How to Create the Best Employee Engagement Questionnaire: 20 Significant Questions in 2024

Curiosity may do bad things to our beloved furry feline friends but in performance management, we cherish it! Asking the right questions isn’t just an important part of employee engagement questionnaires.

It is also a great way to let your team know that you are interested and invested in their progress and performance. While there are many incredible employee engagement tools available to mainstream audiences, employee engagement surveys really are head and shoulders above the pack.

When creating your own employee engagement questionnaire, there are many areas you need to cover such as communication, workplace culture, rewards and recognition, and work environment. Don’t fret dear reader, we have your back! Here are 20 questions you need to include in your employee engagement questionnaires.

Before we start! If you’re planning to conduct an employee engagement survey, chances are that you’ll be analyzing the results of one too! So why don’t you pop this one open on another tab and save it for a rainy day: How to Analyze Employee Pulse Survey Results.

20 Employee Engagement Questionnaire Questions

A. Basic Employee Engagement Survey Questions

When it comes to creating an employee engagement questionnaire, it’s important to start with the basics. These questions are the bread and butter of any employee pulse survey. While they may seem straightforward, they provide important insights into the overall satisfaction of your employees.

Plus, they’re the perfect icebreaker questions to get your team talking about what they love (and maybe don’t love so much) about their job. So, grab your pen and paper, it’s time to get down to business!

1. Are you satisfied with your job?

2. How would you rate your relationship with your immediate supervisor?

3. Do you feel valued and appreciated by your organization?

4. Do you feel motivated to come to work each day?

B. Questions about Work Environment

Now that we’ve covered the basics, it’s time to dive a little deeper. The work environment plays a crucial role in employee satisfaction and can greatly impact productivity and collaboration. That is why you have to include it in your employee engagement questionnaire

These employee engagement survey questions will give you insights into the conditions under which your team works, and whether or not they feel supported and equipped to do their job well. And hey, who knows, maybe you’ll even get some tips on how to create the perfect office playlist!

5. Do you have the resources you need to do your job well?

6. Do you feel comfortable giving feedback to your supervisor?

7. Does your work environment support collaboration and teamwork?

8. Do you have access to training and development opportunities?

C. Questions about Communication

Clear and effective communication is essential to any successful team. It’s important to not only communicate effectively but to also actively listen and take action based on the feedback received.

If you really think about it, an employee engagement questionnaire is just a streamlined way for you to listen to a large group of employees at the same time.

These employee engagement questionnaire questions will help you assess how well your company is doing in terms of communication, and provide insights into what changes can be made to improve communication and foster a more collaborative work environment.

9. How often do you receive feedback on your work?

10. Do you feel like you have a say in decision-making processes?

11. Is communication within your team effective?

12. Do you feel like you are kept informed about company news and updates?

D. Questions about Recognition and Rewards

Who doesn’t love a good pat on the back or a free lunch? That right there is an attitude towards employee recognition that we absolutely despise. That attitude does not belong in your employee engagement questionnaire!

A culture of recognition or a culture of empowerment isn’t as simple as pats on the back or pizza parties. It is about true appreciation and fair compensation!

The employee engagement questionnaire questions we listed here are designed to you assess how well your company is doing in terms of recognizing and rewarding employees, and provide insights into what changes can be made to improve employee satisfaction and retention.

13. Do you feel like your achievements are recognized and rewarded?

14. Do you feel like your compensation is fair and competitive?

15. Are there opportunities for growth and advancement within the organization?

16. Do you feel like you are given enough autonomy in your role?

E. Questions about Company Culture

Company culture is the intangible yet ever-present force that shapes the workplace experience. It’s the set of shared values, beliefs, and practices that make each company unique.

Your company culture plays a massive part in whether you have engaged or disengaged employees. So, it should be a key part of your employee engagement questionnaire as well!

The employee engagement survey questions we listed below here will help you gauge just how well your company is doing in terms of building a positive and engaging company culture.

17. Do you feel like your organization’s values align with your own?

18. Do you feel like diversity and inclusion are valued in your organization?

19. Does your organization prioritize work-life balance?

20. Do you feel like your organization is committed to making a positive impact on society?

How to conduct an employee engagement survey in through Microsoft Teams?

There are plenty of incredible engagement survey tools available that can let you conduct engagement questionnaires online. In fact, we have a complete list of some of the best tools you can use for engagement surveys right here: Top Pulse Survey Software!

Step 1: Integrate Engagement Survey Software into Microsoft Teams

That being said, the key to having your engagement questionnaires achieve a high answer rate is to use a survey tool that is integrated into your main communication platform.

The best option for Microsoft Teams or Outlook users has to be Teamflect:

To implement Teamflect’s engagement survey software, all you have to do is head over to the app store and integrate the app. Since Teamflect doesn’t need you to sign up, you can do this at any time with ease.

Step 2: Head over to the surveys module

Then all you have to do is head over to Teamflect’s Surveys module. This is where you can start a new survey. It also serves as a hub and archive for all your previous engagement questionnaires.

Step 3: Select a survey template and respondents

Teamflect has an extensive library of customizable employee engagement survey templates for you to choose from. Whether you are conducting a simple engagement questionnaire or an employee net promoter score survey, you can pick the right template for you and send it away!

You also have the option to automate templates at any interval of your choosing and completely eliminate the manual process.

