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Employee Engagement Survey: Benefits, Questions and What To Do Next

Published 19 Jun 2019
6 min read
Employee Engagement Survey: Benefits, Questions and What To Do Next

Did you know… employee engagement is considered to be one of the most important factors when it comes to achieving overall business success? It’s an important factor in any business and we’re here to give you all the information you need to check you’re doing it right using an employee engagement survey. Let’s start at the beginning.

What Is An Employee Engagement Survey?

Employee engagement is the level of enthusiasm, passion and connection your employees show towards your business. An employee engagement survey is essentially a way to measure how motivated your employees are at work and how committed they are to staying in the business. It’s more than just your employee’s happiness (although that is a big part!), it’s all about influencing your employees to work hard and retain them in their role.

What Are The Benefits of Employee Engagement?

There are plenty of benefits around working on your employee engagement. Having a team of engaged employees in your business can help your business to gain;

  • Happier employees and greater employee satisfaction
  • Lower employee turnover and absenteeism
  • Higher retention and employee loyalty
  • Better customer service from your workforce and all-round quality of work
  • Greater productivity in the workplace leading to higher sales and overall profitability of your business

We could make this list longer, but we’re sure you get the picture. The benefits of employee engagement for your business are endless and undeniable.

How Do You Measure Employee Engagement?

Recently, we looked at employee engagement trends your business should be aware of. But how do you actually measure these trends? You want to make sure that any incentives or initiatives you’ve put in place to help with employee engagement are working. At the end of the day, you really want to make sure your employees are content at work. The easiest and most efficient way to measure employee engagement is through surveys. It’s a quick way to collect data on your employees. But what do you actually ask them? Below are some example questions that we love to include in our employee engagement surveys to get the best results.

Employee Engagement Survey Questions

Before we look at the questions you want to refrain from asking yes/no questions to your employees in any engagement survey. Instead, stick to scales and open-ended questions. When you send the survey out, it’s very important that you ensure that these are completely anonymous. You also want to encourage your employees to be as open and honest as possible.


Ask your employees questions about their aspirations within the company and their career.

  • I can see myself working here in five years

Employees that aren’t looking for a new job at another company still may not intend to stay at yours for another two years. It’s good to get an understanding of their career progression and where they see themselves in the future. If the answer is somewhere else, you can then offer them solutions to keep them in the company for longer.

  • I always want to give my best whenever I’m at work
  • I’m proud to be a part of this company
  • I always recommend my company to others

You want your employees to be the biggest brand ambassadors out there. If they are truly proud of working for your business they will be more likely to talk about it to friends, family, former colleagues or potential clients. This is great for recruitment into your business as well as potential referrals that you wouldn’t be possible otherwise.

  • I rarely think about looking for a job at another company

This is a great question to get a better understanding of the commitment of an employee. People who are truly engaged with their current work find that looking for a new job isn’t even on their radar.


Make sure you cover questions on your employee’s career development and how well they are doing within their current job role. It’s good to get an understanding of where they want to go with their career.

  • I have access to the things I need to do my job well

A simple question – do people have the tools they need to do their work properly? The answer should always be yes. If employees feel like they have all the right resources to do their job well, they will be more motivated to do so.

  • I have access to learning and development tools I need to do my job well

This next question goes a little deeper looking at whether learning and development opportunities are openly available to employees so they can go above and beyond their job role. Learning and development is a HUGE driver of employee engagement across most industries, so you want to make sure your employees feel like they have the means to expand their skills if they need or want to.

  • Most of the systems and processes here support us getting our work done effectively
  • I know what I need to do to be successful in my role

The first thing someone needs in order to be aligned with the company is to understand what they need to do to be personally successful. Otherwise, they can’t move forward. This basic level of understanding needs to be in place for people to develop their alignment with the company further.

  • I receive appropriate recognition when I do good work

Reward and recognition are of the utmost importance when it comes to engaging a workforce. It’s human nature to want a little shoutout when you do something good. When an employee in your company does an amazing job at a particular task, they should be appropriately recognised for their achievements. If people don’t get any recognition for making progress, it’s hard for them to stay motivated. We have previously looked into what employees really want from their employers and how you can reward employees without a huge budget.

  • My manager has shown a genuine interest in my career aspirations



Ask your employees for feedback on leadership and management of the business

  • My manager recognises my full potential and capitalises on my strengths
  • The leaders of my company really know what they’re doing

Are you investing in the right leaders? An employee will look up to the leaders in your business for guidance and advice. If they feel like the powers above don’t know what they’re doing, the levels of trust within your business will deplete.

  • My manager is a great role model for employees

Asking open-ended questions about managers being role models to other employees is different from asking for direct feedback on that manager. This approach looks more at how people see their manager within the broader context of the company.

  • The leaders at [company] have communicated well



How well are your employees aligned with the business goals? You want to make sure they are a good fit for the business and are fully aware of the company strategy

  • I have a clear understanding of my company’s strategic goals
  • I can easily see how my work affects the company’s overall success

Every employee plays an important role in the business. You need to let them know this. You want to ensure that all your employees know exactly what they contribute to the success of the business.

  • I always know what is expected of me when it comes to my goals and objectives
  • It really feels like everyone is on the same team at my company
  • The company’s core values are…
  • The company’s mission and objectives are…

Allow your employees to answer these questions freely to see if what they answer matches your companies core values, mission and objective correctly.

  • I believe in the company’s mission

If you want to tailor your survey more towards employee happiness, we also have some great questions for that too. Check it out here, for 17 questions you need to ask in your employee happiness survey.

What to do with the results?

Your employee engagement survey has been sent out, the results are in. Now what? The next step in this employee engagement puzzle to analysis the results. Take a look at what people have said, any suggestions they’ve made and if there are trends across the business. There might be something that multiple employees have mentioned in their survey. This will indicate either something you’ve done well or which things might need a little work. Prioritise any quick fixes within the business first that will help increase employee engagement and set up a plan of action for anything that’s slightly more complicated or time-consuming.

The Wrap Up

There you have it folks, our guide to employee engagement surveys. Have fun creating your surveys, and we hope that the results are positive. If you want some more information on employee engagement, rewards and benefits, watch our amazing on-demand webinar here.

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