So it’s time for another employee engagement survey? If you don’t feel the results from previous surveys shed much light on the thoughts and feelings of your workforce, it could be that you’re not asking quite the right questions.
Engagement surveys are a really useful tool for establishing how happy and motivated your staff are. With carefully crafted questions you can get to the heart of team and company relationships. The information you glean will allow you to improve employee retention rates, company culture and productivity.
Here are the seven essential questions that should form the basis of your next employee engagement survey:
1. On a scale of one to ten, how happy are you at work?
This introductory question provides a context for all subsequent answers, both negative and positive. You could expand this question a little by asking employees to select a few categories (for instance, team dynamics, office environment, company culture) that have most influenced their answer.
2. When did you last receive recognition for your work?
Being praised and rewarded for good work is key to motivation. If a number of employees report that they’re not receiving adequate recognition for their efforts, you should act to make improvements. This could be by training managers or introducing new incentives.
3. Are you proud of the work we do here? Why?
If an employee is proud of the work they do it indicates a number of things. Firstly, that they understand their role in achieving the company’s overarching objectives. Secondly, that they feel they are able to provide a good service to customers or clients.
4. Do you have a good work life balance?
Working long hours doesn’t always equal greater productivity. To get the best from your employees it’s important that they take breaks, can turn off from the office at the end of the day and establish a good work life balance. If this isn’t the case, you can expect burn out and an increase in sick days. If a number of employees feel overworked, you should examine your staffing and distribution of work load to rectify the problem.
5. What five words would you use to describe our company culture?
This question helps you to understand how employees perceive your business and working life within it. If the adjectives they use are largely positive, you can be reassured that you’re doing something right. If, however, any or all of the adjectives are negative, you may need to assess and adapt management, communication and recruitment strategies to address the issues raised.
6. Do you feel there is scope for professional growth within the company?
Many employees are looking to progress in their careers in terms of both salary and responsibility. If your company doesn’t offer adequate progression routes, you’re likely to lose staff along the away. High staff turnover is bad for business so, if a majority of staff don’t feel able to reach their potential, you should do everything you can to offer promotion opportunities, training opportunities and diversification of roles.
7. On a scale of one to ten, how would you rate your relationships with teammates?
Team conflict is a barrier to productivity and progress. You need to be sure that your employees can work happily and communicate well with their team members. This question will reveal any frictions and help you to resolve them with manager training or a team reconfiguration.
Maintaining a happy, loyal and motivated workforce is key to your business success. Asking the right questions in your employee engagement survey allows you to act on any problems before they have too negative an impact on your company. It also highlights the areas in which you are successfully creating an effective and inspiring work environment.
Elizabeth Lee is writer, deeply interested in all aspects of establishing and growing a successful and profitable business. Currently supporting PACK & SEND, experts in the field of shipping and transport, Elizabeth can often be found sharing her tips and suggestions with other specialists online.