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In an ideal world, every company would have a thriving workforce with every employee firing on all cylinders at all times. But that simply isn't the reality. People are human — they have ups and downs. They go through periods of high engagement and performance, and others where they feel disengaged and lack motivation.
As a manager, running an employee engagement survey is a great way to gather insights and track metrics to meet your engagement goals. The right survey questions can help you understand your team, improve employee engagement, boost productivity, and support a healthy work-life balance.
In this article, we’ve broken down employee engagement survey questions into 10 categories. We also cover why employee survey questions matter, how to create them, and tips for rolling them out effectively. With regular pulse surveys, managers can keep up with employee morale and performance and ultimately strengthen team engagement.
Why use employee survey questions?
Employee survey questions help you collect valuable insights you can act on. They give your team a voice, help you identify opportunities for improvement, and ultimately enhance the employee experience.
The benefits of employee surveys
Better insights and progress tracking
Surveys give you insight into employee opinions and experiences. You can spot strengths and weaknesses, set benchmarks, and measure employee engagement over time. They’re especially powerful when you follow up with changes and track survey results over time.
Improved employee engagement and satisfaction
When you know why employees are unhappy, you can take steps to improve morale. Surveys help you understand individual challenges and aspirations, opening the door to meaningful change.
Increased productivity
Surveys reveal what’s impacting employee focus and how to get productivity back on track. They also encourage collaboration and open communication among team members.
Better decision-making
When you have real data from your team, you can make more informed, confident decisions. This boosts the likelihood of successful outcomes.
Reduced employee turnover
Employee engagement surveys help pinpoint the reasons behind turnover. Once you know what’s driving employees away, you can take action to improve employee retention and loyalty.
How to create effective employee survey questions
Now that we’ve covered the value of employee survey questions, let’s explore how to create them effectively.
Key considerations
- Be clear and concise: If you want clarity from responses, your questions need to be easy to understand.
- Avoid intrusive questions: Questions that feel too personal can make employees uncomfortable or disengaged.
- Stay relevant: Keep your questions aligned with the goal of your survey.
Identifying focus areas
- Pinpoint specific areas of the organization: Assessing departments, initiatives, or workflows helps uncover targeted insights.
- Ask about what matters to employees: Find out what they value so you can prioritize the right things.
- Act on urgent issues first: Focus your efforts where they’re needed most.
Types of questions
- Open-ended questions allow for more detailed, insightful responses.
- Closed-ended questions are easier to analyze and help gather measurable data.
- Rating scale questions (like Likert scales) help quantify employee perceptions.
Avoiding bias
- Use neutral language: Avoid wording that pushes respondents toward a specific answer.
- Stay inclusive: Make sure your questions won’t offend or alienate anyone.
- Test your survey: Run it by a small group first to identify confusing or biased questions.
Writing effective questions
- Keep it short: Long-winded questions can confuse people or cause them to lose interest.
- Use simple language: Avoid jargon or technical terms unless absolutely necessary.
- Check for clarity: Use a test group to ensure your survey makes sense.
Need a little guidance on how to conduct your employee engagement surveys? We've got you.
Survey questions to assess employee engagement
Understanding how engaged your employees feel isn’t always easy. The questions below help you assess engagement levels and provide leaders with actionable insights to create a more motivated, productive, and supported team.
1. How would you describe the level of challenge you have at work?
Employee engagement and performance are deeply interconnected but difficult to measure. Employees need to feel challenged enough to grow without becoming overwhelmed. Let them know they’re supported by creating a safe space to take risks fosters learning, resilience, and long-term engagement.
2. Do you know what you need to do to meet your goals and objectives?
When employees have clarity around their goals, they’re more confident and effective. Define key milestones, align on team expectations, and create shared definitions of progress and success.
3. Do you believe your organization is able to reach its objectives?
Transparency around company goals builds trust and helps employees understand how their contributions impact broader outcomes. A shared belief in those objectives boosts morale and engagement across the board.
4. Do you have access to the material resources you need to do your work properly (equipment, supplies, etc.)?
Resources directly impact an employee’s ability to do their job well. Check in regularly to make sure each team member — remote or in-office — has what they need to perform at their best, from tools to equipment to tech support.
5. Do you have access to non-material resources you need to do your work properly (information, training, support, data, knowledge, etc.)?
Knowledge sharing, mentorship, and access to data are just as essential as equipment. To set your team up for success:
- Anticipate their needs for each project
- Provide relevant documentation and systems access
- Create space for cross-team collaboration
6. Do you feel you have enough freedom to decide how you do your work?
Autonomy fosters ownership and accountability. Empower your team to approach tasks in a way that works for them, while maintaining clarity on deliverables. The right balance between independence and collaboration builds engagement and trust.
Explore our guide on the 10 key factors of employee engagement that can help boost engagement in your organization.
Survey questions to gather employee feedback
Constructive feedback helps employees grow and contributes to a transparent workplace culture. These questions assess how feedback is perceived and delivered, and how it influences development, confidence, and performance.
