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100+ Sample Employee Engagement Survey Questions

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100+ Sample Employee Engagement Survey Questions

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A comprehensive list of the most important questions to include in your employee engagement survey.

Question categories include:-

The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork

Plus demographic and open questions for added insight.

A comprehensive list of the most important questions to include in your employee engagement survey.

Question categories include:-

The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork

Plus demographic and open questions for added insight.

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100+ Sample Employee Engagement Survey Questions

  1. 1. 100+ Sample Employee Engagement Survey Questions
  2. 2. Introduction • This document is a detailed library of questions to be included in an Employee Engagement Survey • These questions include a combination of demographic fixed-choice questions, statements on a 6 point agreement scale and open questions • The key driver statements are the only mandatory questions – all other statements are optional and dependent on your requirements • New questions or statements can be added to suit the nature of your organisation and workforce structure Instructions 1. Review the questions provided in the document 2. Select the categories to be included in your survey 3. Select the statements to be included in these categories 4. Select any fixed-choice, demographics and open questions 5. Add in any additional categories, questions, options or instructions
  3. 3. Why Measure Employee Engagement?
  4. 4. Employee Engagement Survey Categories The following categories have been shown to make up the majority of an employee’s day-to-day engagement at work Click on a category to be taken to example statements • The Organisation, Strategy & Culture • Communication • My Work • Management • Leadership • Opportunities • Reward • Recognition • Training and Development • Quality of Life • Teamwork
  5. 5. Key Drivers (Hewitt’s methodology) KEY DRIVERS STATEMENTS SAY Given the opportunity, I tell others great things about working here I would not hesitate to recommend this organisation to a friend seeking employment STAY I rarely think about leaving this organisation to work somewhere else It would take a lot to get me to leave this organisation STRIVE This organisation inspires me to do my best work every day This organisation motivates me to contribute more than is normally required to complete my work To what extent do you agree or disagree with the following?
  6. 6. The Organisation, Strategy & Culture The Organisation, Strategy & Culture Producing quality work is a top priority within this organisation This organisation encourages new ideas and innovation I can approach management with suggestions and criticisms At work we are direct and honest in all our communications Employees are always treated with respect Changes to the way we do things are well managed This organisation has a good reputation as an employer I can envisage myself working at this organisation one year from now I have a sense of security in my job My position in this organisation is strong Health and safety is a top priority within this organisation We are quick to apply resources to new ideas that will drive future success Changes to the way we do things are well managed and help us to deliver better performance The organisation is well prepared to meet the challenges of the next 12 months I am confident the company will grow in the next 12 months The organisation is going in the right strategic direction The organisation is changing for the better The organisation is getting better at utilising new technology This organisation is responsive to the changing needs of our customers/clients I feel a strong connection to this organisation's brand and culture The organisation’s strategy drives our plans and what we do This organisation's goals and objectives provide meaningful direction for me
  7. 7. Communication Communication If asked, I could clearly explain the vision for this organisation I have a good understanding of the organisation’s goals and objectives I understand how my work supports the organisation’s goals and objectives I have access to the information I need to do my job well I am consulted, where appropriate, when major changes are made which affect me Employee opinions and suggestions are given significant consideration in the organisation’s decision making process Communication at this organisation keeps me up to date with what I need to know I feel I can trust what this organisation tells me There is good communication between the different departments I get to find out the reasons and rationale behind any key changes that happen within the organisation
  8. 8. My Work My Work I know what is expected of me at work I get a sense of accomplishment from my work I know clearly whether I am making progress towards my goals The work processes we have in place allow me to be as productive as possible Our tools and technology allow me to do my job well I look forward to coming to work every day I feel involved in decisions that affect my work The technology, tools and resources I have access to, allow me to be as productive as possible As long as I get the job done, I have the freedom to work in a way that suits me I feel I am contributing towards the organisation’s overall goals I have a clear understanding of what is expected of me at work I am given enough authority to make decisions I need to make I am given enough freedom to make decisions I need to make I have a very clear job description for my role I can see how my role contributes to the success of the wider organisation The volume of work I have in my role is manageable Taking everything into account, the targets (standards) that I am required to achieve in my role are set at a fair level I feel that I am trusted to make my own decisions about how best to do my job I am happy with the way that work is allocated in my part of the business
  9. 9. Management Management My manager provides me with the support I need to succeed My manager keeps me informed about how well I’m meeting my goals/ objectives My manager provides valuable feedback that allows me to improve my performance My manager appropriately recognises my efforts and results My manager develops a positive team atmosphere My manager acts with integrity My manager has the skills, knowledge and resources to manage the team well My manager encourages and empowers me to take the initiative and suggest improvements My manager inspires me to higher levels of performance My manager holds all employees accountable for setting and working towards agreed goals My manager encourages different points of view My manager is available to coach and develop each team member My manager and I have regular discussions about how well I'm meeting my goals and objectives My manager allows me the time to undertake career development activities My manager regularly seeks feedback on his/her leadership style My manager treats me with respect My manager treats me fairly My manager asks me for my input to help make decisions My manager handles my work-related issues satisfactorily My manager is open and honest My manager is available to coach and develop me
