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Want to make disengaged employees a thing of the past? You want engaged employees on your team.
Learn essential employee engagement survey questions for 2024 to boost satisfaction, retention, and productivity with Jotform's expert tips.
Key Takeaways
- Employee engagement surveys are essential to identify and improve workplace satisfaction and productivity.
- Organizing survey questions into clear categories helps gather targeted insights.
- Recognition and feeling valued by leadership strongly influence employee motivation and performance.
- Understanding employee retention intentions can highlight areas for organizational improvement.
- Open-ended questions provide deeper insights and make employees feel heard.
What the video covers
- Disengaged employees negatively impact productivity and profitability, making engagement crucial.
- Measuring employee engagement starts with well-structured surveys ranging from 10 to 50 questions.
- Survey questions should be organized into themes such as job satisfaction, management, retention, and personal growth.
- Sample questions include rating happiness at work, work-life balance, and likelihood to refer a friend.
- Questions about management focus on feeling valued and recognition by supervisors.
- Retention-related questions assess willingness to reapply, potential for growth, and future plans within the company.
- Personal growth questions explore desired new roles and satisfaction with development opportunities.
- Open-ended questions allow employees to express what they love, company strengths, and areas needing improvement.
- Using Jotform's Survey Maker and templates simplifies creating engaging and effective surveys.
- Consistent surveying and acting on feedback lead to a healthier, more fulfilled workforce.
Chapters
- 00:00Introduction to Employee Engagement
- 00:21Addressing Disengaged Employees
- 00:33Overview of Survey Questions
- 01:00Survey Question Themes
- 01:25Employee Satisfaction Questions
- 01:43Work-Life Balance and Referral Questions
- 02:05Management and Leadership Questions
- 02:42Employee Retention Questions
- 03:48Personal Growth Questions
- 04:14Open-Ended Survey Questions
Full Transcript — Download SRT & Markdown
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They're typically the highest performers and set a positive example for their coworkers. Unfortunately, you'll likely also have disengaged employees. These employees tend to be absent, have lower productivity rates, and are less profitable.
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So, how do you get these disengaged employees to level up to their engaged workplace counterparts?
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First, you have to figure out your employees' current levels of engagement and why they're at the level they're at.
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I'm Noel with Jotform. And today, we'll walk through some examples of survey questions you can use to measure overall employee engagement.
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Let's go. Measuring employee engagement is a great place to start. From there, you can implement changes based on the responses you gather. Your changes will help employees feel more satisfied, engaged, and productive.
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As far as the surveys go, they can range widely from as little as 10 questions to as many as 50. Organizing these questions into categories or themes can be helpful. Your survey question themes can include overall job satisfaction,
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job-specific questions, questions about supervisors, and questions about leadership, communication, team dynamics, training, and so much more.
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Let's take a closer look at some of these question categories. Here are some sample questions to use when gauging employee satisfaction.
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Rate your happiness at work from a scale of 1 to 10. This question is straightforward and, if used consistently in surveys, can track employee satisfaction over time.
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How would you rate your work-life balance on a scale of 1 to 10? Your employees need to feel balanced and have adequate time outside of work to live their lives.
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If a friend was looking for work, would you refer them here? You wouldn't refer a friend unless you had great things to say. This question is a good indicator of overall satisfaction.
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If you are considering quitting in the next week, what would your reason be? This can uncover a lot of useful info and highlight areas of concern that you should improve upon.
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Here's some sample questions that help gauge employees' opinions on management and leadership. How valued do you feel at work?
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If an employee feels valued by leadership, they're more likely to be high achieving. If they feel like their work doesn't matter, they're more likely to be under-motivated and underachieving.
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How often does your manager recognize your contributions? Recognition of effort and a job well done is crucial to employee engagement.
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Productivity and performance will decline if managers are not recognizing employee contributions. To get a better look into employee retention, try these survey questions.
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Would you reapply to your current job? Best case is a yes answer, but if you receive a no or not sure, you'll need to dive deep into why your employees aren't fulfilled. Do you think you can reach your full potential here?
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The answer to this question will allow you to see if employees feel like there's room to grow and develop at your company.
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A no means they may not be around for long. Where do you see yourself in 1 year?
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One year is a relatively short time frame in regards to employment. If your employees say no, there are likely issues that need to be addressed.
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You see a job you'd be ideal for on a job board. What do you do?
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This question gauges commitment to your organization. If they're happy, feel like there's growth possible, and feel valued, they'll be around for the long haul.
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We touched a bit on personal growth in the previous section, but these questions can help you deep dive into employee personal growth.
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Which new responsibilities or roles would you like to pursue at this company? How happy an employee is with their current career advancement and opportunities will clearly show their overall satisfaction.
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Do you receive appropriate growth and development opportunities in your current position? Employees want to know that they have the capability to achieve their professional goals. This question can help you gauge if employees at your company are aligned with their personal
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goals as well. Some open-ended questions can also benefit your employee engagement surveys. Try using questions like, What do you love about working here?
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What are the company's greatest strengths? What areas of the company need the most improvement?
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What elements of your job make you dread Mondays? Open-ended questions give your employees the extra opportunity to feel really seen and heard in the survey.
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You can also learn some new info that you weren't expecting to learn since the answer portion is completely open.
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These questions are a great launching off point and a company-wide survey is an awesome way to show employees that their feedback is valued and wanted.
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Once you've solidified the set of questions you want to ask, turn to JotForm Survey Maker or JotForm's survey templates to get the job done.
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With all of JotForm's survey options, you'll not only have an effective survey, but one that's easy and fun for your employees to fill out. With all these survey questions, you'll be well on your way to a healthier and more
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fulfilled workforce. Let's review. If you want to gauge your employees' overall satisfaction, create survey questions that cover these categories: employee satisfaction, management and leadership, employee retention, and personal growth.
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I'm Noel with JotForm. See you next time. Woo!
Topics:employee engagementemployee satisfactionemployee retentionworkplace productivityemployee surveysJotformemployee feedbackmanagement recognitionpersonal growthsurvey questions