7. Are you satisfied with the frequency of feedback from your direct manager?
Regular feedback is key to growth. Too little, and employees may feel overlooked or unsure of where they stand; too much, and it can feel overwhelming or controlling. Use this question to evaluate whether your current feedback cadence supports individual progress, development, and motivation.
8. Is the feedback you get specific?
Vague or generic feedback can create confusion, making it hard for employees to know what they’re doing well or what to improve. On the other hand, specific feedback offers clarity, reinforces positive behaviors, and guides employees in honing their skills. This is especially critical in distributed or hybrid work environments where informal check-ins are less frequent.
9. Does the feedback you receive help you grow and develop?
Feedback should be a tool for learning, not just a review of past performance. This question reveals whether employees view feedback as actionable and empowering, and whether they feel it’s helping them build new skills, expand their role, or grow in their career path.
Survey questions to improve employee satisfaction
Job satisfaction influences everything from productivity and engagement to employee retention. It plays a central role in shaping how employees feel about their day-to-day experience, their team, and their long-term future with your organization. Use these questions to uncover what drives fulfillment and identify opportunities to improve.
10. On a scale of 0–10, how reasonable is your workload?
Workload is a major contributor to employee stress. Overload can lead to burnout, while underload can leave employees feeling undervalued or bored. This question helps identify imbalances and opens the door to redistributing work in a way that supports both well-being and performance.
11. Do you enjoy the work you do?
Enjoyment is a key indicator of engagement. Employees who find meaning and enjoyment in their tasks are more motivated and less likely to leave. This question helps reveal whether employees feel connected to their work or are simply going through the motions.
12. Does your direct manager care about your well-being?
Well-being goes beyond surface-level perks. When managers demonstrate genuine care — by regularly checking in, offering support, and respecting boundaries — employees feel valued and psychologically safe. This creates a strong foundation for trust and engagement.
13. Are your responsibilities clear?
Clarity drives confidence. Employees who understand their roles and expectations are more likely to take initiative, collaborate effectively, and stay on track. A lack of clarity can lead to frustration, inefficiency, and disengagement. This question helps ensure everyone is aligned.
Survey questions to understand and improve company culture
Culture shapes your employee experience. A healthy workplace culture encourages trust, purpose, inclusion, and shared values. These questions uncover how well your values and mission resonate with your team, and how aligned your people feel with the organization’s direction.
14. Generally speaking, how would you rate your level of happiness at work?
Happiness at work can reflect a positive culture, strong peer relationships, and a sense of purpose. If scores are consistently low, it could point to issues with morale, workload, or leadership. Use follow-up conversations or pulse surveys to dig into the underlying causes.
15. Are you inspired by the purpose and mission of the organization?
When employees believe in the mission, they bring more passion and energy to their work. This question helps you understand whether your purpose is being communicated clearly, and whether people find it meaningful.
16. Do the leaders of the organization communicate a vision that motivates you?
People want to feel like they’re contributing to something bigger than themselves. A strong vision from leadership — paired with consistent communication — helps align teams, create momentum, and inspire higher engagement across the board.
17. On a scale of 0–10, how likely are you to recommend your organization as a good place to work?
The employee Net Promoter Score (eNPS) is a simple but powerful way to measure cultural health. A high eNPS indicates that employees are not just satisfied but enthusiastic about their experience. It’s a sign of loyalty, trust, and pride in your culture.
Survey questions for distributed teams
Remote and hybrid work environments create unique engagement challenges. Without physical proximity, it can be harder to spot issues, maintain team cohesion, or offer real-time support. These questions help you understand how well your distributed employees are set up to succeed, and whether they feel included, connected, and supported.
18. Does your work environment allow you to work distraction-free when you need to?
Focus is key to productivity, but distractions at home or in shared spaces can interfere with performance. This question uncovers whether your employees have access to the right conditions and tools — such as quiet work zones, noise-canceling headphones, or flexible hours — to support deep work.
19. Are you satisfied with the level of comfort in your physical workplace?
Ergonomic discomfort can lead to stress, fatigue, and even health issues over time. By asking this question, you can better understand if employees need equipment, workspace stipends, or other support to feel physically at ease and able to do their best work.
20. Do you feel supported by your organization if you need to make use of flexible working arrangements?
Flexibility isn’t just about policies. It’s about culture. This question helps gauge whether employees feel comfortable using flexible hours or remote options without fear of judgment or career setbacks. Supportive flexibility can improve work-life balance, mental health, and retention.
21. Do you think someone would say or do something if you felt distressed at work?
When people work remotely, signs of distress can go unnoticed. This question reveals whether employees believe their team and leadership would step in with empathy and support when someone is struggling — creating a culture of care and psychological safety.
Need more inspiration? Here's a list of 30 remote work survey questions to help you measure engagement levels in your remote team.
