How to create engaging employee survey questions

Whether your organization is remote, hybrid, or in-office, there’s one question that constantly stands out for internal communicators: How are your employees really doing? 

While it can seem impossible to have your finger on the pulse 24/7, there is a tool that can help you stay connected: employee surveys. At Staffbase, we believe that employee surveys are a trusted way to check in and gather workforce insights that you won’t get at a physical watercooler or virtual town hall. 

But even if you’re sending these surveys out, how do you know you’re asking the right questions? 

That’s why we’ve put together these tips to help you create the most engaging survey questions that employees will actually want to answer. Plus, we’ve added 71 questions to get you started. 

Let’s dive in. 

What are employee engagement surveys, and why do they matter?

Employee engagement surveys are a tool to understand employee satisfaction and motivation in the workplace. These surveys include insights into a range of topics, such as work-life balance, team dynamics, management practices, and company culture. 

Question formats can vary, but it’s really up to what kind of information you’re looking to gather. Want to measure and compare data points easily? Then multiple choice is the right fit. Craving more personal insight and anecdotes from employees? Then an open question with a comment box might be better. And, of course, you can also mix the question formats in a survey for more varied responses. 

The goal of crafting a great company-wide survey is to measure employee engagement. You may be familiar with employee net promoter score (eNPS), a simple metric based on responses to a single survey question that helps you assess how likely your staff members are to recommend your organization as a place to work. This gives you a general idea of how happy, motivated, and engaged employees are at work. (For more details on how to calculate your eNPS based on your survey results, here’s everything you need to know.) 

Whether you work in internal comms, HR, or leadership, the answers to your employee engagement survey questions will help shape — and even improve — your company’s culture. And when you strengthen your culture in a way that appeals to most employees, you’ll also be more likely to retain top talent. 

There are multiple channels to send employee engagement surveys: through employee email, intranet, or an app. Staffbase is one solution that can help you send surveys across all of these channels, meeting your employees wherever they work that’s both convenient and efficient. You’ll also be able to analyze survey results easily in the Staffbase platform and can broadcast them to your employees. 

How to create an effective employee engagement survey

At the end of the day, every internal communicator wants a record completion rate for employee surveys. And hey, I get it: you’ll have more accurate data to draw on and make critical decisions with. 

To make sure you have the most effective employee engagement survey, here are a few best practices to keep in mind:

Best practice #1: Identify your company’s goals and make sure the content is relevant

Before you even craft your employee engagement survey, it’s important to outline the goals of this survey. That way, you can make sure that the questions are relevant and meaningful to your company’s objectives. 

You will also be able to track and measure the survey's success more effectively. When you analyze the survey results, you’ll be prepared to confidently present the findings to your leadership team and create an action plan to improve employees’ engagement and experience at your organization.

Emily's tip: Whatever the case might be, a brainstorm will help make sure that each question stands out and has a distinct purpose, driving higher completion rates.

Brainstorm on your own or with your internal comms/HR team. Are there quarterly goals you can map these questions to? Does your department have a particular OKR (e.g., boost employee morale by 25% by the end of the quarter) that you’d like insight on?

Best practice #2: Consider your employees’ time and the length of the survey 

Think about the limited time your employees have. They’re most likely completing this survey in between meetings, on their commute, or even on their lunch break. You want the survey to capture their attention, but you also don’t want them to feel overwhelmed. 

Craft a survey that will take no longer than 10-15 minutes for employees to complete. There is no best practice for a number of questions because some might take longer to answer than others.

Emily's tip: My advice is to trial it with a small sample group first (including yourself) and see how long the survey takes. That will give you a good gauge if your mix of questions is hitting the right mark. In general, aim for fewer and clearer questions than a specific number.

Bonus tip: Whether your employees are on the frontlines, working remotely, in the office, across different time zones (or a mix of all of the above), Staffbase’s multichannel platform makes distributing your employee engagement surveys easy and efficient. Your employees can complete the survey on their own time wherever — and however — they work. 

Best practice #3: Be thoughtful about frequency and timing

On top of considering your employees’ time, it’s also crucial to think about how frequently you’re sending surveys. A good rule of thumb is to send surveys quarterly — four times a year, and tied to your company’s OKRs for that quarter is recommended. 

Another best practice is to give your employees 2-3 weeks to complete the survey. Some might be on holiday, traveling for work, etc. This way, you can provide enough time so that completing the survey is flexible and not a chore. 

Emily's tip: You also want to keep in mind when your organization’s busy seasons are. For example, if your team is focused on closing sales in November, then maybe send the survey in early October.