Step 4:Your team fills out the engagement questionnaire

The next step would be for your team to actually complete their engagement surveys. These surveys have the option to include multiple different question types for easy analysis and they can be filled out quickly inside Microsoft Teams chat as well as Outlook.

Bonus: Don’t Forget To Analyze

Once your surveys are complete you need some detailed direct reports and analysis on your survey results. If you have large teams this could take some time. That is why we recommend using Teamflect’s detailed Power BI reports. You can also use AI to not only summarize survey results and compare them with previous surveys.

Why Surveys are Important for Measuring Employee Engagement?

1. Opportunity to give feedback

One of the few ways for employees to provide their opinions regarding what is working for your organization is engagement surveys. If you want your employees to share their thoughts openly you should create a survey that helps employees feel heard and appreciated.

To achieve this you can start with periodic pulse surveys, but you need to make an effort to involve your employees in each phase of the surveying process.

Including open-ended questions and the likert-scale questions so that workers can express any opinions that they think will increase employee engagement is a great way of doing this.

2. Provides insight into improvement areas

Engagement surveys assess your staff members’ dedication,  and passion for their jobs, providing you with information about which areas of your organization are performing well and which may require a little more attention. The survey results can help you focus your organization’s initiatives on the areas that are most required.

Your findings may reveal, that your staff members lack work-life balance, feel inadequate for their responsibilities, or are unsure of how to advance their careers at your organization. This will enable you to make informed decisions about your planning and initiatives.

3. Allows you to benchmark your data

By accumulating and monitoring the results of engagement surveys you can benchmark your data over some time to find areas for growth and evaluate the success of your projects This could allow you to approach change more proactively.

Let’s imagine a company conducting annual employee engagement surveys to gauge job satisfaction, work-life balance, opportunities for professional advancement, management effectiveness, and workplace culture.

They may discover an average employee engagement score in the first year. However, they will be able to boost employee engagement the following year, if they concentrate on improving themselves in light of this data.

4. Allows you to transform your company culture

Your business has to continually pay attention to the changing needs of its employees and respond quickly when necessary.

The act of simply listening to employees’ feedback and acting on it sends a strong message to the staff that you value their opinions and are committed to creating an environment at work where they can excel.

When a business pays attention to employee feedback, it encourages a positive workplace environment that raises employee morale, boosts productivity, and lowers turnover.

5. Helps you build trust

When an organization conducts employee surveys to measure employee engagement, they need to be transparent about the results. Filtering and sugarcoating the results is not needed.

A company only needs to communicate to its employees that they value their opinions and are considering both positive and negative feedback.

When conducting surveys, an organization should also have to establish confidentiality. Employees won’t be able to fully trust them if they can’t establish confidentiality, and the next time, they won’t be honest with their feedback  because they will fear the possible repercussions.

What Makes a Good Engagement Survey Question?

An engagement survey question is asked to evaluate how dedicated employees are to the organization and in addition to how content they are at work.

It’s important to choose questions that cover a range of topics to fully understand how employees feel about various aspects of your organization, evaluate employee engagement, and improve workplace culture.

Here are the most important aspects of good employee engagement surveys:

• Asking clear questions: When you ask ambiguous questions you might not get the best results because your employees can misunderstand you.

• Excluding your biases: Although having biases is human, managers should try to avoid them as much as possible. Otherwise, you will lead your employees toward giving a certain response and this will negatively affect the results of your survey.

• Acknowledging other cultures: When writing an engagment survey question, you also need to keep in mind that your employees might have various backgrounds. So, it’s best to be sensitive about diversity and inclusion.

• Providing open-ended questions: With open-ended questions you can gain valuable insight or contextual information. To do this, you can also add comment boxes.

What to do with employee engagement survey results?

Here is a step-by-step approach to taking action based on your employee engagement survey results:

1. Analyze the results

First things first! You have to understand the meaning of the results before taking action. In this initial step you can determine the strengths and weaknesses of your company’s approach to employee engagement.

You can achieve this by analyzing the quantitative data (for example the scores you received from Likert-scale questions) and qualitative data (the insight you gained from the review comments and open-ended questions)

2. Share the results with your employees

After understanding the meaning of the data you collected, you can share it with your employees. But make sure you are communicating openly and without filtering anything. And more importantly express that their feedback is heard and you value their opinions.

3. Set your goals and make plans

Set SMART goals and make plans according to these goals. SMART goals are specific, measurable, achievable, relevant, and time-bound goals that will help you execute your plan more effectively.

4. Establish open communication

To keep your employees engaged in this process, you need to communicate with them openly about what changes you will implement and how you will implement them.

5. Track the progress

You can use follow-up surveys to measure the progress to make sure your new system boosts employee engagement.

6. Recognize and share the success

After improving employee engagement levels, now it’s time to celebrate! To do this you can recognize employees contributions and share success stories that will illustrate how important employee feedback is.

Frequently Asked Questions

What are some benefits of employee engagement questionnaires?

1. Because it provides an opportunity to give feedback.
2. Provides insight into improvement areas.
3. Allows you to benchmark your data.
4. Allows you to transform your company culture.
5. Helps you build trust.

What are some ways to create good employee engagement questions?

• Asking clear questions.
• Excluding your biases
• Acknowledging other cultures
• Provising open-ended questions.