If your organisation wishes to grow and strengthen its market share, it’s imperative that your employees are completely engaged. If you do not have employees who are deeply engaged, they won’t be in a position to reach their full potential, and as a result, you as an organisation will have a tough time achieving your organisational goals.
Although this isn’t a new fact and most of the organisations are aware of the significance of Employee Engagement, organisations across the world have a serious issue addressing engagement. As per a recent report shared by Gallup, only 33% of workers are completely engaged. When you have employees who aren’t engaged, they are obviously not going to be productive. Another flip side of having non engaged employees is that they can easily rub it off on to their colleagues, thereby bringing down the overall productivity of the team by a few notches.
If your organisation is also one of those that aren’t sure whether your employees are engaged and how to measure it, do not stress. You are not alone! Many companies are also in a similar position which is exactly why the overall global employee engagement statistics are at an all-time low.
While the statistics may be grim, however, the good news is that it is relatively simple to figure out the level of employee engagement in your team. One of the easiest ways is to question them directly. However, since not every employee is comfortable voicing their concerns, the best approach is to roll out anonymous pulse surveys. Let’s take a look at some of the more compulsory employee engagement questions that should be included.
Commonly Asked Employee Engagement Survey Questions
Creating comprehensive Employee Engagement Survey questions not always that easy. It involves a great deal of hard work, but the good news is that it isn’t unachievable. This article highlights the right kind of employee engagement survey questions that you should ask your team during these pulse surveys. These questions have been scientifically and psychologically proven to deliver excellent results. Let’s go through these simple and straightforward questions.
What is the Overall Satisfaction Level
A lot of factors usually fall in this general workplace satisfaction category. While there are a lot of questions that you can ask to probe into the details, it is always helpful to gain an overall perspective on the satisfaction level of your employees first. The following questions will help you gain a general perspective on how satisfied or dissatisfied your employees are:
- On a scale of 1 to 10, how happy are you at work?
- On a scale of 1 to 10, how would you rate the culture in your organisation?
- On a scale of 1 to 10, what are the chances of you leaving your current job for a 10% pay rise by another company?
How Valued and Appreciated do Your Employees Feel
According to a recent Employee Engagement Report, only around 25% of employees feel valued at their workplace! Since recognition and appreciation are two significant factors that drive employees to meet expectations and work hard, this percentage is indeed an alarming news! Hence, you need to ask the following questions to gain a perspective on this particular aspect:
- Have you received any recognition from your manager in the past two weeks?
- On a scale of 1 to 10, how valued do you feel at your workplace?
Are your Employees Satisfied with their Peers
Did you know that peers or colleagues at work are the top driving factors for employees to push themselves that extra mile? As shocking as it may seem, it is indeed a significant factor! Hence you must certainly measure the satisfaction level of your employees with their colleagues or peers by asking the following question:
- On a scale of 1 to 10, how would you like to rate your peers or your colleagues at work?
Tip: In case you figure out that your employees are not too satisfied with their peers at work, you may take the help of a peer to peer recognition tool to address this issue.
Are your Employees Satisfied with their Supervisors
There is a popular saying which says that “No one quits their job, people quit their managers!” This holds true often. Many a time-continuous dissatisfaction with immediate supervisors is a major driving factor of employee disengagement. So, you must probe this dynamic factor by asking the following question:
- On a scale of 1 to 10, how would you like to rate the performance of your immediate supervisor?
Do your Employees Feel There are Opportunities for Growth?
Research has proved that one of the highest factors contributing towards employees quitting their jobs is owing to lack of opportunities for their growth. Ask the following question to probe into this aspect:
- On a scale of 1 to 10, how would you rate the growth opportunities you have received to date?
Do your Employees Feel a Sense of Pride to be a Part of Your Organisation?
It is quite important for you to understand if your employees believe in your mission and the way you conduct your business or are they just interested in your paycheck.
- On a scale of 1 to 10, how likely are you recommend the services and products of our organisation to a colleague or a friend?
- On a scale of 1 to 10, how do you think we are faring as an organisation in servicing our customers?
While all of these recommended questions are no doubt important, you should never forget to ask the ‘Why’ as well! When you get to know why your employees gave a certain response, it will give you a much better understanding of the associated factors. When you attain all that information and knowledge, you will be in a much better position to bring about positive changes to improve the level of employee engagement in your organisation. When you have an engaged task force, the sky’s the limit for your organisation!
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