Can you remember the last time you gave an employee survey? If it was recently, kudos to you. If not, now might be the time to start thinking about this effective means of improving workplace morale, engagement, creativity, and productivity. If you are giving out regular employee surveys, are you asking the right questions? Maybe. Maybe not.
One of the most important components of a company culture is engagement. If fact, that’s what keeps people going no matter what situation they find themselves in. Teachers need to constantly come up with ways to engage students, comedians have to come up with new, engaging stand up acts, writers need to create engaging plots and characters. Companies need to create engaging workplaces.
In order to get the most out of an employee engagement survey, it’s important to think carefully about the questions you ask. Not sure what those are? Read on to learn about the top employee engagement survey questions you should be asking.
1. Would you refer a friend to work here?
If someone is willing to refer to friend to work at your company, chances are they really love working there. If not, then there’s a reason they’re not satisfied enough with the company to refer anyone to it.
2. Do you feel confident about your career path within our company?
Career development is something pretty much everyone wants. Change is a good thing, and career minded people equate change with promotions, raises, bonuses, and new challenges. The more an employee is able to grow in their career, the more engaged they will be.
3. On a scale of 1 to 10, how happy are you working for our company.
There’s no beating around the bush on this one. It’s direct and to the point. This is one of those questions that needs to be consistently asked in order to track morale from week to week or month to moth.
4. On a scale of 1 to 10, how happy are you with your work/life balance?
We’ve all heard the saying, “All work and no play makes Jack a dull boy”. That goes for all of your employees, too. If all they do is work and have no social life, the less energized and engaged they’ll feel Monday through Friday.
5. If you were to quit right now, hypothetically of course, why would you?
This is another direct question, yet the answers would be so varied if anyone were to answer yes. If they do, this question gives you an enormous amount of information regarding your company culture.
6. If given the chance, how would you improve employee engagement in the workplace?
This question should get some interesting answers that could really help your company improve upon engagement strategies in the workplace, and it’s also a great way for your employees voices to be heard.
Depending on the size of your company, you may want to give out surveys once a week, once a month, or quarterly. Work with the Human Resources Department to set up a schedule for a year in advance on when you’ll conduct the surveys. Give yourself enough time to collect, input, and study the data from anonymous surveys before beginning the next one. Each survey will help you create the next survey and target your questions to discover more about employee engagement in your business and how you can improve upon it.