200 Employee Engagement Survey Questions

By HRTech Staff Writer Last updated Jul 11, 2023

200 Employee Engagement Survey Questions

Employee engagement is a critical component of a successful organization. Engaged employees are more productive, more committed, and less likely to leave their jobs. Employee engagement surveys are a powerful tool that can help organizations measure the engagement levels of their workforce, identify areas for improvement, and implement strategies to increase engagement.

According to a Gallup report, only 34% of U.S. employees are engaged in their jobs. This means that a staggering 66% of employees are either not engaged or actively disengaged. This seriously impacts organizations, as disengaged employees are less productive, less innovative, and more likely to leave their jobs.

To address this issue, organizations need to conduct regular employee engagement surveys to assess the engagement levels of their workforce. However, crafting effective engagement survey questions can be challenging. This article aims to provide a comprehensive list of 200 employee engagement survey questions across different departments and functions within an organization. These questions are designed to cover a wide range of topics, from job satisfaction and work environment to employee motivation and career development. They can be customized and adapted to suit the specific needs and goals of different organizations and departments. By using these questions, organizations can gain a deeper understanding of their employees’ perspectives and experiences, and take steps to improve employee engagement and satisfaction.

Understanding Employee Engagement

Employee engagement is a workplace technique that creates the conditions for all people of an organization to provide their best effort every day, to be devoted to their organization’s aims and values, to be driven to contribute to organizational success and to have a greater feeling of their own well-being.

Employee engagement is founded on an organization’s and its members’ trust, honesty, two-way commitment, and communication. It is a strategy that raises the likelihood of corporate success by improving organizational and individual performance, productivity, and well-being. It is quantifiable. It ranges from mediocre to excellent. It can be cultivated and drastically expanded; it can also be lost and discarded.

Employee Engagement Survey Questions Examples for Different Departments

Employee Engagement Survey for All Departments

Below is a list of questions that can be used to determine employee engagement irrespective of the department.

How satisfied are you with your current role in the company?
Do you feel like your work is challenging and allows for growth opportunities?
How would you rate the communication within your team and with other departments?
Do you feel like your opinions and ideas are heard and valued by your superiors?
Are you satisfied with the company’s culture and values?
How often do you receive recognition or praise for your work?
Do you feel like your workload is manageable and reasonable?
Are there opportunities for you to develop new skills and knowledge?
Do you feel like you have a good work-life balance?
How supported do you feel by your colleagues and superiors?
Are there any barriers that prevent you from performing your job to the best of your ability?
How satisfied are you with the benefits and perks provided by the company?
How much do you feel like you are contributing to the company’s overall success?
How satisfied are you with the training and onboarding process?
Do you feel like you are adequately compensated for your work?
How comfortable are you with giving feedback and suggestions to your superiors?
How much do you feel like your work aligns with the company’s goals and objectives?
Do you feel like you have a clear understanding of your role and responsibilities?
How often do you have opportunities to collaborate with colleagues in other departments?
How satisfied are you with the technology and tools provided for your job?
How often do you have one-on-one meetings with your superiors?
How satisfied are you with the performance evaluation process?
Do you feel like you have a sense of belonging and connection with the company?
How satisfied are you with the support provided by the IT department?
Are there opportunities for you to take on new projects or responsibilities?
How much autonomy do you have in your work?
How satisfied are you with the company’s diversity and inclusion efforts?
Do you feel like there are opportunities for you to advance in your career within the company?
How satisfied are you with the company’s ethics and values?
How comfortable do you feel raising concerns or issues with your superiors?
Are there any improvements you would suggest for the company culture?
How satisfied are you with the company’s health and wellness initiatives?
Do you feel like you have a good understanding of the company’s vision and mission?
How satisfied are you with the work environment and facilities?
How well do you feel like your skills and experience match the requirements of your job?
Do you feel like your job provides you with a sense of purpose and fulfillment?
How satisfied are you with the company’s performance goals and metrics?
How much do you feel like you are recognized for your contributions to the team?
Do you feel like your job allows you to make an impact on the company’s success?
How satisfied are you with the level of transparency and communication from the company’s leadership?

