The best questions to ask in your employee engagement survey




Employee engagement is nothing short of a comprehensive framework that goes beyond just a happy-looking employee. Beneath the exterior of a seemingly satisfied, productive, and content employee, you need to know if the employees are engaged. And employee engagement is directly related to the employee’s productivity at the workplace. Strongly motivated employees not only understand their role better, but also foster a healthy team. Besides, their work harps on being customer-centric and is in tune with the overall objectives of the organization. In a nutshell, employees who are truly engaged are key assets for the growth of any organization.


You can assess and evaluate the motivation and engagement of your employees through employee engagement surveys. It can help gain insights into the attitude and perspectives of employees towards their designated roles. Employers can effectively gauge the reasons that are holding the employees back from performing to their true potential. By asking the best questions in an employee engagement survey, you can create a road-map for a more efficient and productive workforce.


For the employee engagement survey to be efficacious, you need to ask the right questions. The questions must measure employee engagement levels after factoring in key variables such as leadership, calibration, empowerment, and growth. You can also include open-ended or free-text questions. Alongside, do remember to have a short scale - such as a five-point scale - as it will enable the employees to complete it with greater attention, and at a faster speed. The scale can have the options as: Agree, disagree, strongly agree, strongly disagree, and neither agree nor disagree.


Engagement indicator questions: These questions include whether the employee is proud to work for the organization if employees would recommend the organization as a great place to work if the employees are considering a job at other companies, whether they would continue working in the same organization for another few years and if the employees are adequately motivated by the company in their respective roles. Once you tally the scores, you will get an adequate indicator for the employee engagement index.


Leadership indicator questions: Here, you can assess the leadership with sharp questions, like whether the leaders are informing employees of key decisions, whether their respective leaders are models they wish to emulate, and if the vision of the leaders motivate the employees. The answers would indicate whether the leaders are in tune with their given responsibilities.


Calibration indicator questions: These questions will help you know whether the responsibilities of the employees are in tune with their professional goals. You can ask questions, like whether the employees know the road-map to become successful in their roles, whether they receive accolades for their good work, and whether routine company decisions reflect the core values of the company.


Empowerment indicator questions: These questions would indicate whether the employees are enabled enough in their workspaces. Here, you can frame questions such as whether employees have access to things that allow them to do their job well, whether the workplace lacks any amenities, whether the employees have access to learning and development tools, and whether the workplace is equipped with the requisite systems and processes.


Growth indicator questions: These questions can help you gauge whether the employees see the possibility of growth in the organization. You can ask questions, like if the team manager has shown genuine interest in the career objectives of the employees if the organization provides them with ample opportunities to build a good career, and if the company provides for employees' development.


Open-ended questions: You can then ask informal questions such as whether the company is doing a great job, or what is the scope for further improvement. You can also ask for feedback on the questions being asked in the survey.


Conclusion: Thus, employee engagement surveys can allow the HR teams to improve the functioning of the organization. This, in turn, will have a positive impact on the productivity of the organization. Employee engagement surveys, with the right questions, can reflect the collective voice of all employees. As an employer, you must endeavor to have regular employee engagement surveys. An absence of such surveys will not allow you to make informed decisions about the company’s employee policy and its work culture.

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