  10. 10. Leadership Leadership I see strong evidence of effective leadership from my department leader My department leader is open and honest in communication My department leader cares about what is on employees’ minds I trust the directors / senior management to deliver that vision and the goals of the organisation My department leader is appropriately visible and accessible to employees I trust the my department leader to appropriately balance employee interests with those of the organisation My department leader acts in ways to inspire a strong commitment to our goals I see strong evidence of effective leadership from my department leader My department leader acts with integrity My department leader fills me with excitement for the future of this organisation My department leader treats employees as this organisation’s most valued asset I understand the mission/purpose of my department I have a clear understanding of the organisation’s direction My department leader helps me to see how changes made today will affect the organisation in the future
  11. 11. Opportunities Opportunities My future career opportunities here look good The performance review process helps me focus my work efforts to help the organisation achieve its goals I have opportunities to develop skills to achieve my career goals There are sufficient opportunities within the organisation for me to advance and take on greater responsibility The organisation focuses on promoting the people best equipped to meet the future needs of this organisation I want to develop my career within this organisation If I perform well in my role, it will lead to opportunities for me to progress
  12. 12. Reward Reward My performance has a significant and direct impact on my pay I am paid fairly for the contributions I make to the organisation’s success My pay matches my job performance I feel I am adequately paid compared to my colleagues at other organisations The way this organisation rewards people helps produce the results we want My salary and benefits package meet my (and my family’s) needs well My pay is fair for my responsibilities I am satisfied with the organisation’s overall benefits package I feel that I am fairly paid in comparison to similar people in similar roles WITHIN this organisation I feel that I am fairly paid in comparison to similar people in similar roles OUTSIDE this organization
  13. 13. Recognition Recognition I receive appropriate recognition (beyond my pay) for my contributions and accomplishments The organisation recognises employees for good work performance The organisation recognises employees for the behaviours and results that will help the organisation succeed I am rewarded for exceeding my goals I receive recognition when I do a good job In the last week I have received recognition/praise for doing good work Employees are recognised for good work performance
  14. 14. Training and Development Training and Development The organisation provides training to help me build skills that are valuable to me There is an effective process to help me identify any development needs My manager encourages and supports my development In the last 6 months my manager has talked to me about my progress When I started work I received as much induction training as I needed My manager has regular meetings with me to discuss my progress The performance appraisal process clarifies my objectives for the year
  15. 15. Quality of life Quality of life The physical work environment is appropriate for the type of work I do The balance between my work and personal commitments is right for me My regular work location is convenient for me My work-related stress is manageable for me I can keep a reasonable balance between work and personal life
  16. 16. Teamwork Teamwork My co-workers and I work well together to achieve our goals My co-workers respect my thoughts and feelings My co-workers and others increase my overall job satisfaction I enjoy the organisational culture and my interactions with colleagues My fellow employees are committed to doing quality work I feel part of a team working towards a shared goal At work my opinions seem to count Teamwork is valued and encouraged by my manager I have a good friend at work I see teams working together effectively across different departments I believe that someone new coming in to the organisation would see it as a place that values teamwork
  17. 17. Demographic Question Categories The following demographic questions are useful for sub group analysis • Department • Location • Length of service • Job seniority e.g. director, manager, supervisor, employee • Job role e.g. full time or part time • Contract e.g. permanent member of staff or contract worker • Age • Gender • Nationality • Highest educational qualification
  18. 18. Open (Free Text) Questions The following open questions can help deliver richer insight and add meaning to the quantitative results • What are the best things about working for this organisation? • What would you like to see improved? • Based on your previous experiences, is there anything the organisation does not do that you feel it should be doing? • If you could give your Manager advice on how to more effectively manage your team, what would that be? • If you could give the Leadership Team advice on how to more effectively lead the business, what would that be?
  19. 19. About Us Robust Insight is a boutique market research consultancy specialising in employee engagement surveys • We work with end clients and other agencies to deliver outstanding insight • We offer a complete package of employee engagement services, including:-  Exploratory research and stakeholder engagement meetings  Questionnaire design  Fieldwork – online, over the phone, paper or face-to-face  Advanced analytics and reporting  Data visualisation and infographics  Presentations and workshops  Implementation and action planning  Due to our competitive business model our prices are typically half that of other agencies
  20. 20. Scott is a highly skilled researcher and analyst who has worked on numerous Kidspot projects, ranging from campaign effectiveness studies to deep research pieces and our employee engagement survey. He is exceptionally thorough and prompt, and continuously offers new and interesting ways of presenting data. I recommend Scott's services to anyone looking for assistance with research and insights. Imogen Griffiths, Kidspot Australia Client Testimonials Scott is an expert in the interpretation and presentation of complex research. Reliable and conscientious, he produces great results on time and with minimum fuss. Professor William Scott-Jackson, Oxford Strategic Consulting Scott has provided analysis services (both quantitative and qualitative data) for me on several occasions and has always provided outputs of an exceptionally high standard. Scott is a pleasure to with, he always delivers on time (or early!) and on budget and is always willing to discuss your needs and provide helpful suggestions as to how to approach the work in hand. I would highly recommend Scott. Dr Kathy Seymour, Seymour Research
  21. 21. scott@robust-insight.co.uk www.robust-insight.co.uk 01469 640558 The Business Hive, Dudley Street, Grimsby, N.E Lincolnshire DN31 2AB ​Robust Insight Limited, registered in England/Wales Registered number: 08662045 VAT registration number: 169 2100 21

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