A comprehensive list of the most important questions to include in your employee engagement survey. Question categories include:- The Organisation, Strategy & Culture Communication My Work Management Leadership Opportunities Reward Recognition Training and Development Quality of Life Teamwork Plus demographic and open questions for added insight.

1. 100+ Sample Employee
Engagement Survey
Questions

2. Introduction
• This document is a detailed library of questions to be included in an Employee
Engagement Survey
• These questions include a combination of demographic fixed-choice
questions, statements on a 6 point agreement scale and open questions
• The key driver statements are the only mandatory questions – all other
statements are optional and dependent on your requirements
• New questions or statements can be added to suit the nature of your
organisation and workforce structure
Instructions
1. Review the questions provided in the document
2. Select the categories to be included in your survey
3. Select the statements to be included in these categories
4. Select any fixed-choice, demographics and open questions
5. Add in any additional categories, questions, options or instructions

3. Why Measure Employee Engagement?

4. Employee Engagement Survey Categories
The following categories have been shown to make up the majority of an
employee’s day-to-day engagement at work
Click on a category to be taken to example statements
• The Organisation, Strategy & Culture
• Communication
• My Work
• Management
• Leadership
• Opportunities
• Reward
• Recognition
• Training and Development
• Quality of Life
• Teamwork

5. Key Drivers (Hewitt’s methodology)
KEY DRIVERS STATEMENTS
SAY
Given the opportunity, I tell others great things
about working here
I would not hesitate to recommend this
organisation to a friend seeking employment
STAY
I rarely think about leaving this organisation to work
somewhere else
It would take a lot to get me to leave this
organisation
STRIVE
This organisation inspires me to do my best work
every day
This organisation motivates me to contribute more
than is normally required to complete my work
To what extent do you agree or disagree with the following?

6. The Organisation, Strategy & Culture
The Organisation, Strategy & Culture
Producing quality work is a top priority within this organisation
This organisation encourages new ideas and innovation
I can approach management with suggestions and criticisms
At work we are direct and honest in all our communications
Employees are always treated with respect
Changes to the way we do things are well managed
This organisation has a good reputation as an employer
I can envisage myself working at this organisation one year from now
I have a sense of security in my job
My position in this organisation is strong
Health and safety is a top priority within this organisation
We are quick to apply resources to new ideas that will drive future success
Changes to the way we do things are well managed and help us to deliver better performance
The organisation is well prepared to meet the challenges of the next 12 months
I am confident the company will grow in the next 12 months
The organisation is going in the right strategic direction
The organisation is changing for the better
The organisation is getting better at utilising new technology
This organisation is responsive to the changing needs of our customers/clients
I feel a strong connection to this organisation's brand and culture
The organisation’s strategy drives our plans and what we do
This organisation's goals and objectives provide meaningful direction for me

7. Communication
Communication
If asked, I could clearly explain the vision for this organisation
I have a good understanding of the organisation’s goals and objectives
I understand how my work supports the organisation’s goals and objectives
I have access to the information I need to do my job well
I am consulted, where appropriate, when major changes are made which affect me
Employee opinions and suggestions are given significant consideration in the organisation’s
decision making process
Communication at this organisation keeps me up to date with what I need to know
I feel I can trust what this organisation tells me
There is good communication between the different departments
I get to find out the reasons and rationale behind any key changes that happen within the
organisation

8. My Work
My Work
I know what is expected of me at work
I get a sense of accomplishment from my work
I know clearly whether I am making progress towards my goals
The work processes we have in place allow me to be as productive as possible
Our tools and technology allow me to do my job well
I look forward to coming to work every day
I feel involved in decisions that affect my work
The technology, tools and resources I have access to, allow me to be as productive as possible
As long as I get the job done, I have the freedom to work in a way that suits me
I feel I am contributing towards the organisation’s overall goals
I have a clear understanding of what is expected of me at work
I am given enough authority to make decisions I need to make
I am given enough freedom to make decisions I need to make
I have a very clear job description for my role
I can see how my role contributes to the success of the wider organisation
The volume of work I have in my role is manageable
Taking everything into account, the targets (standards) that I am required to achieve in my
role are set at a fair level
I feel that I am trusted to make my own decisions about how best to do my job
I am happy with the way that work is allocated in my part of the business

9. Management
Management
My manager provides me with the support I need to succeed
My manager keeps me informed about how well I’m meeting my goals/ objectives
My manager provides valuable feedback that allows me to improve my performance
My manager appropriately recognises my efforts and results
My manager develops a positive team atmosphere
My manager acts with integrity
My manager has the skills, knowledge and resources to manage the team well
My manager encourages and empowers me to take the initiative and suggest improvements
My manager inspires me to higher levels of performance
My manager holds all employees accountable for setting and working towards agreed goals
My manager encourages different points of view
My manager is available to coach and develop each team member
My manager and I have regular discussions about how well I'm meeting my goals and objectives
My manager allows me the time to undertake career development activities
My manager regularly seeks feedback on his/her leadership style
My manager treats me with respect
My manager treats me fairly
My manager asks me for my input to help make decisions
My manager handles my work-related issues satisfactorily
My manager is open and honest
My manager is available to coach and develop me

