Employee engagement survey questions

The scale

Use a five-point agreement scale for every statement: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree. Report the share who agree (4 or 5) for each statement, and keep the scale identical from one year to the next so the results can be compared.

Engagement itself

• I am proud to work here.
• I would recommend this organisation as a good place to work.
• I rarely think about looking for a job somewhere else.
• I see myself still working here in two years' time.
• I am motivated to do more than my role requires.

The work

• My role is clear to me.
• I have the tools and information I need to do my job well.
• My work feels meaningful.
• My workload is manageable most of the time.

The manager and the team

• My manager gives me feedback that helps me improve.
• I can raise a concern with my manager without worrying about the consequences.
• My manager treats people in the team fairly.
• People in my team help each other when it matters.

Growth and recognition

• In the past six months I have had a useful conversation about my development.
• I can see a future for myself here.
• Good work is recognised here.

Leadership and the organisation

• I trust the decisions senior leaders make.
• Leaders explain the reasons for important changes.
• People here are treated fairly whatever their background.
• How satisfied are you with your pay, your benefits, your work-life balance and your working environment? (one rating each)

Two open questions

• What is the best thing about working here?
• What one change would most improve your experience of working here?

Two is enough. Every extra open question is one more that people skip, and one more you must read.

Anonymity and small groups

Say before the first question exactly what is and is not recorded, and make sure it is true. Ask about team, location and length of service last, make those questions optional, and keep the groups wide. Never report a group smaller than your minimum, such as five people, or the anonymity you promised disappears in the breakdown.

After the survey

1. Share the headline results with everyone soon after the survey closes.
2. Choose two or three things to act on, not twenty.
3. Say what will change, who owns it and by when.
4. Ask again, with the same questions, to see whether it worked.

Some well-known engagement question sets are proprietary and licensed. The statements in this guide were written for it and are free to use and adapt.