Common Questions Asked in an Employee Engagement Survey

An employee engagement survey is a way for a company to track their employees’ commitment to their jobs and to the organization, providing an idea if those staff members are going to stay with the company or not. The information acquired from the employee engagement survey can then be used to improved weak areas of the organization in order to compel employees to have a healthier relationship with the company, to improve their drive to work with the organization, and to reduce attrition rate. Good and qualified people are hard to find and companies definitely want to keep those people within their ranks by giving them a comfortable working condition that will highly satisfy their professional and personal needs. Fortunately, by conducting regular employee engagement surveys and acting on the problem spots, you can achieve that goal.

This survey consists of a questionnaire that addresses different areas of the organization and the management system. As much as possible, questions must not be answered by a simple “yes” or “no”, but instead by a five-point scale. This may be in this format:

  • Strongly disagree
  • Disagree
  • Neutral
  • Agree
  • Strongly Agree

This scale can give a clearer picture of how an employee feels about a certain subject. Questions are also written as statements. To give you an idea, below are some of the areas and topics included in an employee engagement survey questionnaire.

Regarding Opportunities for Growth

Employee engagement surveyThe goal here is to assess if employees see any chance for professional development in the company. Anyone who is starting from an entry-level position definitely seeks to be promoted someday as a reward for his or her hard work. Such yearning is driven by the need for financial stability and, most of all, for personal satisfaction in terms of enhancing one’s career. If that opportunity is bleak, then there is a good chance that the employee will find it in another company. Sample questions here are as follows:

  • My work is challenging and rewarding.
  • My supervisor/manager highly supports my professional development.
  • I am provided with the training I need to meet the demands of my job.
  • My manager shows interest on my career advancement and gives me encouragement.

Regarding Work-Life Balance

A major factor in high attrition rates is the burnout experienced by good employees. Working long hours in a very stressful environment can bring a person to a point of giving up and finally resigning. Such is an unfortunate situation, especially if the employee has shown diligence and passion for his job. That passion, however, should not be taken advantage of. A company has the obligation to take care of its employees, not just by providing a high salary and good benefits, but by also ensuring that each employee enjoys a balanced life. Sample questions here are as follows:

  • The organization encourages a balance between work and personal life.
  • I am not given a workload that is beyond my capacity.
  • I am able to attend to my personal and professional obligations without sacrificing one for the other.
  • I am not continuously subjected to an unreasonable amount of stress in my job.

Other areas that may be covered in an employee engagement survey are fairness in the organization, accountability for poor performance, availability of resources that are necessary for the job, compensation, status of communication in all areas of the organization, and ability to express personal opinions, among others. The questionnaire often concludes with a list of statements that an employee should choose from, which will directly indicate his satisfaction and commitment. This type of survey may take days to complete, especially for large companies, but employees definitely welcome such activity because it is their chance to voice out how they truly feel about their jobs with the expectation that improvements will be implemented based on the results of the survey.

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