Most Common Employee Engagement Survey Topics
The Most Important Employee Engagement Survey Topics
In order for employee engagement surveys to be most effective, they should be customized and relevant to your business and your workforce. But how do you know which employee engagement survey topics to include within your questionnaire?
First, start by looking at they type of business you’re in. How many people do you employ? What’s the work environment like? At Flex Surveys, we’ve developed three different employee engagement survey options that are based on companies’ needs and the employee engagement survey topics that typical employees are most likely to respond to. For example, sales clerks in retail outlets face different circumstances than office workers; you’d need to ask different questions to determine their levels of engagement and satisfaction.
You will also want to examine the current state of your business. In an article for Inc., Tim Donnelly suggests looking at whether your company is expanding or downsizing. Or, are you facing the possibility of a merger in the near future? Could you be in the process of relocating your offices? Situations like these can color the attitudes your employees have, and these issues may need to be included within you employee engagement survey topics.
With these concepts in mind, start customizing the employee engagement survey questionnaire. Flex Surveys examines 11 different employee engagement survey topics that can be tailored to your specific needs.
The social environment of your workplace is a major factor in how engaged your employees are. Do they enjoy coming to work? Do they enjoy working with their peers? Do they feel pressured by their peers in their day-to-day tasks? Issues such as workplace bullying can also be examined on an employee engagement survey.
Quality of Supervision
Employee engagement surveys are a perfect way to gauge how employees feel about their supervisors. The privacy and security afforded by employee engagement surveys gives workers the chance to speak honestly and freely about the leadership, guidance, and encouragement they receive from the people they report to.
Job & Role Clarity
Sometimes the boundary lines of a job become blurred, particularly if your company is experiencing rapid growth or downsizing. Employees need to know their responsibilities and how they relate to others in the workgroup. Questions on an employee engagement survey about job and role clarity can help human resources and upper management identify where adjustments need to be made, responsibilities shifted, or new positions created.
The physical environment of a workplace can have a huge impact on the productivity of your employees, as well as their attitudes towards the company. Is the office well lit and clean? Are there adequate restrooms and break rooms? Is the location of the office safe? These may seem like simple questions to ask on an employee engagement survey, but they may reveal problems that you didn’t realize existed—problems that could negatively affect your employees’ satisfaction.
Do your employees have the tools and resources they need to do the job? You may think that your computers, telephone systems, or Internet speed are adequate, but those who are doing the work on a daily basis may disagree. Ask questions on your employee engagement survey about whether workers have the things they need to get the job done.
Questions regarding compensation on an employee engagement survey may address whether employees feel they are fairly compensated for the work they do. Do they feel that their pay is higher or lower than average for their geographic location? Do they believe that they are given a fair chance to increase their pay through annual reviews, merit raises, or promotions?
How do employees feel their benefits package measures up against other companies in the area? Are they satisfied with their insurance coverage and premiums? Are retirement benefits on par with the competition? Ask questions on your employee engagement survey to find out what you could add to the benefits package that would make employees more satisfied.
Members of your senior management team may not realize how they are perceived by the people they lead. Employee engagement surveys should include questions about whether senior management is in touch with workers, whether top executives are visible across the company, and whether senior leadership cares about the people who report to them on the organizational chart.
Do employees feel that there is open communication between all levels of the organizational chart? Do they know what’s going on in other departments or divisions of the company? Is the amount of communication too frequent, not frequent enough, or just right? Your employee engagement survey can also examine how employees prefer to receive communications (e.g., face-to-face, email, print newsletter).
Use your employee engagement survey to find out if workers understand how important customer service is to your corporate culture. Do they believe they’re delivering service at that level? Are they motivated to do so on a daily basis? Do they believe customers approve of the service they receive?
Learning & Development
Are there opportunities for employees to learn new skills and develop their strengths? Is this an area where employees want more options? If so, ask what types of programs they’d like to see on your employee engagement survey.
As you can see, there are many issues to examine when deciding which employee engagement survey topics to include. These employee engagement survey topics are just the tip of the iceberg. When you choose Flex Surveys, each of these dimensions is highly customizable. We’ll create questions that are specifically tailored just for your workforce. Contact us today to learn more.
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