When people are highly engaged with their work, good things happen. If reality follows research, teams will be more productive, the turnover rate will be lower, and the company will be more profitable (1). It should come as no surprise, then, that the best employee engagement surveys are rolled out by the highest-performing teams.

An employee engagement survey is your first step towards improving employee engagement. The purpose of the survey is important - specifically, you want to measure the connection people have to their work and the company’s goals.

When you use the Surveys and Polls tool in Frankli, the platform does most of the hard work for you, including setting the questions, communicating the survey to your team, reminding them to participate and analysing the data. Using our survey templates, you can create, customise and roll out an employee engagement survey in less than 30 seconds. 

Of course, with any survey, it’s crucial that you get the questions right. That’s why, today, we’re sharing 23 of the best employee engagement survey questions to ask, featuring some questions from Frankli’s employee engagement survey template.

But before we get into the templates, we wanted to answer some frequently-asked questions about employee engagement surveys.

‍Employee Engagement Survey: FAQs

‍Why are employee engagement surveys so important?

As we touched on earlier, high engagement leads to positive outcomes in terms of customer loyalty, profitability, productivity, turnover, absenteeism, wellbeing and more (1), so there are huge benefits to measuring and improving engagement across your teams.

‍How long should an employee engagement survey be?

We advise keeping your employee engagement survey to 10 or 15 questions. 12 or 13 is the sweet spot for most teams.

‍How often should we roll out an employee engagement survey?

We recommend rolling out an employee engagement survey at least once a year. If your survey is well-constructed and not too time-consuming, you might benefit from running it more regularly, for example, once per quarter.

‍What form should the questions take in an employee engagement survey? 

The questions we’ve provided are designed to be answered using the Likert Scale (Strongly Disagree, Disagree, Neutral, Agree, Strongly Agree). If you’d like more detailed answers, you could provide text boxes instead. Just remember that people tend to invest less time the longer a survey is, so detailed surveys don’t necessarily yield high-quality responses. 

Are employee engagement surveys and employee satisfaction surveys the same thing? 

Not exactly. While these two surveys may have questions in common, they have slightly different aims. An employee engagement survey is designed to measure your people’s connection to the company, whereas an employee satisfaction survey measures how happy they are in their role.

‍What are the ideal results in an employee engagement survey?

For all of the questions we’ve provided, you want the average score to be Agree or Strongly Agree. Depending on the nature of the question, you ideally want to see between 60 and 80% agreement from your people.

‍Our employee engagement survey is complete. What’s next? 

Your next step is to analyse the results of the survey (in Frankli, we do this part for you), and identify areas where improvements need to be made.

‍23 of the Best Employee Engagement Survey Questions to Ask:

1. I’m proud to work for (Company X). 

2. I would recommend (Company X) as a great place to work.

3. (Company X) motivates me to go beyond what I would in a similar role elsewhere.

4. (Company X) is in a position to really succeed over the next three years.

5. I have clear goals and objectives.

6. I know how my work contributes to the goals of (Company X).

7. Day-to-day decisions demonstrate that quality and improvement are top priorities at (Company X).

8. I rarely think about looking for a job at another company.

9. The leaders/managers at (Company X) keep me informed about what’s happening.

10. The leaders at (Company X) have communicated a vision that motivates me.

11. The leaders at (Company X) demonstrate that people are important to the company's success.

12. My manager is a positive role model for me.

13. My manager gives me useful feedback on how well I am performing.

14. At (Company X), there is open and honest two-way communication.

15. It really feels like everyone is on the same team at (Company X)

16. (Company X) effectively directs resources (funding, people and effort) towards company goals.

17. I am appropriately involved in decisions that affect my work.

18. I have access to the things I need to do my job well.

19. Most of the systems and processes here support us getting our work done effectively.

20. I have access to the learning and development I need to do my job well.

21. I know what I need to do to be successful in my role.

22. I feel like I have a responsibility in helping (Company X) achieve its aims.

23. I am confident using the systems I need in my role.

‍Optional: Is there something else you think we should have asked in this survey?

‍It takes less than 30 seconds to create and publish an employee engagement survey through Frankli. Get started today.

1. Gallup, The Relationship Between Engagement at Work and Organizational Outcomes.