The Best 10 Questions for Employee Surveys

Surveys give your employees a voice while measuring your team’s engagement. They provide a channel to express ideas, opinions, and grievances that help business leaders and HR teams improve the employee experience, company culture, and business processes.

Employee engagement survey responses provide you with the information needed to respond to issues you may not even be aware of, so you can promote a healthy and happy work environment. You can find difficulties that are specific to certain jobs, teams, or management groups, as well as those that are widespread throughout your company. You can also track how important indicators change as a result of your activities by comparing responses to the same questions over time.

Furthermore, surveys demonstrate your concern for your employees’ well-being in a practical way. Simply asking questions and allowing employees to express themselves lead to more positive behaviors and increased engagement.

Designing Your Survey

Problems can be recognized and addressed using short and frequent pulse surveys to ensure good response rates and avoid boredom and survey fatigue. Long-winded questionnaires may not give you accurate results and analyzing a large amount of data can take weeks or months to review. Keep it brief, so it is easier to translate the data into meaningful and actionable insights.

Bi-weekly or monthly surveys with mood graphics depicting a range of happy and sad faces and rating scales make it easy for employees to answer. You can still provide an optional comments field for employees to further explain if they want to. Last but not least, act quickly on the results, so your employees build confidence in the survey’s objectives.

Survey Questions

In an employee engagement survey, it’s crucial to ask the correct questions. Job satisfaction, company alignment, long-term objectives, and open-ended questions are significant aspects of employee engagement. Include a mix of different questions depending on what you want to measure. The following ten questions will offer important insights through key areas of the employee experience.

☐ How do you feel about your job today?

Focus on the present moment and inquire about each employee’s current mindset.

☐ Would you recommend the company to your friends as a great place to work?

It’s a good measure of the company’s overall success and the employee’s feelings if an employee wants to recruit their friends or advise them to stay away.  This is a valuable question to ask on frequently to compare to future surveys.

☐ Are you happy with your present remuneration and benefits package?

This question will allow you to learn if the majority of employees feel they are fairly compensated and the value they place on the perks offered.

☐ Do you enjoy collaborating with your coworkers?

A comments field can be provided to allow employees to clarify their responses, possibly indicating team members who merit special recognition or highlight any grievances.

☐ Is your employment meaningful to you?

Employees that are happy in their jobs perform the best and are more likely to persist in the face of hardship and stay loyal to the company. Engaged employees can easily perceive the influence of their efforts.

☐ Do you think you will be working here in a year’s time?

Include a text field with this question so that employees who want to share why they’re thinking about leaving can do so.

☐ Do you have the tools you need to reach your full potential here?

Employees can communicate perceived obstacles to their development. Include a text section for on what resources might best support their work.

☐ Is it common for others to compliment you on your professional achievements?

People want to feel valued, so recognition on a regular basis is an effective method for enhancing employee appreciation and engagement.

☐ What are the practices that need to be changed?

Employees are asked to gaze outward and provide their recommendations in response to this topic. Employee engagement skyrockets when they perceive themselves as active members in a responsive organization.

☐ Is there anything else you’d like to say about your employee experience that you think is important?

This question must be included to guarantee that you do not miss out on valuable feedback that could help your company improve.

Analyzing the Results

Segment data by roles, teams, and demographics to better understand the perceptions of different groups. Look for patterns. What is meaningful to one person may be irrelevant to another, but when the majority of employees express dissatisfaction with the same issue, it can be very telling. Visualize the results of your survey as it aids in capturing the attention of your staff and stakeholders. Pie charts and graphs can clearly show the weak and strong employee areas, and how trends change over time.

Taking Action

It’s time to report back and take action after assimilating the survey data. Employees become accustomed to the approach and respect your openness as a result of regular survey feedback. Even if you’re not happy with the results, communicate them. Consider it a chance to encourage transparency and a readiness to include employees in the solution. Acting on those results will allow you to make changes for quick wins and short- and long-term improvements.

Using KRIS HR Document Management System (DMS) allows you to engage your workforce through a secure platform. Surveys can be completed digitally on eForms making the distribution of surveys and survey results easy while being tracked through automated workflows. Re-engage and retain your employees and help your company’s culture thrive.






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