Best practice #4: Make sure your questions are as clear as possible

After you’ve drafted the questions, triple-check that the wording is clear and concise. If a question sounds confusing, then an employee might get frustrated and skip it altogether. Say the question out loud to a colleague as a quick test. If they have to ask you to clarify, then it’s time to revisit the question. 

Emily's tip: Watch out for sneaky repeat questions. I’ve been there before as an employee. There was one survey I was initially invested in and filled in very thoughtfully… and then, halfway through, I noticed my employer was repeating the same question several times, just worded differently. My eyes glazed over, and I filled it out for the sake of filling it out.

Want authentic, quality answers? Clearly worded questions will help you get more meaningful and accurate survey results.

How Staffbase supports a successful employee engagement survey strategy

At every step of the employee engagement survey journey, Staffbase will support your strategy. Our platform allows you to easily create, distribute, and analyze survey results in the same place. 

Surveys can be distributed via employee app, email, and/or intranet, ensuring that all employees (especially deskless or remote workers) can participate. Survey design is also mobile-first and user-friendly, which ensures high completion rates — including pulse surveys, which are shorter and more frequent surveys.  

Do you want to learn more about how Staffbase empowers you to get the most out of your employee engagement survey strategy?

Book a demo with our team today!

71 employee engagement survey questions 

Feeling inspired? Here are some employee engagement survey questions to get you started.

These are all Likert scale questions, which capture responses from one extreme to the other (like ranging from “strongly disagree” to “strongly agree”), and help employers quantify employees’ emotions and attitudes.

Using a fixed scale standardizes responses, making the results specific and measurable. Likert scale questions (or statements) — like the ones below — may include the following instruction: “Rate each statement on a scale from 1 to 5, 1 = Strongly Disagree and 5 = Strongly Agree”. 

