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The Ultimate List of 60 Questions for Employee Engagement Assessments for 2024

60 Employee Engagement Survey Questions You Must Ask

Why Employee Engagement Matters for Your Company?

Employee engagement is a concept that has far more meaning than its impact on profit margins, figures, and revenue; it demonstrates that the company cares about its employees and that this is important to them. It also shows that you care about your employees as humans, not just as employees who generate income.

Employee engagement is a critical link to having a good reputation with customers, good customer service, high stakeholder value, and a decent reputation of the company. It not only helps with employee tension in terms of productivity and loyalty, but it is also a critical link to having a good reputation with customers, good customer service, and a decent reputation of the company.

One of the top five worldwide company strategies is employee engagement. Employee Engagement in a state of fierce competition is important for any business to flourish and make a unique mark in a global market of fierce competition. A creative strategy and an understanding of world markets are important for any business to flourish and make a unique mark in a global market of fierce competition.

According to a survey conducted by Forbes Magazine, work satisfaction did not fall in 2020, but rather increased by 20%. The Conference Board conducted the poll, which is an annual barometer of US job satisfaction based on employees' perceptions of work culture and work environment.

Content and Process about the Survey.

Workplace surveys are undertaken. Employee engagement surveys differ from employee surveys in several ways. When it comes to creating questions regarding employee engagement, the lord of all things comes to mind.

  • Negative questions should be avoided, and neutral and positive words should be used instead.
  • When choosing a question, be more critical because it provides employees an idea of the types of inquiries the company might ask and what they care about.
  • Having questions with written responses, such as open ended questions, gives a good understanding of the issues that they may have forgotten to mention in the questions and which may be necessary in the future.
  • Management should make it clear that this survey is part of an organization-wide initiative not just a PR stunt.

Using Employee Engagement Surveys.

Following the completion of the survey, the next step should be to break down and separate all of the replies by department, with the managers of those departments being able to take all of the feedback and process it for proper usage and productivity. One thing that many organizations fail to recognise is that they do not devote enough attention to the negative section of the survey. Instead, the organization should use focus groups or people who are solely responsible for analyzing the negative scores of the negative comments about the organization and attempting to make positive changes.

Questions in the Employee Engagement Survey are of three kinds.

  • Close Ended / "Likert Scale Questions.
  • These questions are used in Psychometric Testing to measure beliefs, attitudes and opinions.
  • Yes/No or Dichotomous Questions
  • Giving two possible answers.
  • Open Ended Questions
  • Here no static responses are allowed and usually a long response is appreciated.

60 Employee Engagement Survey Questions You Must Ask

Employee engagement is determined by a number of things. The survey often comprises 30 to 50 questions arranged into themes or frames of reference, including questions regarding employee happiness, morale, job performance, teamwork, and the overall organization, as well as leadership, communication, and teamwork.

  • The organization's resources

    • In terms of equipment, logistics, and other aspects of the assignment, I have all of the essential information and resources.
    • I have all of the necessary training and information to do my work effectively.
    • The company has enough staff to provide customers with a hassle-free and enjoyable experience.
  • Good health (Remote)

    • When you work from home, do you take care of your health?
    • Do you have all of the tools you'll need to operate remotely, and are they adequate?
    • Are you happy working from home and does it not affect your productivity?
    • Do you have any advice to contribute, such as how to work remotely while maintaining a healthy work-life balance?
  • Rewards & Acknowledgement

    • I know that if I do enduring work, I will get noticed.
    • I get feedback on whether or not I'm doing a good job.
    • I'm being compensated for the work I do for the company
    • In an unbiased and entirely fair manner, I believe I am paid appropriately for the work I accomplish.
    • If you perform really well, there are always incentives and opportunities to receive additional financial benefit
    • I am aware of the organization's benefits to me, and I recognise that they are extremely valuable to me.
    • In comparison to what I may have gotten elsewhere, I believe my compensation is preferable.
  • Customer Focus & Attention