Employee Engagement Survey Questions for the Marketing Department

The following is a list of employee engagement questions that can be used to survey the marketing department:

Do you feel that your work in the Marketing department is meaningful and aligned with the company’s goals?
Do you receive enough support and resources to effectively fulfill your job responsibilities?
Do you feel that your ideas and contributions are valued and appreciated by your team and superiors?
Are you satisfied with the level of collaboration and communication within the Marketing department?
Do you feel that your workload is reasonable and manageable?
Do you feel that you receive sufficient recognition for your achievements in the Marketing department?
Are you satisfied with the level of feedback and coaching you receive from your manager?
Do you feel that there are opportunities for growth and development within the Marketing department?
Do you feel that you are adequately trained and equipped to perform your job duties in the Marketing department?
Do you feel that your compensation and benefits package is fair and competitive within the industry?
Are you satisfied with the level of work-life balance within the Marketing department?
Do you feel that the Marketing department is well-integrated with other departments within the company?
Do you feel that the Marketing department is adequately supported by other departments within the company?
Do you feel that the Marketing department has a clear and effective strategy in place?
Are you satisfied with the level of resources allocated to the Marketing department?
Do you feel that the Marketing department has sufficient autonomy to carry out its responsibilities effectively?
Are you satisfied with the level of leadership within the Marketing department?
Do you feel that the Marketing department has a positive impact on the company’s overall success?
Do you feel that your job responsibilities in the Marketing department are challenging and fulfilling?
Do you feel that the Marketing department has a positive and supportive work culture?

Employee Engagement Survey Questions for IT and Software Development Department

Here is a list of questions for the IT and software development team.

Do you feel your skills and expertise are being fully utilized in your current role?
How often are you given opportunities to learn new technologies and improve your technical skills?
Do you feel that there is enough communication between the IT department and other departments in the company?
How satisfied are you with the level of support provided by IT for your day-to-day tasks?
Do you feel that your work in the IT department is recognized and appreciated by other departments?
How well do you feel the IT department aligns with the overall goals and mission of the company?
How satisfied are you with the tools and resources provided by the IT department to perform your job?
How often are you given the opportunity to provide input and feedback on new technology or software implementation?
Do you feel that you have a good work-life balance in your role in the IT department?
How satisfied are you with the level of collaboration and teamwork within the IT department?
Do you feel that there is enough diversity and inclusion within the IT department?
How satisfied are you with the opportunities for career growth and advancement within the IT department?
How often do you receive recognition for your work in the IT department?
Do you feel that the IT department has a positive impact on the overall success of the company?
How satisfied are you with the level of training and development provided by the IT department?
How often are you given the opportunity to work on projects outside of your typical job duties?
Do you feel that the IT department has a good work culture and promotes a positive work environment?
How satisfied are you with the level of autonomy and independence given to you in your role in the IT department?
How often are you given the opportunity to work remotely or have flexible work arrangements?
Do you feel that your job in the IT department is meaningful and has a significant impact on the company?

