Top 10 Questions to Conduct an Employee Engagement Survey

We’re currently in a candidate-driven market, meaning candidates hold the power when it comes to choosing a new role. Opportunity is abundant, which is why the competition for great talent is so fierce. Once you get great people on board, you want them to stay with you, which is why companies should be constantly looking for ways to improve their employee tenure. Before you embark on improving your employee engagement and experience, you need more information.

Do you know how your employees are feeling? What can you do to help improve their employee experience? If you don’t ask, you’ll never know, which is likely to lead to decreased engagement, lower productivity, and higher turnover.

If you’re clueless about how your team is feeling towards you, your company, and their future with you, it’s time to conduct an employee engagement survey.

What is employee engagement?

Gallup defines employee engagement as “the involvement and enthusiasm of employees in their work and workplace.

Employee engagement helps you measure and manage employees' perspectives on the crucial elements of your workplace culture.”

The analytics and advisor giant also separates employee engagement into three key categories:

• Actively Engaged

  • A loyal and productive team member 

•  Not Engaged

  • An average performer sits somewhere in between the two other categories

•  Actively disengaged/ ROAD warriors (Retired on Active Duty

  • A person who is completely disengaged from their job duties and the company they work for.

The issue with disengaged employees is not only their connection and commitment to their roles but also how it can affect others around them and your overall company culture.

Every company wants engaged employees, and some may think they do; however, statistics from Gallup show that nationally, 51% of employees are disengaged at work. A further 17% are actively disengaged, and only 32% are considered engaged at work. 

The benefits of employee surveys

• There are unlimited benefits to offering a platform for your employees to be more transparent with you as well as these:

• Employee surveys allow managers to deal with problems proactively before they become worse.

• They build trust and transparency between employees and managers.

• Surveys offer an honest insight into how teams and individuals are feeling 

• They allow employers to track trends and take appropriate action.

What should you be asking your employees?

Every business is different, which is why every employee survey should be tailored to your culture and areas of improvement; however, here are some questions we think you should include:

1. How do you feel about your job today?

Asking employees, "How do you feel about your job today?" in an engagement survey provides immediate, authentic insights into their current satisfaction and morale, encouraging candid feedback that reflects day-to-day experiences. This question helps managers detect early trends in engagement, gauge motivation, and address emerging issues before they escalate. It serves as a baseline for understanding other survey responses and contextualising employees' feelings about team dynamics, workload, or leadership. This question builds trust by recognising the fluctuating nature of work life and demonstrating a genuine interest in well-being, showing that management values individual experiences, ultimately fostering a more engaged and responsive workplace.

2. Would you encourage a friend to work for [company name]?

Asking employees, "Would you encourage a friend to work here?" in an engagement survey is a powerful way to gauge overall satisfaction and advocacy. This question reflects employees' true feelings about the company culture, management, and job satisfaction, as people are generally reluctant to recommend workplaces where they’re unhappy. It acts as a proxy for loyalty and pride, offering insight into how connected and valued employees feel. Positive responses suggest a high level of engagement and alignment with company values, while hesitation or negative answers can signal underlying issues that need attention. This question ultimately provides a straightforward measure of the company’s reputation among its people, making it a valuable indicator of workplace health and retention potential.

Unhappy employees may tell people to avoid applying for positions with their employers if they do not feel valued or treated fairly. 

3. Do you feel enthusiastic about coming to work?

Enthusiasm indicates whether employees find their work fulfilling, enjoyable, and aligned with their personal goals. High enthusiasm often correlates with increased productivity, creativity, positive work atmosphere and passion. In contrast, low enthusiasm can reveal underlying issues like burnout, lack of purpose, or misalignment with company values. This question provides insight into how energised and motivated employees feel daily, helping identify opportunities to boost engagement and support long-term satisfaction and retention. If a response is neutral or negative, the right steps must be taken to encourage more positivity about the role.

4. Do you like working with your team?

Asking, "Do you like working with your team?" in an employee engagement survey helps assess team dynamics and the quality of interpersonal relationships, which are critical for job satisfaction and productivity. Positive team relationships foster collaboration, trust, and a supportive work environment, making employees more likely to feel engaged and motivated. Conversely, if employees don’t enjoy working with their team, it can indicate conflicts, lack of cohesion, or communication gaps that may impact morale and performance. This question offers valuable insight into the social aspect of the workplace, highlighting areas for team-building and improving group synergy, which are essential for a thriving organisational culture. People who feel disengaged from their role and company will often isolate themselves from the team, so look for tell-tale signs as well as ask people directly. 

