The Top 5 Questions To Ask On Your Employee Engagement Survey

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The 5 o’clock hour is fast approaching, and your employees are looking antsy. The look on their face says, “Only 15 more minutes.”

If this is an everyday occurrence at your company, you definitely want to continue reading. The impact of high employee engagement permeates every aspect of your company’s culture and can impact your bottom line. Having unengaged employees can also affect customer loyalty.

It’s important to note that everyone has a bad day every once in awhile, and your employees’ personal life can certainly carry over to their work life. However, if “Debbie Downers” are a mainstay at your office, boosting morale through assessing engagement pain points can prove fruitful.

Every organization has separate but similar goals when it comes to employee engagement surveys, but one thing is for certain: questions should be short and to the point to avoid employees disconnecting. Chances are they have a billion and one other things they could be doing. It’s best to create questions that elicit specific responses, as open-ended questions can be difficult to analyze and measure.

If your employees answer “No” to more than three of these five questions, it may be time to work on employee engagement:

1.  Do you understand the strategic goals of the organization?

The right employee engagement strategy instead of being from the top down should be from the bottom up. What does this mean? Employees value simple connection and involvement. When you involve them in the overarching goals of the company, they are more likely to remain loyal, thereby reducing employee retention.

If your employees answer this question with ease, congratulations, you’re on your way to fostering engaged and connected employees.

2.  Can you see a clear link between your work and the company’s goals and objectives?

Millennials within your organization may spend some extra time pondering this question, as they are constantly striving to be a part of something bigger than themselves. They want to make a difference, both in their career paths and socially.

One way you can improve upon the responses to this question is by shifting your company’s structure from authority and hierarchy to allowing teams to work together in more dynamic ways. (read: sales and marketing crossover). These shifts will increase engagement and inspire people to be more effective at what they do. It will also help them see more clearly the impacts of their contributions. Breaking down the hierarchy at your company will likely make it more clear to employees how they contribute to the “bigger picture”.

3.  Does your team inspire you to do your best work?

We’ve all heard the expression, “A bad apple spoils the whole bunch.”

If you tally a lot of “No” responses here, there could be a bad hire lingering around. And we all know there’s a financial cost of a bad hire, but what about morale and productivity? More than half (53%) of respondents to a 2017 Robert Half study of small and midsize businesses reported increased stress on the team that worked with the bad hire. Additionally, 20% cited decreased confidence in the managers’ ability to make good hiring decisions.

Luckily there are several ways businesses can minimize the risk of bad hires. For example, branch out! Your employees can be a great resource for new hires. And what better way to make them feel inspired then by taking their advice when it comes to referrals. They may also feel more inspired surrounded by friends and previous colleagues.

4.  Do you have the appropriate amount of information to make correct decisions about                      your work?

Communication in the workplace is quite frankly one of the most important factors when it comes to a company’s overall success. One way to ensure that your employees have all the information they need to make the best work decisions is by calling for open lines of communication.

You can promote the fact that you value every employee’s opinion through your employer brand strategy (which we’ll be discussing further in our upcoming e-book on employer branding). Another thing to keep in mind is that you don’t want to run the risk of information overload. When you give employees too much to digest, it can lead to confusion and possibly push them in the wrong direction.

5.   When something unexpected comes up in your work, do you usually know who to ask for             help?

In today’s world, it seems as though all employees wear many hats, especially as job requirements evolve. That can make your employees’ answer to this question tricky. If you get mixed results, it’s likely that you have a management team that can help wherever needed, which isn’t necessarily a bad thing. However, it can create confusion for your employees.

One way to combat this issue is by establishing during the hiring stage what each employees roles and responsibilities will be and set clear, measurable goals, otherwise known as OKRs (objectives and key results). Then, communicate to employees who is responsible for measuring those goals and encourage people to reach out to those higher ups for help should they have questions about attaining said goals.

If conducting an employee engagement survey doesn’t fit with your company’s culture, we recommend checking out these suggestions for going beyond surveys to enhance employee engagement.

Topics: HR, employee engagement, employee experience, employee engagement survey

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Eric Golubitsky

Eric brings 18+ years of entrepreneurial experience. Eric founded S.M.I.L.E. Inc. in 1998, which was a Consumer Electronic Pro Top 100 home automation provider and was recognized as the #1 fastest growing company in NE Ohio by CWRU Weatherhead School of Management in 2003. As an Ernst & Young "Entrepreneur of the Year" finalist in 2005, Eric's accomplishments have been recognized multiple times including the Consumer Electronics Association's national "Mark of Excellence Award." Eric is also a 5 year member of EO (Entrepreneurs Organization).