Employee Engagement Survey Questions for Finance and Accounting Department

Do you feel that your work in the finance department contributes to the overall How satisfied are you with the financial and accounting systems in place to support your work?
Do you feel that your work in the finance and accounting department is valued by the company?
How often do you receive feedback from your supervisor or manager on your work performance?
Do you feel that the finance and accounting department is adequately staffed to meet the demands of the company?
How would you rate the level of collaboration and teamwork within the finance and accounting department?
Do you feel that you have access to the necessary resources and tools to perform your job effectively?
How satisfied are you with the level of compensation and benefits offered by the company?
Do you feel that you have opportunities for growth and development within the finance and accounting department?
How would you rate the level of communication within the finance and accounting department?
Do you feel that your workload is manageable, or are you overburdened with work?
How would you rate the level of work-life balance in the finance and accounting department?
Do you feel that the finance and accounting department is given the necessary resources and support from the company to succeed?
How satisfied are you with the level of training and development opportunities provided by the company?
How would you rate the level of job security within the finance and accounting department?
Do you feel that the company has a clear vision and strategy for the finance and accounting department?
How satisfied are you with the level of recognition and appreciation given to the finance and accounting department for their contributions to the company?
How often do you have opportunities to provide feedback to your supervisor or manager on the finance and accounting department’s processes and procedures?
How would you rate the level of innovation and creativity within the finance and accounting department?
Do you feel that the finance and accounting department has the necessary authority and decision-making power to be effective?
How satisfied are you with the overall culture and work environment within the finance and accounting department?

Employee Engagement Survey Questions for the Human Resource Department

Do you feel valued for your contributions to the organization?
Are your job responsibilities clearly defined?
Do you receive adequate training and development opportunities?
Do you feel comfortable raising concerns or issues with your supervisor?
How satisfied are you with the communication between management and employees?
Are you satisfied with the company’s benefits and compensation packages?
Do you feel your performance is regularly evaluated and feedback is provided?
How satisfied are you with the company’s culture and values?
Are you provided with opportunities for career growth and advancement?
Do you feel that your workload is manageable and reasonable?
How satisfied are you with the company’s policies and procedures?
Do you feel that your work-life balance is supported by the organization?
Do you feel that diversity and inclusion are valued and promoted within the company?
Are you satisfied with the resources and tools provided to perform your job duties?
Do you feel that your suggestions and ideas are heard and acted upon by management?
Are you comfortable giving feedback to your colleagues and peers?
How well does the company address and resolve employee concerns and conflicts?
Do you feel that your work is meaningful and aligned with the company’s mission?
How satisfied are you with the level of recognition and appreciation you receive?
Are you satisfied with the opportunities for collaboration and teamwork within the organization?

Employee Engagement Survey Questions for the Advertising and Media Planning Department

Do you feel that your skills and abilities are being fully utilized in your current role in the advertising and media planning department?
How satisfied are you with the level of collaboration and teamwork within the department?
Do you feel that your supervisor provides clear guidance and feedback on your work performance?
How well do you understand the goals and objectives of the department, and how do you feel your work contributes to those goals?
Do you feel that you are given enough autonomy in your work, or do you feel micromanaged?
How often do you receive recognition or feedback for your work from your supervisor or colleagues?
How satisfied are you with the level of resources and tools provided to you for your work in the department?
How well does the department communicate with other departments within the organization?
Do you feel that you are given enough opportunities for professional growth and development within the department?
How satisfied are you with the overall work-life balance in the advertising and media planning department?
How effectively do you feel the department manages and prioritizes projects and deadlines?
Do you feel that your work in the department aligns with your personal values and beliefs?
How satisfied are you with the level of transparency and communication from department leadership regarding changes or updates within the organization?
How do you feel about the company culture and how it aligns with your personal values and beliefs?
How well does the department recognize and address issues related to diversity, equity, and inclusion in the workplace?
Do you feel that you are given enough opportunities to provide feedback and suggestions for improvement within the department?
How satisfied are you with the level of flexibility and autonomy in your work schedule?
How well does the department manage and address conflict and interpersonal issues among colleagues?
How satisfied are you with the level of employee benefits and perks provided by the organization?
How well does the department support and promote work-life balance for its employees?