Alignment with company goals and values 

1. I understand the company’s mission and long-term goals.

2. Leadership communicates the company’s goals and direction effectively.

3. I know how my individual work contributes to the company’s success.

4. Our team uses the company’s values as a guide in our work.

5. The company remains committed to its values, even in difficult situations.

6. I feel motivated by the company’s mission and purpose. 

Role clarity and daily responsibilities 

1. I have a clear understanding of what is expected of me in my role.

2. My daily responsibilities align with the goals of my team and department.

3. I know how my work contributes to the overall success of the organization.

4. I receive sufficient support when responsibilities or expectations change.

5. I feel confident in prioritizing my daily tasks without needing constant direction.

Manager support and leadership

1. My manager provides regular and constructive feedback on my performance.

2. I feel comfortable approaching my manager with questions or concerns.

3. My manager supports my professional development and career goals.

4. I feel recognized and appreciated by my manager for the work I do.

5. My manager communicates effectively and keeps the team informed of company-wide updates.

6. My manager leads by example and demonstrates the company’s values.

7. Overall, I am satisfied with the support and leadership I receive from my manager. 

Growth, learning, and development opportunities

1. I have access to learning and development resources that support my growth.

2. My organization actively encourages and supports my professional development.

3. I have a clear understanding of the growth opportunities available to me.

4. My manager supports my learning and development goals.

5. I feel that I am growing professionally in my current role.

Recognition and reward

1. I feel adequately recognized for the work I do.

2. My manager regularly acknowledges my contributions and accomplishments.

3. Recognition at my organization is fair and consistent across teams.

4. Our reward and recognition programs reflect what employees truly value.

5. I am motivated by the way recognition and rewards are handled here. 

Workplace culture and belonging

1. I feel like I belong at this organization.

2. Our workplace culture promotes inclusivity and respect for everyone.

3. I feel safe being my authentic self at work.

4. The organization’s values align with my personal values.

5. My team supports a positive, collaborative, and respectful environment.

6. Diverse perspectives and backgrounds are welcomed and respected here. 

7. I believe leadership genuinely cares about building an inclusive workplace.

Communication and transparency

1. I receive timely and relevant information to do my job effectively.

2. Leadership communicates openly about company goals and performance.

3. I feel informed about important changes that affect my work or team.

4. There is open and honest communication between employees and management.

5. I feel comfortable sharing ideas, questions, or concerns with others at work.

Tools and resources

1. I have access to the tools and technology I need to do my job effectively.

2. The systems and software I use are reliable and user-friendly.

3. I receive adequate training to use the tools and resources required in my role.

4. When I encounter technical issues, I receive timely and effective support.

5. The tools provided help me collaborate efficiently with my team.

6. The organization regularly evaluates and improves the tools and systems we use.

Work-life balance and well-being

1. I am able to maintain a healthy balance between my work responsibilities and personal life.

2. My workload is reasonable and manageable within my scheduled work hours.

3. The organization supports mental health and overall well-being.

4. I feel encouraged to take breaks and use my paid time off.

5. My manager respects boundaries between work and personal time.

6. My manager supports me in maintaining a healthy work-life balance.

7. I am satisfied with the company’s efforts to support mental health.

8. The current work environment supports my physical and emotional well-being.

9. Overall, I feel the organization cares about my well-being as an individual.

Employee voice and feedback culture

1. I feel comfortable sharing my ideas and opinions at work.

2. My feedback is taken seriously by my manager.

3. There are clear and accessible channels for providing feedback in this organization.

4. I feel that my voice can influence change in the workplace.

5. Leadership regularly seeks input from employees on decisions that affect us.

6. I receive feedback on how my input or suggestions have been considered or implemented.

7. Feedback from employees is used to improve processes, policies, or culture.

8. The company fosters a culture where open and honest feedback is encouraged.

Engagement in remote and hybrid work settings

1. I have the tools and technology I need to be productive in a remote work or hybrid work setting.

2. My manager communicates effectively regardless of where I work.

3. I feel included in team meetings and decision-making, even when working remotely.

4. The organization supports a healthy balance between flexibility and collaboration.

5. I feel connected to my team while working remotely or in a hybrid model.

6. My performance is fairly evaluated regardless of my work location.

7. I have clear expectations and goals while working remotely or hybrid.

8. The organization provides adequate support for remote or hybrid work challenges.

Open-ended employee engagement questions for insightful feedback

Likert scale questions are a great tool, but they don’t always capture the full picture. 

I’ve been there. One time I wanted to provide honest feedback to an employer about workplace culture and belonging, and was relieved that they included some open-ended questions where I could write a detailed answer. Open-ended questions are powerful because they empower employees to give thoughtful responses, building trust with employees. If an employee feels that their feedback will be truly heard and acted on, this can then influence a more collaborative work environment. 

And for more nuanced topics—like workplace culture and belonging—open-ended questions can help uncover more concerns that might not be as clear if it was a simple “yes/no” or quantified scale question. 

Here are some open-ended employee engagement questions that will help you gather thoughtful, honest responses:

Alignment with company goals and values 

1. Can you describe a time when you felt your work directly supported the company’s goals?

2. How could leadership improve communication about the company’s goals and vision?

3. What changes could the company make to better live up to its stated values?

Role clarity and daily responsibilities 

1. What aspects of your role are unclear or need more definition?

2. Are there any tasks or responsibilities you regularly perform that you feel do not align with your job description? Please explain.

3. What could be improved to help you better understand your role and expectations?

4. Can you describe a time when you were unsure about how to handle a task or responsibility? What would have helped in that situation?

