What is an employee engagement survey?
An employee engagement survey is a tool designed to measure how connected, satisfied, and committed employees feel toward their work, their team, and the organization as a whole. These surveys dive into various aspects of the employee experience, helping organizations understand what drives their workforce and where they might be struggling. This goes beyond simply liking the job; it’s about feeling proud of the organization, believing in its mission, and being motivated to give your best. Employees who are engaged tend to see how their work contributes to the bigger picture, which fosters a deeper sense of purpose and connection.
Engagement also involves teamwork and collaboration. Employees who work well with their colleagues and feel supported by their team are more likely to feel satisfied and invested in their roles. Another key factor is the ability to perform well. When employees have the resources, tools, and environment to do their jobs effectively, it strengthens their sense of accomplishment and value. One of the strongest drivers of engagement is feeling valued and involved. Employees who are included in decision-making processes and given opportunities for personal and professional growth are more likely to feel committed to the organization. This sense of involvement grows through open communication, recognition, and opportunities for career advancement. These surveys aim to uncover how well these elements are being met within the organization.
What can you measure in an employee engagement survey?
- Job satisfaction: Measures how content employees are with their roles and responsibilities, often linked to higher engagement levels.
- Employee motivation: Assesses what drives employees, whether it's personal growth, recognition, or alignment with company values.
- Workplace culture: Gauges employees' perceptions of the company’s environment, values, and trust levels.
- Leadership effectiveness: Measures employees' views on leadership, communication, and the support they receive from management.
- Career development: Focuses on whether employees feel they have growth opportunities and a clear career path.
- Work-life balance: Assesses how employees manage their work and personal life, impacting overall well-being and engagement.
Types of employee engagement surveys
Based on purpose and frequency:
- Annual surveys: Comprehensive, long-form surveys conducted yearly or bi-annually to assess overall engagement trends.
- Pulse surveys: Shorter, more frequent surveys conducted quarterly, monthly, or even weekly to track changes and get real-time feedback.
- One-Time surveys: Conducted for specific events, initiatives, or feedback requests, such as onboarding or exit surveys.
Based on scope:
- Company-wide surveys: These surveys assess engagement across the entire organization, providing insights into the collective sentiment of employees.
- Department or team-specific surveys: These focus on particular groups or teams within the organization, helping to identify localized engagement challenges.
- Role-specific surveys: Tailored to specific job functions or levels, these surveys focus on how employees in particular roles feel about their work, responsibilities, and career growth.
Commonly used models for employee engagement surveys
When it comes to measuring employee engagement, some questionnaires have become go-to tools for organizations around the world. These tried-and-tested surveys offer a clear window into employee sentiment and help leaders make meaningful improvements. Below are some of the most recognized and commonly used questionnaires:
Gallup Q12
The Gallup Q12 is one of the most well-known and frequently used employee engagement surveys, created to measure the factors that have a direct impact on both performance and overall satisfaction in the workplace. It consists of 12 questions that target key aspects of the employee experience. These include clarity of expectations, which helps determine if employees understand what is expected of them in their roles; recognition and praise, which measures how often employees feel acknowledged and valued for their contributions; and opportunities for development, assessing whether employees feel they have room to grow and advance their skills within the organization.
Utrecht Work Engagement Scale (UWES)
The UWES measures engagement through three core dimensions:
- Vigor: This dimension measures the energy and resilience employees bring to their work. Employees with high vigor demonstrate consistent enthusiasm, a willingness to invest effort, and perseverance, even in challenging situations.
- Dedication: Dedication reflects the emotional connection employees have with their work. It captures feelings of significance, pride, and inspiration, indicating how meaningful and rewarding they find their roles.
- Absorption: Absorption assesses the extent to which employees are deeply engrossed in their tasks. High scores in this area suggest that employees are so immersed in their work that time seems to pass quickly, and they find it hard to detach from their activities.
Job Satisfaction Survey (JSS)
The Job Satisfaction Survey (JSS) is a widely used tool designed to evaluate employee satisfaction across nine key job facets. These facets include pay, promotion opportunities, supervision, benefits, and working conditions, as well as the nature of the work itself, communication within the organization, and relationships with coworkers. While the JSS does not focus solely on engagement, it offers a comprehensive understanding of the factors that influence employee morale, job satisfaction, and productivity.
Maslach Burnout Inventory (MBI)
The Maslach Burnout Inventory (MBI) is a widely recognized tool for assessing burnout in the workplace, often used alongside engagement surveys to offer a comprehensive view of employee well-being.The MBI evaluates three core dimensions:
- Emotional exhaustion: Gauges the extent to which employees feel emotionally drained or overextended by their work.