Employee Engagement Survey Questions for the Training and Development Department

Do you feel that the training and development opportunities offered by the company are relevant to your job and career goals?
How satisfied are you with the training and development resources and materials provided by the company?
Have you had the opportunity to attend any external training or conferences as part of your job responsibilities?
How well do your supervisors support your professional development?
Do you feel that the company provides adequate opportunities for career advancement?
Have you had the opportunity to take on new responsibilities or roles within the company?
How comfortable do you feel asking for feedback on your job performance and development goals?
Do you feel that the company provides opportunities for cross-training or learning about other departments?
How satisfied are you with the company’s performance appraisal process?
Have you received recognition or rewards for your contributions to the company’s training and development programs?
How well do the company’s training and development programs align with the overall goals and mission of the organization?
Do you feel that the company values and invests in employee development and growth?
How well do the company’s training and development programs address the needs of diverse employee groups?
How frequently are you given feedback on your performance and development goals?
How often are you given the opportunity to provide feedback on the company’s training and development programs?
How well does the company provide access to job-related resources, such as online training materials and job aids?
How satisfied are you with the company’s mentoring and coaching programs?
Do you feel that the company provides opportunities for ongoing learning and skill development?
How comfortable do you feel providing feedback to your supervisor or peers on their job performance and development goals?
Do you feel that the company provides adequate resources and support for employees to pursue additional education or certification programs?

Employee Engagement Survey Questions for the Supply Chain Management Department

Do you feel that you are given the resources necessary to perform your job effectively?
Do you feel supported by your manager and colleagues when working on supply chain projects?
Are you satisfied with the level of communication within the supply chain team?
Are you given opportunities to provide feedback and suggestions to improve the supply chain process?
Do you feel that you have the necessary training and development opportunities to grow in your role within the supply chain team?
Do you feel that the supply chain team is aligned with the goals and objectives of the organization?
Are you provided with the necessary technology and tools to support your work in the supply chain department?
Do you feel that your contributions are recognized and valued by the supply chain team and organization as a whole?
Do you feel that the supply chain team is proactive in identifying and addressing potential issues?
Are you satisfied with the level of collaboration and teamwork within the supply chain department?
Do you feel that you have a clear understanding of the role that the supply chain department plays within the organization?
Are you given the necessary resources to maintain a work-life balance while working in the supply chain department?
Do you feel that the supply chain department is inclusive and promotes diversity and equality?
Do you feel that the supply chain department encourages innovation and continuous improvement?
Are you satisfied with the level of transparency and openness within the supply chain team?
Do you feel that the supply chain team is adequately staffed to meet the demands of the organization?
Are you provided with opportunities to attend relevant industry conferences and events?
Do you feel that the supply chain team is committed to sustainability and reducing its environmental impact?
Are you satisfied with the level of recognition and rewards provided for achieving supply chain goals and objectives?
Do you feel that the supply chain department is adequately resourced to meet the demands of the organization?

Employee Engagement Survey Questions for the Sales Department

On a scale of 1 to 10, how likely are you to recommend our company’s products/services to others?
How satisfied are you with the level of support you receive from the sales team?
How often do you receive the necessary tools and resources to perform your sales duties effectively?
Do you feel that you are adequately recognized and rewarded for your sales performance?
How frequently do you receive constructive feedback and coaching from your sales manager?
Are you satisfied with the current compensation structure for the sales team?
How well do you understand the company’s sales goals and objectives?
How often do you feel that your opinions and ideas are valued by your sales team and leadership?
Do you feel that there are enough opportunities for career growth and development within the sales team?
How effective are the sales team’s communication and collaboration with other departments within the company?
How often do you feel that the sales team is given the necessary resources to achieve their sales targets?
Are you satisfied with the company’s approach to sales training and development?
How well do you feel the sales team is aligned with the overall company strategy and goals?
How often do you feel that your workload is manageable and reasonable within the sales team?
Do you feel that the company provides adequate support for maintaining a healthy work-life balance within the sales team?
How satisfied are you with the sales team’s performance management process?
Do you feel that the company has a strong and effective sales leadership team?
How well do you feel the sales team responds to customer needs and requests?
Are you satisfied with the sales team’s ability to adapt to changing market trends and conditions?
How likely are you to continue working in the sales department for the long term?