Manager support and leadership

1. What does your manager do well that supports your success in your role?

2. Describe a situation where your manager positively influenced your work or motivation.

3. What type of support or leadership do you wish you received more of from your manager?

4. Are there specific areas where you feel your manager could improve their leadership or support?

Growth, learning, and development opportunities

1. Can you describe a recent opportunity for learning or growth that was especially valuable to you?

2. What barriers, if any, prevent you from taking advantage of growth and learning opportunities?

3. How well do current development programs align with your career goals?

4. What could the organization do to better support your long-term career development?

5. What types of development opportunities (e.g., training, mentoring, certifications) would you like to see more of?

Recognition and reward

1. Can you describe a time when you felt especially recognized or appreciated? What made it meaningful?

2. What types of rewards (monetary or non-monetary) would be most meaningful to you?

3. Do you feel there are any gaps or missed opportunities in how recognition is handled? If so, please explain.

4. What suggestions do you have to improve the way we recognize and reward employee contributions?

Workplace culture and belonging

1. What does a positive workplace culture mean to you, and how well does this organization reflect that?

2. What aspects of our culture make you feel most connected to the organization?

3. How well do you think the company promotes diversity, equity, and inclusion? Please elaborate.

4. What changes would help you feel a stronger sense of belonging at work?

Communication and transparency

1. Are there any areas where you feel communication could be improved? Please explain.

2. Can you share an example of effective (or ineffective) communication you've experienced here?

3. What suggestions do you have for improving communication and transparency within the organization or your team?

Tools and resources

1. Are there any tools, systems, or resources you feel are missing or inadequate for your role?

2. Can you describe a situation where a lack of resources or tools affected your work?

3. Is there any training or support you need to better use the tools available to you?

4. What improvements would you suggest to enhance the tools and resources provided to your team?

Work-life balance and well-being

1. What helps you maintain a healthy work-life balance in your current role?

2. How does the company culture affect your ability to disconnect and recharge outside of work hours?

3. Are there any practices or policies you think would better support employee well-being?

4. What do you need more of (or less of) to feel supported in your well-being at work?

Employee voice and feedback culture

1. Can you describe a time when you felt your input or ideas were genuinely heard and acted upon by leadership?

2. What could the organization do better to encourage open and honest feedback from employees at all levels?

3. In your opinion, what systems or practices currently help or hinder effective two-way communication in our workplace? 

Emily's tip: If you’re looking for a deeper connection with your employees in addition to surveys, consider employing an employee listening strategy. Employee listening is an HR strategy that allows you to gain insights into their feelings, opinions, concerns, and motivations.

Want more insight? We’ve got a whole employee listening guide to help you figure out which channels and what frequency will work best for your organization. 

Industry-specific employee engagement survey questions

Staffbase serves many different industries, meeting you and your employees wherever and however you work. 

For industries like retail, healthcare, and manufacturing, that often means communicating to frontline workers. Each of these fields brings its own unique challenges to measure and maintain engagement. You don’t want employees to feel disconnected from one another or your company’s mission. 

That’s why employee engagement surveys are so crucial to help leadership listen to employees, understand their concerns, and build a strong culture that transcends their work location. 

If you work in retail, healthcare, or manufacturing, here are a few employee engagement survey questions just for you: 

1. Retail 

For ALDI Australia, Staffbase’s employee engagement surveys have made all the difference. 

With more than 580 locations in six states and territories, 16,000+ employees, and 1,000+ Australian business partners, ALDI Australia is a leader in the Australian grocery store market. 

But the big challenge of running such a vast and busy retail business? Making sure that their employees felt connected.

With employee engagement surveys and a branded employee app, ALDI Australia can now take the pulse of its frontline workers quickly and easily. They even have a direct feedback line, so employees can also provide continuous insights whenever it works for them. 

And the app’s adoption rate is nothing short of inspiring, with 99% registered users, 94% average monthly active users, and 84% weekly active users. 

Want to follow in ALDI Australia’s footsteps? Here are a few employee engagement survey questions to inspire you, with a focus on cultivating a connected culture: 

Likert scale questions:

• I feel connected to my coworkers. 

• I feel supported by my manager. 

• I feel valued as part of the team. 

• I have the tools and resources I need to serve customers effectively. 

• I feel there is adequate staffing to meet customer needs. 

Open-ended questions: 

• How does your manager recognize your work? 

• Do you feel comfortable communicating with your manager and coworkers?

• Is there anything your manager could do to make you feel more valued at work? 

• What do you like most about working here?

• What could be improved in our workplace culture?

2. Healthcare 

Working in healthcare communication, you know that change is constant. There is no shortage of urgent comms to send out — time is of the essence, and sometimes employee engagement can get buried underneath more pressing, reactive tasks. 

Bethany Children’s Hospital Center knows this challenge well. As a private, non-profit hospital, Bethany Children’s offers 24-hour complex care and is the only inpatient pediatric rehabilitation facility in Oklahoma. 

They’re a leader in the space and continue to grow with over 1000 employees. But they have also faced siloed communication across departments. In particular, with 90% of Bethany Children’s workforce being non-desk, effective communication was a major hurdle to overcome. They also needed to engage non-desk employees who work around the clock on the frontline with patients, which can be unpredictable.   

Since working with Staffbase to build their employee app, Bethany Children’s has seen a massive improvement in employee engagement and efficiency. They registered 100% of their staff on the app and have maintained 80% active users.

By investing in employee communication and connection, Bethany Children’s has been able to break down the communication silos and free up their employees’ time to focus on the important work they do. 

When crafting employee engagement survey questions for healthcare workers, it’s best to keep the questions short and succinct to ensure a higher completion rate. Here are some to get you started: 

Likert scale questions: 

• I feel a strong sense of purpose in my work. 

• I understand how my work contributes to the organization’s mission.

• I am kept informed about important organizational changes. 

• Communication within my team is clear and timely. 

• I feel comfortable sharing my ideas and suggestions. 

• I have access to resources that support my well-being. 

Open-ended questions:

• What is the most rewarding part of your job?

• What challenges do you face in your daily work? 

• How could communication across (teams, units, departments, whatever wording is more applicable depending on the employee group) be improved?

• What could the organization do to better support your well-being?

3. Manufacturing 

Internal comms in manufacturing involves a lot of moving parts (pardon the pun, I couldn’t help 

myself). 