    • The organization prioritizes their clients, and I have received all of the essential training to provide the best possible service to them.
    • I have sufficient information and am well prepared to make decisions in order to assist clients and quickly resolve their problems and complaints.
    • The firm, I believe, has a fairy dresses forum for any consumer complaints, and the service is excellent.
  • Communications

    • I am well-versed in the organization's goals and objectives.
    • How do you stay up to date on what's happening in the company?
    • I have a good understanding of what the company expects of me.
    • How can I know if the organization is on track to meet its objectives?
  • Relationships and Peers

    • I have excellent coworkers on whom I can rely.
    • I can be friends with the folks in the organization.
    • I believe that my coworkers interact with me effectively and without resentment.
    • My coworkers or vehicle mechanics are people who do good work and don't cause problems for others.
  • Support for management and leadership.

    • The management encourages me to finish my assignment.
    • The manager draws a circular diagram of the job and explains everything to me.
    • My boss makes sound, timely judgments.
    • My boss is a great team player who steers us in the right way.
    • My manager, I believe, is open to all employees' perspectives and interacts with me honestly.
    • Even as a person and outside of work, my manager has a case against me.
  • Role and Fit in the Organization

    • The organisation is concerned about my mental health.
    • I can even concentrate on my physical well-being while working.
    • People from different backgrounds are treated fairly and impartially.
    • The organization's principles are inextricably related to my personal values.
    • This organization's culture appears to be a good fit for me.
    • I'm in a position where I can put my skills to good use.
    • I am conscious of my role and how important it is to the organization's success.
  • Autonomy & freedom to express oneself

    • In the organisation, my input is always valued.
    • My manager, I feel, is interested in what I have to say.
    • My coworkers are open to other points of view and embrace their own.
    • I feel I have the freedom to make my own decisions about how I want to approach my career.
    • I am happy with the amount of flexibility I have in my job schedule.
    • In my role, I am given appropriate levels of responsibility and authority to make decisions.
  • Personal Development

    • How happy are you with your personal development at work?
    • Is there anything in the organisation that is hindering your personal development?
    • Over the next few months, I intend to continue to grow in my current position.
    • My job and the people I work with are assisting me in growing as a person.
    • Manager has provided adequate feedback on my progress and will continue to do so in the coming months.
  • Level of Participation

    • Working at the organisation is something I am very proud of.
    • I am concerned about the organization's future.
    • I'm willing to go above and above for the organisation.
    • How enthusiastic are you about recommending this organisation to others as a good place to work?
  • Growth & Trust

    • I feel I will be able to improve my professional abilities here.
    • I believe I am capable of acquiring new talents and attributes.
    • The manager and mentor assist me in my professional development and provide guidance.
    • How much do you trust the organization's leaders?
    • I have adequate faith in the leadership team in place at this organisation.
    • My boss treats me with deference.


1 : Why is employee engagement important for a company?

Answer : Employee engagement is vital for a company as it demonstrates care for employees beyond their roles. It impacts reputation, customer service, stakeholder value, and overall company image. Engaged employees are more productive and loyal.

2 : How can employee engagement be measured?

Answer : Employee engagement can be measured through surveys that include questions about happiness, morale, job performance, teamwork, leadership, and more. It often consists of 30 to 50 questions covering various aspects of engagement.

3 : What are some examples of employee engagement survey questions?

Answer : Employee engagement survey questions can cover topics like resources, health, rewards, customer focus, communication, relationships, management support, role fit, autonomy, personal development, participation, trust, growth, and more.

4 : How should organizations use the results of employee engagement surveys?

Answer : After conducting a survey, organizations should analyze the results by department. Focus on both positive and negative feedback. Use focus groups to address negative comments and make positive changes for increased engagement.

5 : What are the different types of questions in an employee engagement survey?

Answer : Employee engagement surveys include three types of questions: close-ended or Likert scale questions, yes/no or dichotomous questions, and open-ended questions. Each serve to measure beliefs, attitudes, and opinions in different ways.


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