5. Are you satisfied with your compensation? (salary, bonuses and benefits)

Asking, "Are you satisfied with your compensation package?" in an employee engagement survey is essential for understanding if employees feel fairly compensated, which is a key factor in job satisfaction and retention. Compensation reflects not just salary but also benefits, bonuses, and other rewards contributing to employees' sense of value and appreciation. Employees feeling under-compensated can lead to disengagement, reduced productivity, and a higher likelihood of turnover. Conversely, satisfaction with compensation supports positive morale and loyalty. This question helps organisations identify potential pay or benefits expectations gaps, offering a foundation for adjustments that align with market standards and employee needs, ultimately supporting a committed and motivated workforce. Employees can easily find out what your competition offers regarding salaries and benefits, so educate yourself. If they’re not happy and there are better offers elsewhere, it won’t take much for them to jump ship. 

6. Do you often think about looking for opportunities?

It is normal for employees to check current salary changes for their positions. However, there is a difference between looking at different roles and seriously thinking about switching employers. 

Disengaged employees are more likely to look for other opportunities more regularly. Engaged people may look at opportunities online to benchmark themselves but rarely think about joining another company. Frequent thoughts about leaving can signal disengagement, dissatisfaction, or a lack of growth opportunities, which are critical indicators of turnover risk. If many employees are considering other options, it may suggest issues with workplace culture, career advancement, or compensation that need attention. This question allows employers to address retention risks proactively by identifying potential concerns and implementing changes to enhance satisfaction, loyalty, and long-term commitment, ultimately supporting a stable, engaged workforce.

7. How long do you see yourself working for [company name]?

This question provides insight into how committed your employees are. On average, about 60-65% of employees can see themselves staying with their current employer for two years or more.

This question can reveal insights into their satisfaction levels, career progression opportunities, and overall engagement. Responses can indicate whether employees envision a future with the company, which is vital for understanding retention risks. If many employees express short-term intentions, it may signal the need for improvements in job satisfaction, growth opportunities, or workplace culture. This information can help management identify areas to enhance engagement strategies, fostering a more loyal and motivated workforce.

If most of your team doesn’t see themselves with you for less than two years, you need to improve your employee engagement. 

8. Do you feel confident approaching your manager with a problem or issue?

Employees need to trust their managers and feel comfortable approaching them with issues. Employee experience is often heavily influenced by employee/ manager relationships, so if employees don’t feel comfortable talking to their managers, something needs to be addressed.

If employees feel confident in approaching their managers, it often indicates a trusting and collaborative atmosphere where issues can be addressed constructively. Conversely, low confidence in this area may suggest communication barriers, fear of negative consequences, or a lack of support, which can hinder problem-solving and innovation. Understanding this dynamic allows organisations to identify potential areas for improvement in leadership training and communication practices, ultimately contributing to a healthier, more engaged workplace.

9. Do you feel like your personal development is supported and encouraged?

As an employer, you should encourage your workforce to grow with your company in terms of education and personal development. Employees who don’t feel encouraged to grow and develop are more likely to leave and join a company that does offer that support. People who don’t feel like they’re growing and improving are also more disengaged and unmotivated. If your employees don’t have a learning and development programme, they’re likely to feel unsupported. This feedback allows employers to identify gaps in development opportunities, training, and mentorship programs, enabling them to create a more nurturing environment that encourages continuous learning and professional growth.

10. Do you see a path for career advancements at [company name]?

People will only see a future with your company if they know where they’re going and how to get there. Your company will only have highly engaged employees if employees have the chance to work towards something. The answer to this question often reveals whether employees see the company as rewarding hard-working, skilled employees with promotions and more interesting work.

Tips

• Conduct regular employee engagement surveys.

• Analyse your data extensively to know your employees' engagement and where you can improve.

• Create an action plan to improve your employee engagement and experience.

• Improving employee engagement and experience needs to be worked on consistently.