How To Conduct An Employee Engagement Survey (including 10 question ideas)

Employee engagement equates to happiness in the workplace and higher productivity levels. Do you know how to survey your employees to find out their company sentiment?

How To Conduct An Employee Engagement Survey (including 10 question ideas)

The power of the humble employee engagement survey should never be underestimated. After all, if you want to judge how well your employees are doing (or gauge whether they are about to jump ship!), the simplest way to do so is to ask them.

There is a compelling business case for developing and sustaining employee engagement. For one thing, companies with high levels of employee engagement are up to 21% more profitable than their competitors, and also have 17% higher productivity levels on average. Naturally, the two go hand in hand. The more productive your workforce, the more profitable your business is likely to be.

Here are a few top tips on conducting an employee engagement survey that yields valuable data to boost your company’s profitability from the inside out.

Guide To Tailoring An Employee Engagement Survey That Yield Results

Follow Proper Survey Protocol For Optimal Feedback

The most important thing to realise when it comes to employee engagement surveys is that people are already pretty busy doing other things when they are at work. As such, you need to streamline the process as much as possible and incentivise your workforce to take part in these surveys by making it worth their while to do so.

Employee Survey Protocol

Here are a few important boxes to tick when you undertake a survey:

  1. Explain the purpose. ‘We are checking engagement levels’ is too broad. Rather zone in on particular issues, and offer a concise reason behind your survey, e.g. ‘we want to see whether management has been providing sufficient guidance and feedback’.
  2. Demonstrate what’s in it for them. Tell your team how they will benefit from taking the survey. E.g. ‘If we find that there hasn’t been sufficient feedback, we will use your suggestions to ensure that you are provided with regular performance review and constructive guidance in order to perform your tasks more effectively’.
  3. Make it easy to respond. Surveys should be easy to take and don’t take a lot of time to complete. Keep it short and sweet.
  4. Communicate the results. Analyse and communicate the results of the survey as soon as possible, so your employees can see there is a benefit in taking it.
  5. Take action. Don’t let your survey data gather dust. Use it to take action. If, for instance, you find that employees want more in-depth feedback on their performance, take the time to schedule 360 reviews.

Ask The Right Questions

Employee Survey Questions

An employee engagement survey is only ever as useful as the content thereof. This is why it is essential to ask the right questions. Here are a few examples of YES/NO or ‘score yourself between 1 - 10’ questions that can help HR professionals and team leaders to get to the root of ongoing engagement issues.

  1. Would you recommend Company XYZ as a place of employment for friends and family?
  2. Do you often look around for other job openings?
  3. Do you still see yourself working at Company XYZ in two years?
  4. Do you feel informed about what’s happening on a leadership level?
  5. Do you have all the tools you need to do your job efficiently?
  6. Is your workload manageable?
  7. Do you feel inspired by the company’s mission?
  8. Are there sufficient learning and development opportunities available to you?
  9. Do you feel that systems and processes are efficient enough?
  10. Are you appropriately recognised and rewarded for good work?

These are just a few of the questions that could form the basis of a data-rich survey. It also helps to provide respondents with the option of adding more feedback once they’ve responded yes or no to a given question. For instance, if they respond no to the question of whether they have sufficient tools, it would be helpful to know which resources could help them to perform a better job.

As you can probably tell, it is best to conduct an employee engagement survey on an anonymous basis so you can pave the way for honest feedback. Employees are fairly likely to give honest answers to tough questions when they know that it can’t put them in an awkward position with management at a later stage.

Get Employee Feedback

Use Employee Engagement Software To Your Advantage

We live in the golden age of HR tech. There are exceptional employee engagement software solutions available that make the process of conducting regular surveys basically effortless. Look out for a platform that:

●   Schedules surveys automatically based on certain times and actions and sends regular, detailed reviews with actionable insights.

●   Is 100% mobile responsive, so that employees have the option to complete a survey on their choice of device without any needless digital friction.

●   Features AI and ML dashboards to help you to identify significant feedback trends early on so that decision-makers can take appropriate action.

●   Incorporates AI/ML sentiment tracing that makes sense of online discussions in a constructive way.

●   Automatically flags business units or populations that require urgent attention by means of proactive alerts.

●   Slots in seamlessly with the rest of your HR tools to allow for dynamic data flow from existing information systems or resource planning tools.

By investing in a platform like &Team that makes regular employee engagement surveys so simple, you set yourself up for ongoing success. The more data you have at your disposal, the more targeted your engagement initiatives can be.

Conclusion

When conducted in the right way, an employee engagement survey can provide HR and upper management with vital feedback on tailoring and promoting a happier, healthier corporate culture.

Implementing the tips provided in this article can go a long way to improving response rates and ensuring that the effort that goes into surveys yields the desired results.