One of the simplest and most effective ways to measure employee engagement within your organization is to distribute a survey (pulse surveys, open ended question surveys, etc.) and pinpoint exactly how an employee feels.
Brands who value their workforce will write and conduct employee engagement surveys long before red flags such as dropping levels of engagement or lost professional development and career advancement opportunities become apparent.
But what types of survey questions will determine which employees are highly engaged, and what types of survey platforms can handle open-ended questions at scale? Quantitative employee engagement surveys like the Likert Scale and Employee Net Promoter Score (eNPS) are less effective in understanding employee motivation, but qualitative and open-ended questions can take time to write. So why start from scratch?
Improve your employee engagement surveys (and meet company goals by retaining talent) using any of the examples below as a launching point.
On a scale of 1 to 5, we strongly agree that these open-ended employee survey questions are a stellar foundation to meeting your human resource team's strategic goals for talent retention and growth.
Employee engagement is so widely discussed that the term itself seemingly means many things. Broadly, employee engagement is defined as the qualitative and quantitative understanding of an organization’s relationship to its employees, and vice versa.
Check out the other blogs in our series on employee engagement:
The drivers of employee engagement can be a mystery - but, with the right questions, you can understand why people feel a certain way about their office or work environment and other organizational factors like management and corporate policies, all while maintaining a group of engaged employees within each team.
Remember that delivery is just as essential as the content of annual surveys or focus groups, and make sure to choose your medium of delivery carefully. Whether you adopt an online focus group like Remesh, or DIY your way to qualitative insights by learning to code, there's more to understanding people than asking the right questions.
Your organization has addressed the employee experience and wants to continue testing progress toward maintaining engaged employees, retaining talent, and creating clear paths for career progression. It's time for an employee engagement survey!
To understand what drives employees, start your employee engagement surveys with these questions.
Providing feedback for your employees is an obvious way to encourage their best work - but what happens when employees are allowed to reverse the feedback cycle? Let your employees feel satisfaction that their observations and suggestions are heard. Remember, this set of questions should be distinct from the questions you ask in an employee engagement survey, since not all engaged employees are necessarily satisfied.
Your organization is interested in offering a new benefits package, anticipating a merger or acquisition, installing new leadership, or wants to take a pulse on the employee experience for the first time. Time for an experience survey! And don't forget – these questions can be used in focus groups as well.
That means it's time for your first set of employee survey questions to gauge employee feedback!
To confront those challenges, which should be preceded with an employee engagement survey or set of questions, start with these prompts.
Your organization and human resources team are interested in measuring the engagement of employees, their contribution to company culture, work-life balances or imbalances, human capital-related strategic goals, and the overall experience of work-life, independent of workload. Basically, how does employee satisfaction look? Start learning about your employee’s experiences with these questions.
How do your employees work together within your organization or brand? Use these questions as a launching pad for understanding cross-functional department workflows or internal team dynamics.
Provide an opportunity for your employees to share anything else that’s on their minds (whether career, culture, or leadership-related) with these questions.
Feelings can’t be captured on a scale from 1 to 10. So why try capturing your employees in a quantitative capacity?
Open a dialogue with them genuinely using qualitative employee engagement survey questions, and discover that employee experience may be the only roadblock to growth and scale at your company.
If you're ready to go, make sure to understand ways in which you can incorporate artificial intelligence into your employee engagement and experience surveys, with recommendations from executives at Unilever, Procter & Gamble, and more!
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