Employees are the key elements of an organization. They would take care of your company and help the business grow. They work hard, express their insights regarding company projects, and help you create and execute business plans.
However, when employees are unsatisfied within the organization, it could affect your business negatively. They would lose passion and affect the company’s revenue.
Employee engagement is a critical aspect of one’s organization. It can help you retain top-skilled workers that can help you boost your profit. But how would you know whether they are satisfied with your company? Letting them answer employee engagement survey questions will help.
In this article, we’ll divide the employee engagement questions depending on their purpose. Doing this will help you understand how critical each aspect is.
We’ll provide sample questions, too, and explain why they matter.
One of the most important questions you should ask your employees is whether they are satisfied or not. Their satisfaction affects their performance.
Positive performance at work will result in the betterment of the organization.
It is easier to detect satisfaction in your employees. You would see it through their expressions and how they work.
Most of them go to work early and put a natural smile on their faces. On the other hand, dissatisfaction is quite difficult to identify. Many employees can hide what they feel about the job.
And before you know it, they are already overly unsatisfied, and it’s much worse if it’s one of your best-performing employees.
So before it gets worse, it is best to know by asking them satisfaction questions.
This is a simple yet powerful question as it helps you identify their feelings and attitude toward their work.
This question focuses on the present condition, which means any incidents that happened in the past that affect their attitude today might come up.
Also, this provides an opportunity to talk more to your employees as you will know more about them.
Team engagement is a critical element as members can pass their feelings to other team members. This means when they feel happy and satisfied working in the company, any other members who feel dissatisfied will most likely change their minds.
The ones who feel satisfied will protect the organization.
These types of questions may seem technical. Of course, we cannot force employees to just adapt to the company’s goals instantly. They might have individual goals, but it is best if they understood what the organization’s mission and vision are.
Each employee should understand what the goal is. But what if it isn’t aligned with their career goals? How would they feel towards your organization?
However, when we know how they are aligned, we can easily identify whether they are happy working for your organization. Also, you can help their career ladders become more fruitful while working in the company.
This question helps you find out how your employees relate to the organization’s mission and vision.
It would be easy to identify whether they are participating wholeheartedly by following the company’s values.
Keep in mind that there are employees who understand the organization’s mission and vision vaguely. In case this occurs, it is best to explain it to them and how they can align their career goals to your company’s.
Of course, we want to provide a comfortable working environment for our employees. By doing this they will be more productive and have a delightful time working in the organization.
However, we might think that what we are giving them is happiness, but in reality, it doesn’t affect them much.
Asking them this question solves it. You will have an idea of which area of the office can be improved to help them have a happier working life and feel comfortable.
One of the main purposes of employment engagement questions is to help employers retain their employees, especially when it comes to high-skilled ones.
However, about 64% of employees of any organization are thinking of leaving their current company and moving to a different one.
With these types of questions, you’d be able to create a plan to keep them. Perhaps increase their benefits or change their working conditions. But if for some reason you can’t stop them from leaving, it would still give you enough preparation to look for or train someone for their replacement.
One of the major reasons employees leave their companies is they don’t see any career growth.
Advancing their career is important as it develops their knowledge in the industry, which opens opportunities for better positions and benefits.
This is also an opportunity for the company to create more career opportunities that can help the employees feel more rewarded as they grow in the organization.
This is perhaps a very blunt question. And in most cases, you’d receive an indefinite answer so it is best to include them in the annual surveys where they do not need to state their names.
The purpose of this question is to know whether someone is thinking of leaving the company. And when you find out the truth, you can make some adjustments to your system before it affects their productivity and morale.
You should never take your employees' insights about everything related to their work. Keep in mind that you have to be open-minded with everything that they will tell you.
Some of them could be a room for improvement, or at least that’s how they see it, while some are the strengths.
Open-ended questions will give your employees the freedom to express how they feel about the company itself and their job.
The working environment doesn’t only focus on the location. The working condition plays an important role too.
Some of their answers would be surprising but they’ll give you an idea of how to improve this area.
Keep in mind that it is always best to put their recommendations into consideration. And if you also see room for improvement, you can work with it.
Your employees will be happy when you value their voice, especially about their working conditions.
After making a lot of questions to ask your employees, always ask them for other things that were not mentioned.
This will fill in the missing information regarding their overall feeling toward working in the company.
They would most likely share their opinions and feelings, so make sure to take note of those.
All these types of questions are helpful to engage the company with its employees. The sample questions above are not the only questions you should be asking; you can add more.
And when asking, it is best to proceed in a survey format without requiring their names to be filled in. A lot of employees are afraid to share their honest thoughts because they are protecting themselves.
Whether you have established good communication or not with your employees, it is still best to protect their privacy.
After you get the answers, you’ll be able to resolve underlying issues within the company, and at the same time make the organization intact and productive.
Mike is the Editorial Director at Lendza. He enjoys helping entrepreneurs and startups succeed through smart, innovative strategies. He’s partnered with CEOs and executives to grow businesses from the ground up. Before his work at Lendza, Mike was a stock market analyst. When he’s not traveling for work, he enjoys reading adventure and science fiction novels.