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Every company wants an engaged workforce. And yet it's often a hassle to achieve a high employee engagement rate. Why?
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Every company wants an engaged workforce. And yet it's often a hassle to achieve a high employee engagement rate. Why?
Could it be that the employee engagement surveys aren't fulfilling employees' needs? Or could it be that many companies are asking redundant questions?
It's no longer good enough for companies to pay their employees for time worked. Employees are also looking for emotional satisfaction from their job - to feel like part of a team.
Employee engagement surveys are crucial for any business to succeed and an excellent way to get honest employee feedback. These surveys can help you uncover employee engagement issues and develop strategies for improving employee recognition, morale, and retention.
A well-executed employee engagement survey can help determine the level of employee-organization connection. And how to leverage your human capital to solve some of your most important business objectives.
However, implementing an effective survey can be tricky.
This article will explore all you need to curate valuable employee engagement survey questions.
Let's jump right in!
Employee engagement surveys are a great way to get an overall snapshot of how your employees feel about their jobs. They help you gauge the pulse of your company culture, identify areas where improvement is needed, and motivate employees to take action.
They are a powerful yet simple way to gain in-depth insight. So, companies can use them in all stages of the employee lifecycle: hiring, onboarding, training and development, performance management, etc.
There are many reasons why you should use an employee engagement survey. Here are some of the most important ones:
It helps you understand what motivates your employees. Motivation can influence everything, from company culture and productivity to turnover rates and customer satisfaction. If you know what motivates each employee, it's much easier to provide incentives that will encourage them to do their best every day.
Employee engagement surveys allow everyone to share opinions. So, it's important to include questions that enable employees to participate. Employees can share their views openly and honestly without fearing retribution or judgment from upper management. You'll have more information about what's working and what isn't, which will help you improve.
When employees feel like they're part of something bigger than themselves, they're more likely to work more efficiently. This, in turn, leads to higher productivity and better overall results from your team members' efforts.
Ultimately, an engagement survey aims to gain insight into the best ways to improve engagement and create better growth opportunities for employees.
Employees are more productive, healthy, and happy when their underlying needs are met.
Managing employee engagement surveys allow you to monitor your progress over time, helping identify areas where there are opportunities for improvement or expansion. This can also help businesses plan for future growth by knowing where they need more staff or determining if they need training programs to support current employees as they take on additional responsibilities.
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Different companies have survey templates that work for them. An engagement survey flow is also an excellent way to have a guided survey.
A good employee engagement survey should be as objective and unbiased as possible so that employees aren’t afraid to answer honestly. It's important to note that the questions you ask and how you ask them will determine how useful the survey will be.
Are you looking for employee feedback on something more specific? Or do you want to find out the level of employee satisfaction?
Outlining the 'why' makes it much easier to organize your survey questions into a logical, seamless sequence.
To create an accurate survey, consider:
Some questions to consider in making your survey more seamless include:
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Employee engagement is a major driver of business performance. It's more than making money; it's also about providing an environment where employees feel valued and needed.
But what drives employee engagement?
Research from Qualtrics shows that 72% of employees whose company’s values align with theirs feel a personal accomplishment.
Outlining your mission and vision to employees builds the connection needed to motivate them. When the employees feel a part of your broader strategy, they can purposefully work with you toward a common goal.
Employees need access to the right equipment and resources required for their job performance. And if it's not readily available, they need to know that they can get it when they ask.
This helps them feel that they have adequate support from management. And that's an excellent engagement driver!
Employee recognition is essential in building an engaged workforce because it shows employees that they're valued by management and coworkers.
According to Hubspot, 69% of employers would work harder if the company showed them more appreciation.
There are many memorable ways to appreciate employees without breaking the bank. Templates and workflows also help build a recognition culture at work allowing employees to know that the company cares about them as people, not just as workers.
When employees feel like they're growing personally (and professionally), it increases employee satisfaction. It inspires them to do more than just fulfill their job requirements. This could be as simple as using Career Development Survey Flow in your organization, or as complex as creating opportunities for training or certifications and a clear career path with promotions within reach.
