Everyone understands that employee engagement is important, but knowing exactly where your business stands is much more difficult. If you aren’t able to keep your workforce engaged, their work quality will suffer, and they will become unhappy. Even monetary solutions are only a temporary fix. Most employees today prefer an engaging environment to an increased income. So how do you tell if your employees are invested and how do you keep top talent engaged? As simple as it might sound, ask them. While most companies regularly rely on customer satisfaction surveys, very few effectively implement employee satisfaction questionnaires. So to help you get started, we’ve put together the 10 best survey questions to measure and improve employee engagement.
10 Survey Questions To Measure Employee Engagement:
Do You Clearly Understand Your Organization’s Objectives?
When an employee joins your company, it’s natural for them to pull from preexisting knowledge. Over time, your employees should fully acclimate to the role and understand your unique business and its strategies. Asking employees to explain these goals will help you understand their perception of the company.
Are You Comfortable In The Physical Workplace?
While a business should always be a professional and appropriate environment, that doesn’t mean it has to be stiff or uncomfortable. Basic accommodations like changing desks, rearranging details or even offering flexible hours or remote work opportunities are relatively simple ways to offer additional convenience and improve employee engagement at the office.
Are You Proud To Be Part Of Your Current Team?
Team dynamics play a critical role in employee happiness, work ethic, and engagement. Employees work with and report to their teams frequently and every encounter will either discourage or improve employee engagement. When employees are excited and happy with their teams and work well together they naturally produce better outcomes. Unhappy or ineffective teams waste time, drain money, and destroy engagement.
Does Your Manager Treat All Team Members Fairly?
Most employees leave managers, not companies. If a manager is unfair or too lenient to an employee, intentionally or unintentionally, it can create real problems for the future. Even if only a few employees are being treated poorly, it can have negative effects across the organization as team members hesitate to work with someone who cannot control their bias.
Do You Have At Least One Office Friend?
While outside support may temporarily support employees, it isn’t the same as having a friend inside the organization who understands and is a part of the environment. Employees need a friend in the office to celebrate with, provide support, and turn to in times of need. Thankfully, today’s collaboration tools make connecting with coworkers across the organization and finding a real office friend easier than ever.
Are You Interested In Your Current Tasks?
Every job has unpleasant or boring aspects to it, but an employee who is genuinely uninterested in his or her job requirements will struggle to stay engaged. If employees are disinterested or unhappy with their current position there might be an easy solution. Employees may be able to transfer to another open position within the organization or sometimes simple task rearrangement or reframing can solve the problem.
Do Your Supervisors Understand Your Strengths?
Properly understanding an employee’s talents is essential to building an effective work environment. Employees often become resentful when they feel that their supervisors don’t recognize or acknowledge their unique skills and contributions. Similarly, if supervisors are unaware of hidden talent within their team, projects and assignments will suffer or miss out on potential improvement.
Where Do You See Yourself In Two Years?
Knowing where an employee sees himself or herself in the next two years helps managers and supervisors understand not only how satisfied employees are with the company but also their interests and career path. An employee’s future plans help managers create a retention plan for unhappy employees, as well as help aspiring employees build a roadmap for career success within the organization.
Do You Feel Recognized At Work?
Along similar lines to understanding an employee’s strengths, employees need to be recognized in order to be engaged. When employees feel like their attempts to excel are unappreciated, they quickly lose interest in going above and beyond. Asking employees if they feel recognized will help supervisors gauge how successful their acknowledgment has been and if they need to improve their efforts.
How Likely Are You To Refer A Friend?
Referrals are an indication of both employee engagement and brand loyalty. Employees want the best for their friends and want to introduce them to a successful and productive work environment. Asking an employee how likely they are to refer or encourage a friend to apply will give supervisors an insight into how to improve employee engagement on almost every level.
Getting to know the atmosphere and engagement level of your work environment doesn’t have to be a mystery. MangoApps provides managers and admins with state of the art communication and collaboration software, including outstanding tools for conducting and analyzing both anonymous and identified survey and questionnaires. If you’re ready to improve employee engagement throughout your organization, contact us for a free demo today.