10 Employee Survey Questions to Assess Your Employee Engagement and Satisfaction
If you want to know how your employees are doing, if you want to know if they are satisfied and engaged at their jobs, you have to ask. As the old saying goes, “Ask and you shall receive”.
Many managers rely on one-on-one conversations or quarterly performance reviews to solicit feedback from their employees. However, each of these methods has its drawbacks. If you manage a large number of people, then it’s impractical to have one-on-one conversations as often as you should. Asking about employee well-being in quarterly performance reviews suffers from a similar problem: it’s not often enough.
The solution? Employee surveys. Using the right questions, you can survey your employees about their feelings regarding their job, your company, and your management. And you can do it as often as every month, ensuring that you spot morale issues before they snowball into organizational problems or turnover.
But what questions should you ask in these surveys? In today’s article, we’ll give you 10 questions to use to assess employee satisfaction and engagement, as well as your management skills.
1. Would you refer a friend or acquaintance to work at our company?
The answer to this question gives you broad insight into how your employees perceive your company. If they answer yes, then it shows you you’re on the right track in terms of the company culture and work environment you’ve created. But if the answer is no, then it’s a sign that you need to make some changes.
2. Rate your job satisfaction on a scale of 1-10.
This question addresses one of the principal reasons employees leave: a lack of job satisfaction. Using a numeric scale captures the full range of satisfaction and the fact that job satisfaction varies from day to day and week to week. It’s not necessarily ideal to score a 10 across every person surveyed--this shows that the survey respondents aren’t being honest or aren’t taking the survey seriously. This isn’t to say that some employees won’t be that highly satisfied, but a large percentages of 8’s or 9’s is the ideal outcome overall.
3. Do you see yourself working here in a year?
This question tells you a lot. It helps you predict potential turnover, and it also shows you if your employees believe that your company offers them opportunity for advancement. Naturally, you should allows for some “No” responses as the result of employees who are about to retire, start a family, or leave for other reasons that have nothing to do with the quality of your company’s work environment. But if a large percentage of people are responding “No”, then you need to pursue more information about why people plan to leave your company in order to prevent a potential exodus.
4. On a scale of 1-10, how likely are you to consider an offer from another company?
How people respond to this question gives you a look into how competitive your company is in areas such as salary and benefits, as well as how satisfied people are with your company in general. When you’re working to cultivate lines of succession and ensure your company’s future, you need to know that your best people aren’t planning to jump ship because of a better offer elsewhere.
5. How happy are you at work on a scale of 1-10?
Happy employees are more productive, more engaged, and less likely to quit. This goes without saying. But you can’t take measures to increase employee happiness if you don’t know its current level. This question will show you if you’re fostering a positive, fun work environment that makes people excited to come into the office.
6. Do you feel you can give honest feedback to management about their performance?
If your employees don’t feel they can be honest with you about your job performance, then they may leave because of your management style without any advance warning. If they can be honest, then you can work to improve your management before it’s too late. You want your employees to feel they can work with you to ensure their jobs are fulfilling.
Note: it is especially important to reassure respondents that the answer to this question (and all questions) will remain anonymous.
7. How would you rate your work-life balance on a scale of 1-10?
When you push your people too hard for too long, they will burn out. It could take the form of poor performance, reduced productivity, or even quitting, but it’s just a matter of time as long as work-life balance remains poor. Answers to this question will show you if you need to take steps to incorporate more fun activities into the workplace or give people more time off.
8. Do you have a clear understanding of your job duties?
If your best people don’t know what they should be doing day-to-day, they will leave you to find another company that’s clearer in these matters. If you get a lot of “No” answers to this question, then you need to reevaluate your daily management practices as well as your onboarding and training programs, since they likely aren’t working as well as they should.
9. Do you regularly receive recognition from management for your accomplishments?
This question gives you insight into whether you and other supervisors are offering enough praise and encouragement. If your employees don’t feel appreciated, and don’t feel their good work matters, then their job satisfaction and morale will suffer - and with it, the quality of their work. If responses to this question trend toward “No”, then you need to make an effort to recognize and reward the excellent work your employees already do.
10. Do you feel you have a future at our company?
This question is similar to #3, but it looks to a longer horizon. If lots of employees are answering “No”, then it shows that you need to improve your career development and internal hiring programs. Furthermore, answers to this question can show that you need to do a better job making employees aware that they do have a future with your organization, that you want to foster their professional growth and career development.
Show Employees their Chance to Advance
A recurring theme throughout these survey questions is whether or not employees will continue to work at your company long-term. To show your employees that they have a future with you, you need a way to connect open positions with your best internal candidates.
At Twine Labs, we’ll help you create an internal company network that matches your best people with opportunities to grow, boosting employee retention by as much as 30%. Schedule a discovery call today to get started.