Manufacturing has a large workforce on the floor that can often feel disconnected from office employees. Yet both groups of workers face the challenge of siloed communication, which can lead to disengagement and issues with retention — in fact, 71% of manufacturing leaders say talent acquisition and retention are the biggest risks.

When it comes to measuring employee engagement in manufacturing, the right communications software can make all the difference.

Five out of the 10 top global manufacturers trust Staffbase with their internal communications.

MAN Truck & Bus is one of them. 

Headquartered in Munich, MAN Truck & Bus is a leading manufacturer of commercial vehicles, alongside intelligent and sustainable transport solutions. As they expanded, Staffbase’s employee app grew with them: from 10,000 employees originally at their Munich site to now 40,000 frontline and desk-based employees globally. 

On top of the popular app, they also added an employee intranet that acts as their company’s homepage for reliable information. 

Both channels have united employees across production, warehouse, and service in ways that they weren’t able to before. With many manufacturers on the floor, digital signage helps them connect to intranet articles they can easily scan from a screen they pass by every day. 

And now MAN Truck & Bus can target comms based on these employee segments.

Emily's tip: Segmentation is key to customizing how employees get their pulse surveys — and to make sure they complete them.

To make your manufacturing workforce feel connected and engaged, here are a few questions you can include in your next employee engagement survey:

Likert scale questions:

• The organization provides a safe, comfortable work environment. 

• I have the tools and resources needed to do my job effectively. 

• I receive urgent company updates in a timely way. 

• I feel my contributions are recognized and appreciated. 

• My team members support each other when challenges arise. 

• I am proud to work for this organization. 

• I see myself working here in two years. 

Open-ended questions:

• What could the company do to make you feel safer and more comfortable in your work environment? 

• What other tools or training would help you succeed in your role? 

• What can your manager do to better support you?

• How could company communications be improved?

Employee engagement survey questions template

Want to send out an employee engagement survey as soon as possible, but not sure where to start?

We’ve got you. 

That’s why we’ve put together this employee survey questions template with the big employee engagement topics in mind, so you can get the answers you need quickly and meaningfully:

Please rate each of the following statements on a scale from 1 to 5, where:

1 = Strongly Disagree

2 = Disagree

3 = Neutral

4 = Agree

5 = Strongly Agree

Alignment with company goals and values

I understand how my work contributes to the overall goals and mission of the company.

Role clarity and daily responsibilities

I have a clear understanding of what is expected of me in my role on a daily basis.

Manager support and leadership

My manager provides the support and guidance I need to succeed in my role.

Growth, learning, and development opportunities

I have opportunities to learn and grow professionally within this organization.

Recognition and reward

I feel recognized and appreciated for the work I do.

Workplace culture and belonging

I feel a sense of belonging and acceptance within my team and the company.

Communication and transparency

Important company information is communicated to me in a timely and transparent manner.

Tools and resources

I have access to the tools and resources I need to perform my job effectively.

Work-life balance and well-being

My current workload allows me to maintain a healthy balance between work and personal life.

Employee voice and feedback culture

I feel safe and encouraged to share my ideas and feedback openly at work.

How Staffbase helps you run better engagement surveys

While you can send engagement surveys through different tools and platforms, Staffbase helps take your engagement surveys to the next level. 

That’s because our multichannel software lets you keep your finger on the pulse of your employees, with instant and continuous feedback that helps you improve how your surveys are communicated and followed up on. 

Staffbase helps promote surveys via multiple channels, ensuring that every message is seen by employees, no matter where and when they work. Have deskless workers who don’t have access to a desktop? Send your survey through the employee app. Want to target specific segments? Consider sending through an email newsletter. And if you’re looking for a central information hub for all employees, push your survey with intranet posts. 

No matter which channel you choose, it’s all connected — ensuring that you’ll reach the majority of your employees in a timely way. 

And speaking of timely, you can get higher participation rates with Staffbase, too. Send targeted survey invitations and reminders to specific employee groups to encourage their participation. When you personalize your communication with reminders, this helps drive survey completion because it’s immediate and grabs their attention. 

For example, with the Staffbase Employee App, you can send a push notification to make sure they’re getting the message. This also helps you, as a communicator, hit the survey participation goals you want and that will impress your leadership team. 

On top of all of this, you can also use Staffbase to communicate action plans post-survey, keep employees informed about what might be changing in your organization as a result of the survey, and, ultimately, close the feedback loop. And, in turn, your surveys can become a driver of employee engagement — keeping employees connected to their work, one another, and your organization.

Ready to run more effective employee surveys with high engagement?

Book a demo with the Staffbase team today.