Work-life balance as a top driver of employee engagement is not surprising. Most people spend more time at work than anywhere else.
When employees feel that they have a good balance between work and personal lives, they are much more likely to be engaged in their jobs.
In addition to increased employee engagement, work-life balance is also one of the reasons employees remain in companies. In fact, research by Statista shows that 72% of people in the job market consider work-life balance when job hunting.
So, prioritizing balance is as important for retention as employee engagement.
The first step in improving your company's employee engagement is to measure it. And the most common way to measure engagement is using surveys, but that’s not all you can use.
There are various ways to measure employee engagement. Let's explore 5:
One of the best ways to measure employee engagement is through a pulse survey. A pulse survey is a short, simple, and quick way to get feedback from employees. It measures their level of satisfaction using various aspects of their work environment and experience.
You can ask 5-10 questions about how people feel at work and what (if anything) they would do differently. Frequent surveys are a great way to have a consistent feedback vibe in the office.
A one-on-one meeting is a great way to get to know your employees, their motivations and how they work. These face-to-face discussions can help you learn more about their experiences and how they feel about the company.
The privacy and confidentiality of one-on-one meetings allow you to get as much detail as needed. So, having regularly scheduled meetings where you ask each employee the same questions enables you to gauge a common problem or improvement.
The employee Net Promoter Score (eNPS) is a simple and reliable metric that helps you measure employee satisfaction.
The eNPS aims to give a quick snapshot of employee loyalty and engagement with one question: “How likely are you to recommend our company/brand to a friend or colleague?”
It’s one thing to be happy at work, but would your employees be willing to recommend the organization as an excellent place to work?
Exit surveys can be used in a variety of situations. Companies can use them when an employee leaves and with new hires to understand how they feel about the company before they begin their employment.
They are a great way to get honest feedback because the employees leaving your company are less likely to give inaccurate input out of fear. This makes exit surveys a goldmine of honest feedback!
With a detailed employee engagement questionnaire, focus groups allow you to measure employee likes, dislikes, and attitudes through a representative sample. You can choose participants from different departments to create a diversified group and get varied feedback.
Focus groups help companies identify potential issues affecting employee motivation. Participants can also provide valuable feedback on improving overall engagement levels across the business.
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Asking the right questions is essential to getting valuable and actionable feedback from employee engagement surveys.
To compile an employee engagement questionnaire that fits your organization’s needs, you’ll need to categorize questions that reflect those needs.
Here are 10 valuable employee engagement survey questions to get you started:
Satisfaction is a key factor in employee engagement. Getting your employees’ feedback on how they feel about their work and the organization is essential. The more satisfied your employees are with their jobs and employer, the more likely they will stay and help the company succeed.
1. Are you proud of working for [organization]?
2. Are you satisfied with your current compensation and benefits?
A company's brand is its most important asset and can often be hard to define. So, how can you find out what your employees think about your brand and how it aligns with the company's values? By asking the right questions.
1. Do your [organization]’s vision and values inspire you?
2. Do others provide you with recognition for your accomplishments at work?
3. Do you think that the company cares about your physical and mental wellbeing?
Communication is one of the most important aspects of a healthy workplace. Communication between employees and their managers directly impacts how engaged employees feel at work. Some questions to include are:
1. Do you feel comfortable contributing ideas and opinions in our workplace?
2. What's your working relationship like with colleagues?
The value of free text or open-ended questions is that they can provide qualitative data.
These questions can be designed to either gather general feedback from employees or used under specific categories. Managers can also use them to open up conversations with their employees. Some questions include:
1. Are there some things we are doing great here or not doing so great?
2. Is there something else you think we should have asked you in this survey?
3. How can we help improve your engagement at work?
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The findings of your employee engagement survey can positively impact your business. So, it's not enough to ask valuable questions; analyzing the results is equally important.
By either starting or improving upon programs to make your workforce happier, you'll notice a direct correlation with how well your team does at reaching goals and objectives.
So take the time to consider these questions, and utilize them for the best possible outcome for you, your employees, and ultimately, your business.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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