What questions should you include in your next employee engagement survey? Below we’ll explore 10 of our 35 questions from our PEARL model, which help us to measure and improve your company culture.
At People Insight, we designed PEARL™ to measure employee engagement accurately. Our model was created by our team of experienced psychologists and data scientists, who reviewed the latest employee engagement, stress and wellbeing literature. They also carried out primary research across hundreds of clients and analysed over twenty million data points. By looking at the key drivers of engagement, we can work with you to create questions that reliably assess the various indicators that affect the employee experience at your company, which we have divided into five camps:
Using these indicators, we create revealing, valuable survey questions that highlight any red flags. By addressing any pressing issues or concerns, we help companies improve levels of engagement and create more motivational working environments.
Below, we have listed a sample of ten of the employee survey questions you should consider asking your team members to gain a clear understanding of their employee experience. Our questions take the form of statements that employees rate between 1 and 5, with 1 being “Strongly Disagree” and 5 being “Strongly Agree”.
1. I Believe Action Will be Taken as a Result of this Survey
This is a highly important question to ask, and shows real transparency that you as an organisation want to know the answer! There is no point conducting an employee survey if nobody thinks any good will come of the exercise. The first time you survey, employees may be sceptical or positive — you are setting a baseline expectation. When you begin to see positive ratings for this question, you will know your employees have faith in the company’s ability to take aboard feedback and act on it. It becomes a key parameter across the organisation, and each time you repeat the exercise. This will encourage employees to approach managers with feedback on other occasions, as well.
2. Senior Leaders Make the Effort to Listen to Staff
Thanks to a Gallup poll, we know that senior leaders and management have a significant impact on employee engagement levels. This question needs to be asked because it reflects whether employees feel respected and valued by leadership. Low scores for this question indicate employees feel superfluous and disengaged. Make it clear that you are always open to employee feedback, and when you get it, make efforts to turn thoughts into action. In many ways, this question ties in nicely with the question above — there needs to be a cycle of listening and then acting, and employees need to believe in this cycle.
3. I Would Like to Still be Working Here in Two Years’ Time
If you have problems with employee retention, this is a question you need to ask. Engaged employees are loyal employees, but if employees aren’t getting what they need out of their role and out of the company, they will (understandably) look for opportunities elsewhere. If you notice negative ratings on this question, you can compare the results against the remaining questions on the employee survey to understand what factors are driving employees to leave — once you have a more solid understanding, you can start turning things around.
4. I Feel Valued and Recognised For the Work I Do
Feeling undervalued is a frequent key driver of disengagement. When hard work is acknowledged by management, the result is happier and more productive staff. Recognition doesn’t have to come at a high price, and even small companies can effectively reward their employees — for inspiration, check out our employee appreciation ideas you can start today.
5. People Help and Support Each Other Here
This question can indicate problems with collaboration and teamwork, which are vital for solving problems facing organisations. Problems with teamwork and collaboration are fairly universal. In fact, even non-profit businesses have issues in this area.
A supportive and friendly company culture is vital for success. This question, and subsequent open-text feedback might indicate issues of trust between teams, perceptions of different treatment of one team versus another, competing priorities, or simply a lack of communication.
6. This Company is Committed to Doing High-Quality work
This question speaks to employee perception of quality of services and organisational values. It’s been shown that modern employees want to be given purpose and meaning in their careers — this is easier to accomplish when people are aware of, and support, company values and ethics.
This question also ties into the employee’s pride in the service and/or products the company provides, as well as whether the company’s brand aligns with their own personal brand. This is important for long-term retention and happiness.
7. I Understand the Aims and Objectives of my Organisation
This question is crucial in terms of alignment. Employees should understand company goals, direction and values so they are armed with all the information they need to perform their job well. The more informed an employee is, the better equipped they are to make decisions that support company values and objectives.
8. I can get the Training and Development I need to do My Job
One of the most important roles of human resources is to ensure employees are given ongoing training and development opportunities. Not only should employees be given the right training to perform their current job effectively, but they should also be offered growth opportunities and development opportunities to allow them to reach their full potential. Personal growth can also be a useful retention tool — it’s been shown that Millennials are more likely to stay in a job that offers an opportunity for development.
9. I Can Cope Comfortably With My Workload
This question is highly relevant in terms of employee burnout, job satisfaction and work-life balance. Unfortunately, very engaged employees may score negatively here, pushing themselves to achieve more and more when inspired. When overworked, employees experience a considerable amount of stress, and their personal life suffers as a result. Health and wellbeing are vital considerations for modern organisations and ones you should monitor. At People Insight, we have done research to show you can by asking an index of particular questions.
10. I have the Freedom I need to Get on with my Job
Workplace autonomy shouldn’t be considered a perk. It is a necessity for an employee to feel engaged and passionate about what they do. According to best-selling author Dan Pink, if you want employees to feel a sense of ownership and pride in what they do, you need to give them a sense of independence. Employees, Pink suggests, strive for autonomy, mastery and purpose at work. The more autonomy you give employees (within parameters) the more you will get out of them.
This question reveals a lot about trust and micromanagement. There is nothing more unmotivating than a lingering manager who is constantly present, but only to breath down your neck and question your every move. If you recruited wisely, you hired ambitious, intelligent adults. They deserve to be treated as such, or they will likely leave for a more progressive organisation.
Through bespoke employee surveys, we help to create companies that are more engaging and enjoyable to work in. Find out how we can help you measure engagement today. Get in touch about an employee engagement survey.
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