- Depersonalization: Measures feelings of detachment or impersonal responses toward colleagues, clients, or tasks.
- Personal accomplishment: Assesses employees' sense of competence and achievement in their work, with lower scores often indicating signs of burnout.
Kahn Model of Engagement
The Kahn Model of Engagement focuses on three key psychological conditions that influence employee engagement:
- Meaningfulness: Employees feel their work is important and makes a difference. They see value in their role and its contributions to the organization.
- Safety: Employees feel secure and supported in their work environment. This includes having respectful relationships and knowing they can express themselves without fear of judgment or negative consequences.
- Availability: Employees have the physical, emotional, and psychological resources they need to fully engage in their work. This includes having time, energy, and focus to perform their tasks effectively.
Aon Hewitt Engagement Model
Aon Hewitt’s model focuses on three key behaviors of engaged employees:
- Say refers to employees who speak positively about the organization to others. Engaged employees are more likely to act as ambassadors, promoting the company's values, products, and services both inside and outside the workplace.
- Stay reflects an employee's loyalty and their intent to remain with the company. Engaged employees are less likely to seek opportunities elsewhere, as they feel committed to the organization and its mission. High levels of engagement lead to reduced turnover, fostering a stable workforce and continuity in operations.
- Strive represents employees who are willing to go above and beyond their job responsibilities. These individuals actively contribute to the organization’s success, taking on additional tasks, showing initiative, and demonstrating a strong commitment to achieving the company’s goals.
What questions should you ask in an employee engagement survey
When creating an employee engagement survey, it's important to focus on a mix of areas that impact employees' daily experiences, such as job satisfaction, leadership effectiveness and work-life balance. The questions should be clear, concise, and designed to capture both, quantitative and qualitative data. Here are some examples:
Job satisfaction
- How satisfied are you with your current role?
- Do you find your work meaningful?
- Are your daily tasks aligned with your skills and interests?
- Do you feel confident in what’s expected of you in your role?
Workplace culture
- Do you feel the company’s values align with your personal values?
- Do you feel respected by your colleagues and management?
- Is the workplace environment inclusive of diverse perspectives and backgrounds?
- On a scale of 1 to 10, how likely are you to recommend our organization as a great place to work?
Leadership effectiveness
- Does your manager provide clear guidance and set realistic expectations for your role?
- Do you feel your manager values your input and ideas?
- How effectively does leadership communicate company updates and decisions?
- Do you feel leadership is transparent and approachable?
Career development
- Are the tools and resources available to you, sufficient for you to succeed in your role?
- Do you feel there are opportunities for growth and advancement within the company?
- Have you received actionable feedback that helped you improve your performance?
- Do you feel the company invests in your professional development?
Team collaboration
- Do you feel your team works effectively together to achieve goals?
- Do you feel comfortable sharing your ideas with your team?
- Do you feel your contributions are recognized and valued by your team?
- How often does your team celebrate successes together?
Recognition and appreciation
- Have you recently received acknowledgment or appreciation for your efforts at work?
- Do you feel valued for the work you do?
- Are your efforts acknowledged by your manager and peers?
- Do you feel the company celebrates employee achievements adequately?
Work-Life Balance
- Do you feel you have a good balance between your work and personal life?
- Do you feel supported in taking time off for personal or family needs?
- Does your workload feel manageable on a daily basis?
- Do you feel the organization promotes mental health and well-being?
Alignment with organizational goals
- Can you clearly see how your work supports the organization’s larger mission?
- Do you feel the company’s goals are clear and realistic?
- Are you motivated by the company’s mission and vision?
- Do you feel the organization makes a positive impact on its customers or community?
Employee engagement survey best practices
When conducting an employee engagement survey, it’s important to follow best practices that encourage honest feedback and lead to actionable insights. Here are some key practices to keep in mind:
- Ensure anonymity so employees feel comfortable providing honest feedback.
- Ask clear, actionable questions that focus on areas for improvement.
- Conduct surveys regularly to track progress and measure changes over time.
- Share the survey results with employees and let them know what actions will be taken to address concerns.
- Act on the feedback to show employees that their input leads to meaningful change.
- Place demographic questions at the end of the survey to avoid discouraging participation early on.
- Avoid invasive or irrelevant questions that could reduce response rates.
- Steer clear of using biased language or metaphors that may influence responses.
- Don’t combine unrelated topics in one question, as it can confuse respondents and affect the quality of the feedback.
