Conducting employee engagement surveys is a great way for you to assess your employees’ mental state regarding their commitment to the organization, their coworkers, and their own development within the company. By guaranteeing employees anonymity within their survey responses, you can glean useful information that you can use to make your organization stronger.

 Let’s go through 10 essential employee engagement questions you should ask your employees. Find out if they feel supported, significant, and committed to the company.

Support

 If your staff feels supported at work, they will not be afraid to reach new heights, and they will be motivated to work as a team. Did you know that only 25% of employees feel strongly valued in their workplace? Placing value on your employees motivates them to achieve and helps them to feel content while at work.

1. Do you feel confident enough in your job to make smart decisions on your own or to at least know who to contact for the answer to your question?
2. On a scale of 1-5, The staff from the top down value me as a member of the team and take my input into consideration.
3. On a scale of 1-5, I have a clear understanding of the necessary steps to promotion and advancement at this company.

 Significance

 It’s critical that your employees are able to see how their own work contributes to the organization goals. A significant majority, 61% of senior executives admit that they’re struggling to bridge the gap between their ideas and day-to-day implementation. Make sure your employees are confident in your company mission and in the individual roles they play. Managers should be recognizing and encouraging their employees.

4. On a scale of 1-5, how well do you understand the strategic goals of the organization?
5. Are you able to recognize the importance of your individual work within the broader strategic goals of the company?
6. Did you receive recognition or thanks upon completion of your most recent large project?
7. On a scale of 1-5, my manager recognizes my full potential and capitalizes on my strengths.

Commitment

 Make sure to include questions that honestly assess how committed your employees are to the company. By asking future-related questions, you can ascertain their level of commitment. If they would recommend a friend to work at the organization, this is a good sign that they are engaged in their work and believe in what the company is doing and where it is headed.

8. On a scale of 1-5, if you were to receive an offer for a 10% higher salary at another organization, how likely would you be to accept the offer?
9. Is this a company that you could see yourself still working at in five years?
10. Would you refer someone else to work here?

  By asking these ten questions, you will have a much better idea of where the company’s strengths and weaknesses lie. If you discover some issues that need to be addressed, this is a great way to find out more specifically what they are and then proceed with the steps necessary to get back on the right track. When you find out the areas in which you are strong, commend those responsible and recognize their successes. Open communication keeps your company informed, keeps your employee voices heard, and enables your organization to continue moving in a positive direction.

 Now, I want to ask you. What are some employee engagement questions you think should be added to this list?

References

 10 Employee Engagement Survey Questions Science Says You Can't Live Without -- https://www.tinypulse.com/blog/10-questions-every-employee-engagement-survey-should-use

 20 Employee Engagement Survey Questions You Need To Ask-- https://www.tinypulse.com/blog/sk-employee-engagement-survey-questions

 Bamboo Blog Highlights—Employee Engagement: 15 Questions You Should Be Asking -- https://www.bamboohr.com/blog/employee-engagement-15-survey

 The 9 Questions that Should Be in Every Employee Engagement Survey -- https://www.cebglobal.com/blogs/the-9-questions-that-should-be-in-every-employee-engagement-survey/