10 employee engagement survey questions to ask your colleauges

Employee engagement survey questions

13 Apr 10 employee engagement survey questions to ask your colleauges

Understanding why your colleagues seem to be unengaged can be pretty baffling. People might tell you they’re not entirely happy, yet can’t seem to tell you specifically what’s wrong – leaving you wondering what on earth the actual problem is. Others may tell you everything is fine, but then you hear they’re leaving without any warning within six months of starting the job.

In the worst-case scenario, low levels of employee engagement equal high turnover. And high turnover equals high recruitment fees. It also means employees don’t feel confident or comfortable making suggestions or coming up with innovative ideas. Another consequence is that they tend to do the ‘bare minimum’; clocking in and doing what they need to do, but not putting in the effort which will really drive the company forward. The long-term impact of this kind of low-engagement can be severe, costing you thousands of hours of wasted productivity and missed potential.


So, how can you find out how engaged your colleagues actually are, and use this information to improve their engagement levels? There’s nothing ground-breaking about the answer to this issue – no mind games or magic required. All you need to do is actually ask them – however, this is something that’s easier said than done. As indicated above, simply asking people whether they’re engaged or not isn’t likely to reveal the truth. Instead, you need to ask questions which will help you understand how your colleagues feel without putting them ‘on the spot’. In this post we will recommend 10 employee engagement survey questions that you can ask.

Under-engagement is a universal problem

Gallup, a leading research agency, produces an annual survey of workers the world over. The firm has been conducting the survey since the year 2000 and has discovered many interesting trends, yet one always stands out: the level of employees who describe themselves as ‘engaged’ has remained stubbornly low for years, and isn’t getting any better. Worldwide, a mere 13% of employees report as feeling ‘engaged’, and the UK does especially badly – British employees are in the lower half of OCR International’s global employee engagement rankings.

And while low levels of engagement result in high levels of absenteeism, turnover, employee dissatisfaction and lower quality work, the companies which manage to create an environment of high staff engagement reap the rewards. Those in the top 10% of employee engagement outperform their competition by 147%.

To be able to do anything about this problem, you need to find out what the problems are at your organisation. No business is the same, but there are certain employee engagement survey questions any business can ask to begin to build a picture of the current level of engagement.

10 employee engagement survey questions to ask

1. Do you know what is expected of you at work?

Employees who don’t have a clear understanding of what their roles and responsibilities often feel uncertain how they should act and what they should be doing. This can lead to a sense of insecurity and a nagging feeling they’re not doing what they need to do.

2. Do you feel like your opinions are recognised and valued?

As social people, we depend on recognition – being acknowledged gives us a sense of value and worth. If employees feel they and their ideas are being ignored out of hand, they’re unlikely to really feel engaged at work.

3. Do you have the tools and equipment to do your job effectively?

We can’t work without the appropriate tools. You might not be aware, but many of your employees will expect to be using certain devices and software which you currently don’t provide. Outdated or irrelevant tools will mean employees turn to alternative products or feel they’re working at a ‘backwards’ company.

4. Do you feel proud when you tell people about your job?

The notion that money is the most important driver for employee satisfaction is far from true. In fact, we look for far more from our jobs – including a sense of pride and value in the company and its purpose.

5. Do you have the opportunity to exercise your strongest skills at work?

There’s nothing more disillusioning than getting what you thought was your dream job, then realising that the actual job itself is mainly admin, emails and phone calls, and you don’t get to use the skills which got you the job in the first place.

6. Do you feel your colleagues are committed to doing quality work?

Company culture is key to making employees feel engaged. If other employees seem not to care or managers are indifferent, it’s hard to stay motivated.

7. Does your manager or CEO inspire you?

We do our best work for people we want to impress and please. However, if employees perceive senior staff to be ineffective or unpleasant, they will not feel motivated to please them

8. Are you encouraged to develop?

Even the most ambitious self-starter can lose their drive from time to time. Workplaces that encourage development will help employees to grow and learn and invest themselves more in the company.

9. Do you feel your colleagues care about you as a person?

Once again, we social humans depend on relationships with other people. You could have all the money and perks in the world, but if your colleagues simply see you as a ‘cog in the machine’, it’s hard to keep on working at your highest level.

10. Has anyone spoken to you about progression within the last 6 months?

To stay motivated, we often need a goal on the horizon. If supervisors and managers can inspire you with a vision of where you might progress to in the coming years, there’s a lot more motivation to work hard and stay at the company.


Want some guidance on your employee engagement survey questions? Want more help with employee engagement and business transformation? Talk to us today to find out more about our consulting and business change services.

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About the author
Jo Kemp Williams

Jo Kemp-Williams has been in IT business development for over 15 years, during which time she has performed most roles from Telemarketing to Account Management. Since 2003, Jo has been working within the Microsoft Partner Network where she has been responsible for sales of various products including BizTalk/SharePoint and the associated services. Jo has been involved with Office 365 since its release in 2011 (as BPOS), and has focused on the platform and it’s ever evolving services and capabilities since then. Helping customers of all sizes, across all sectors embrace the advantages of Microsoft’s Cloud Offerings and helping to educated their business on the benefits.

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