nights and extra hours that dedicated employees decided to put in. The value of being paid handsomely hits the ground if it’s not paired with proper recognition.

The rating for this survey item lies in the hands of managers and HR teams. Do they publicly or personally thank hardworking employees for their efforts? Do they give any form of incentives to top performers?

6. Do you see yourself realizing your true potential here?

Not all companies offer both financial advantage and professional growth. Some provide handsome pay in exchange for tedious and routine roles. In such situations, some employees’ dreams of climbing the peak of their respective careers appear as if they would never materialize.

Any company should ace this survey item. A low score indicates that employees may leave at some point to fulfill their career potentials somewhere else.

By providing adequate career advancement plans and programs, leaders can convince employees that their present and future are both in good hands.

7. Do you believe that your work significantly affects the company’s overall goals?

The answers to this question may reflect how managers and HR teams acknowledge the efforts of each employee, regardless of rank or department.

Not all roles are directly traceable to the quality and quantity of finished products or services. But even if this reality exists, it’s important for leaders to recognize everyone’s contribution and to communicate each person’s impact on the company’s success.

It doesn’t take a lot of effort to say something like “And without our maintenance staff, we’d all be working on messy desks,” during general assemblies.

8. Does your team encourage you to bring your best at work?

This could be a good finale to any employee engagement survey.

Organizations should consist of people or groups that work for collective success despite individual differences.

This question reveals the kind of professional relationship that employees have with one another.

A good score may indicate that people are being put on teams that bring out the best in them; a bad one may mean that it’s high time reshuffle.

NOTE: While the questions suggested by this article are scale-based and close-ended, it’s advised that follow-up questions are made open-ended to get answer explanations and insights.


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