Okay, so you want to improve engagement in your company, and know you need to start with an employee engagement survey. But what questions should you ask? You want them to be questions that your employees will answer, to gather useful info, and to help you work on solutions ... Phew. That's a lot to take care of!
Successful questions are vital—but that doesn't mean they have to be complicated. You just need three basic types.
Example: "Yes or No: Do you have all the tools you need to be successful in your role?"
Purpose: Offers a simple, quick read on general employee sentiment.
Best used when ...: A manager needs to quickly tease out if there is a serious problem.
Example: "On a scale of 1 to 10, how happy are you at work?"
Purpose: Helps measure attitudes with more subtlety than a binary question.
Best used when ...: A manager is looking for nuance in general sentiment.
3. Open End
Example: "What is the most common customer complaint you hear from our clients?"
Purpose: To gather deeper thoughts and richer examples.
Best used when ...: A manager is looking for more thoughtful feedback and solutions.
Using a mix of these three structures means you can get a full picture of your employees' feelings. Using binary questions all the time will only get you a brief snapshot of how things are going. On the other hand, the easy-to-answer nature of them will generate more responses. Open-ended questions are great for eliciting deep responses, but they also take more time and energy to answer. So don't fire them at your employees too often, or it'll lead to survey disengagement.
If you use a pulsing survey, you have the opportunity to rotate between these types of questions frequently and cover all your bases. You'll end up with an easy and interesting survey that gets you just what you need to strengthen your workplace engagement.