Survey questions for employee recognition and morale
Recognition reinforces positive behavior and drives engagement. When employees feel appreciated, they’re more motivated, productive, and loyal to the organization. These questions help you evaluate how recognition is delivered, perceived, and whether it’s embedded in your culture.
22. How would you rate the frequency at which you receive recognition?
When recognition is rare, employees may question whether their efforts are seen or valued. Frequent, consistent acknowledgment — whether verbal, written, or public — can significantly boost morale and engagement.
23. Is recognition given in a timely fashion?
Timing matters. When recognition is delayed, it loses its connection to the behavior being celebrated. Timely praise reinforces positive habits and helps employees feel seen in the moment.
24. Is recognition meaningful when you receive it?
Not all recognition resonates equally. Generic praise may feel insincere or performative, whereas personalized recognition tailored to individual impact and effort builds emotional connection and trust.
25. Does your organization encourage employees to recognize each other?
Recognition shouldn't come only from managers. Encouraging peer-to-peer recognition fosters a sense of community and reinforces shared values. It helps employees feel appreciated by their teammates, not just leadership.
Survey questions for career growth and personal development
Employees stay engaged when they feel they’re growing — not just in their roles, but in their careers. These questions help you understand whether employees have access to development opportunities and feel supported in their long-term goals.
26. Do you have a development plan aimed at improving your skills?
A personalized development plan provides direction and accountability. If many employees don’t have one, it may indicate a lack of career pathing or structured growth programs.
27. Is there someone at work who helps you grow and develop?
Whether it’s a mentor, coach, or supportive manager, having a go-to person for guidance can make a big difference in professional development. This question highlights the presence of helpful relationships or the need to cultivate them.
28. How would you rate the way your organization makes use of your strengths?
People want to feel that their skills and talents are being put to good use. This question helps reveal whether employees feel challenged, empowered, and valued for what they bring to the table.
29. Are you appropriately involved in decisions that affect your work?
Involvement breeds ownership. When employees are included in discussions that impact their work, they feel trusted, respected, and invested in the outcomes.
Survey questions about relationships with managers
Managers play a central role in shaping the employee experience. Their communication style, trustworthiness, and leadership abilities directly impact how engaged and supported employees feel. These questions assess those relationships.
30. Is your direct manager someone you can trust?
Trust underpins effective relationships. This question helps assess whether employees feel comfortable being honest, asking for help, or sharing feedback with their manager.
31. On a scale of 0–10, how satisfied are you with how frequently you communicate with your direct manager?
Communication frequency affects alignment and connection. This question reveals whether employees feel they have enough contact to stay informed and supported, or if they feel left in the dark.
32. How would you rate your direct manager’s management skills?
Strong management includes clear communication, empathy, coaching ability, and strategic thinking. Use this question to identify skill gaps and opportunities for manager development.
Survey questions about team collaboration and peer relationships
The quality of peer relationships can make or break engagement. When employees feel connected to their coworkers, they collaborate better, share knowledge more freely, and enjoy their day-to-day work more. These questions explore how teams function together.
33. Do you feel like you are part of a team?
Belonging fosters psychological safety and motivation. If employees feel siloed or excluded, they’re less likely to contribute fully or stay engaged.
34. Do you and your peers collaborate well together?
Effective collaboration enables teams to work through challenges, brainstorm ideas, and support one another. Use this question to explore interpersonal dynamics and identify areas for improvement.
35. Do you feel your peers are committed to doing quality work?
Shared commitment creates accountability. When employees trust that their teammates are equally invested, they’re more confident and motivated in their own contributions.
Tips for administering employee surveys
Once you have your questions prepped and ready to go, the final part of your strategy is to determine how and when to conduct your surveys. Here are some factors to consider:
Timing and frequency
- Choose the right frequency (e.g., bi-weekly or monthly).
- Avoid sending surveys during high-stress periods.
- Give employees a heads-up so they’re prepared.
Anonymity and confidentiality
- Make anonymity a priority to encourage honest feedback.
- Use third-party survey tools if needed.
- Communicate what steps you’re taking to protect privacy.
Communication and transparency
- Explain why the survey matters.
- Give clear instructions for completing it.
- Share progress updates and communicate the results afterward.
Encouraging participation
- Offer small incentives to boost response rates.
- Remind employees to participate.
- Highlight the benefits of completing the survey for both individuals and the company.
Analyzing survey data
- Use survey tools to identify patterns and trends.
- Focus on key metrics like engagement levels, employee satisfaction, and retention.
- Translate survey results into meaningful action planning.
Create engaged employees
Uncovering helpful survey data starts with being inquisitive and open about the results you get from employee surveys. Workleap Officevibe's employee engagement software empowers managers to ask important engagement questions, review data, and take strategic actions to achieve their goals.
The data you collect from your employee engagement surveys is a treasure trove of insights into how you can improve the overall employee experience. Let Officevibe help you tap into your team’s full potential.
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