10. Leadership
Leadership
I see strong evidence of effective leadership from my department leader
My department leader is open and honest in communication
My department leader cares about what is on employees’ minds
I trust the directors / senior management to deliver that vision and the goals of the organisation
My department leader is appropriately visible and accessible to employees
I trust the my department leader to appropriately balance employee interests with those of the
organisation
My department leader acts in ways to inspire a strong commitment to our goals
I see strong evidence of effective leadership from my department leader
My department leader acts with integrity
My department leader fills me with excitement for the future of this organisation
My department leader treats employees as this organisation’s most valued asset
I understand the mission/purpose of my department
I have a clear understanding of the organisation’s direction
My department leader helps me to see how changes made today will affect the organisation in the
future

11. Opportunities
Opportunities
My future career opportunities here look good
The performance review process helps me focus my work efforts to help the organisation
achieve its goals
I have opportunities to develop skills to achieve my career goals
There are sufficient opportunities within the organisation for me to advance and take on
greater responsibility
The organisation focuses on promoting the people best equipped to meet the future needs of
this organisation
I want to develop my career within this organisation
If I perform well in my role, it will lead to opportunities for me to progress

12. Reward
Reward
My performance has a significant and direct impact on my pay
I am paid fairly for the contributions I make to the organisation’s success
My pay matches my job performance
I feel I am adequately paid compared to my colleagues at other organisations
The way this organisation rewards people helps produce the results we want
My salary and benefits package meet my (and my family’s) needs well
My pay is fair for my responsibilities
I am satisfied with the organisation’s overall benefits package
I feel that I am fairly paid in comparison to similar people in similar roles WITHIN this
organisation
I feel that I am fairly paid in comparison to similar people in similar roles OUTSIDE this
organization

13. Recognition
Recognition
I receive appropriate recognition (beyond my pay) for my contributions and accomplishments
The organisation recognises employees for good work performance
The organisation recognises employees for the behaviours and results that will help the
organisation succeed
I am rewarded for exceeding my goals
I receive recognition when I do a good job
In the last week I have received recognition/praise for doing good work
Employees are recognised for good work performance

14. Training and Development
Training and Development
The organisation provides training to help me build skills that are valuable to me
There is an effective process to help me identify any development needs
My manager encourages and supports my development
In the last 6 months my manager has talked to me about my progress
When I started work I received as much induction training as I needed
My manager has regular meetings with me to discuss my progress
The performance appraisal process clarifies my objectives for the year

15. Quality of life
Quality of life
The physical work environment is appropriate for the type of work I do
The balance between my work and personal commitments is right for me
My regular work location is convenient for me
My work-related stress is manageable for me
I can keep a reasonable balance between work and personal life

16. Teamwork
Teamwork
My co-workers and I work well together to achieve our goals
My co-workers respect my thoughts and feelings
My co-workers and others increase my overall job satisfaction
I enjoy the organisational culture and my interactions with colleagues
My fellow employees are committed to doing quality work
I feel part of a team working towards a shared goal
At work my opinions seem to count
Teamwork is valued and encouraged by my manager
I have a good friend at work
I see teams working together effectively across different departments
I believe that someone new coming in to the organisation would see it as a place that values teamwork

17. Demographic Question Categories
The following demographic questions are useful for sub group analysis
• Department
• Location
• Length of service
• Job seniority e.g. director, manager, supervisor, employee
• Job role e.g. full time or part time
• Contract e.g. permanent member of staff or contract worker
• Age
• Gender
• Nationality
• Highest educational qualification

18. Open (Free Text) Questions
The following open questions can help deliver richer insight and add meaning to
the quantitative results
• What are the best things about working for this organisation?
• What would you like to see improved?
• Based on your previous experiences, is there anything the organisation does
not do that you feel it should be doing?
• If you could give your Manager advice on how to more effectively manage
your team, what would that be?
• If you could give the Leadership Team advice on how to more effectively lead
the business, what would that be?

20. About Us
Robust Insight is a boutique market research consultancy specialising in
employee engagement surveys
• We work with end clients and other agencies to deliver outstanding insight
• We offer a complete package of employee engagement services, including:-
 Exploratory research and stakeholder engagement meetings
 Questionnaire design
 Fieldwork – online, over the phone, paper or face-to-face
 Advanced analytics and reporting
 Data visualisation and infographics
 Presentations and workshops
 Implementation and action planning
 Due to our competitive business model our prices are typically half that of
other agencies

21. Scott is a highly skilled researcher and analyst who has worked on
numerous Kidspot projects, ranging from campaign effectiveness
studies to deep research pieces and our employee engagement survey.
He is exceptionally thorough and prompt, and continuously offers new
and interesting ways of presenting data. I recommend Scott's services
to anyone looking for assistance with research and insights.
Imogen Griffiths,
Kidspot Australia
Client Testimonials
Scott is an expert in the
interpretation and presentation
of complex research. Reliable
and conscientious, he produces
great results on time and
with minimum fuss.
Professor William Scott-Jackson,
Oxford Strategic Consulting
Scott has provided analysis services (both
quantitative and qualitative data) for me on
several occasions and has always provided
outputs of an exceptionally high standard. Scott
is a pleasure to with, he always delivers on time
(or early!) and on budget and is always willing
to discuss your needs and provide helpful
suggestions as to how to approach the work
in hand. I would highly recommend Scott.
Dr Kathy Seymour,
Seymour Research

22. scott@robust-insight.co.uk
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