Are you trying to create an employee engagement survey from scratch? Are you just staring at a blank page and don’t even know where to begin? Let us help you. While it’s true that there are a near-infinite number of questions you could ask, you don’t need that many.
In fact, we’d say you really only need 10. If you really want to probe on the factors that drive engagement—satisfaction with peers and supervisors, opportunities for career growth, pride in the company and its products, feeling valued and appreciated—there some very simple, straightforward questions you can use.
So many things go into general workplace satisfaction. While there are recommended questions to probe on those details (which we've listed out below), it’s helpful to get an overall perspective first. The questions below will give you a general sense for how satisfied, or dissatisfied, employees really are.
- On a scale of 1 to 10, how happy are you at work?
- On a scale of 1 to 10, how would you rate your organization's culture?
- On a scale of 1 to 10, how likely would you leave for a 10% raise from another company?
We were surprised to find in our most-recent research that only 21% of employees feel strongly valued in their workplace. Considering that appreciation and recognition drives us to work hard and meet expectations, this was alarming news. That’s why you should consider questions that probe on this very topic.
- Has a supervisor given you any recognition in the past two weeks?
- On a scale of 1 to 10, how valued do you feel at work?
Did you know that work colleagues are the #1 driver for employees going the extra mile? Yeah, it shocked us too! That’s why satisfaction with peers is so important, and why you should definitely measure this variable.
- On a scale of 1 to 10, how would you rate your colleagues and team members?
Have you ever heard the saying, “You don’t quit your job, you quit your boss?” Well, it’s often true. Regular dissatisfaction with direct supervisors is a major driver of disengagement. Don’t forget to probe on this dynamic.
- On a scale of 1 to 10, how would you rate the performance of your direct supervisor?
Our research has shown that one of the top reasons employees consider leaving their workplace is due to lack of professional growth opportunities. Do your employees feel stymied? Ask.
- On a scale of 1 to 10, how much opportunity do you have for professional growth in this organization?
Your customers are your best (and worst) advocates. You need to know if they believe in your product and mission, and the way you run your business, or if they’re just in it for the paycheck.
- On a scale of 1 to 10, how likely is it that you would recommend our organization's products or services to a friend or colleague?
- On a scale of 1-10, how well do you think we service our customers?
While all of these questions are important, there is one that should never be left behind. Don’t forget to ask, “Why?” Understanding how many “yes” vs. “no” answers you get or how many 9’s on a 10-point scale you’re awarded is a great start. But, it doesn’t give you true insight into an employee’s mindset. Ask your employees why they gave that response. It’ll give you a far more robust understanding of just what is going on.
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