Employee Engagement Survey Tips

Employee engagement is essential to the success of any business. It refers to the level of commitment and dedication that employees have toward their job and the organization. To measure employee engagement, companies often conduct employee engagement surveys. These surveys are designed to gather feedback from employees about their work experience, job satisfaction, and level of engagement. The data collected from these surveys can be used to improve employee engagement and overall organizational performance. Here are some tips for conducting effective employee engagement surveys:

Define the purpose and goals of the survey: Before conducting the survey, it is essential to define the purpose and goals. HR managers should clearly communicate to employees the reason for conducting the survey and how the results will be used to improve employee engagement. This will increase the response rate and ensure that the survey is effective.
Choose the right survey tool: There are many employee engagement survey tools available, and it is crucial to choose the right one for your organization. Some tools offer basic features, while others provide advanced analytics and reporting. HR managers should evaluate the features and pricing of various tools before selecting the one that best meets their needs.
Ensure anonymity and confidentiality: Employees should feel comfortable providing honest feedback in the survey, and one way to ensure this is by making it anonymous and confidential. HR managers should communicate that the survey is anonymous and that the results will not be tied to any individual employee.
Keep the survey short and focused: The survey should be short and focused on specific areas that need improvement. Long surveys can be overwhelming for employees, and they may not provide accurate feedback. HR managers should focus on key areas that are important for employee engagement and keep the survey to no more than 20-25 questions.
Use a mix of open-ended and closed-ended questions: The survey should include a mix of open-ended and closed-ended questions. Closed-ended questions provide quantitative data, while open-ended questions provide qualitative data. This will give HR managers a better understanding of the reasons behind the responses.
Analyze and share the results: Once the survey is complete, HR managers should analyze the results and identify areas that need improvement. They should communicate the results to employees and outline how they plan to address the issues raised in the survey. This will show employees that their feedback is valued, and it will improve employee engagement.
Follow up with action: The most critical step is to follow up with action. HR managers should create an action plan based on the survey results and implement it. This will show employees that the organization is committed to improving employee engagement, and it will improve overall morale and productivity.

Employee Engagement Survey Tools

Employee engagement surveys are essential tools for companies to measure the level of engagement and satisfaction of their employees. These surveys are used to gather feedback from employees about various aspects of their job, such as job satisfaction, work environment, communication, leadership, and company culture. By gathering this feedback, companies can identify areas of improvement and take action to increase employee engagement and retention. Below, we will discuss some of the best employee engagement survey tools available in the market.

1. SurveyMonkey

SurveyMonkey is one of the most popular online survey tools available in the market. It offers a wide range of survey templates, including employee engagement surveys. The platform allows HR managers to customize surveys by adding questions, logos, and themes. SurveyMonkey also offers real-time results and data analysis, making it easy for companies to track progress and identify areas of improvement.

2. Qualtrics

Qualtrics is another popular survey tool that provides a variety of survey templates, including employee engagement surveys. The platform offers advanced reporting and analytics features that allow HR managers to identify trends and patterns in employee feedback. Qualtrics also provides the option of anonymous surveys, ensuring that employees feel comfortable sharing their feedback.

3. Glint

Glint is a comprehensive employee engagement survey tool that provides real-time feedback and analytics. The platform uses AI to identify trends and patterns in employee feedback, making it easy for HR managers to identify areas of improvement. Glint also provides action planning tools, allowing HR managers to create customized action plans based on employee feedback.

4. Culture Amp

Culture Amp is a survey tool that focuses on employee engagement and company culture. The platform offers a wide range of survey templates, including employee engagement surveys, and provides real-time results and analytics. Culture Amp also provides a library of resources and best practices to help companies improve employee engagement and retention.

5. TINYpulse

TINYpulse is an employee engagement survey tool that focuses on pulse surveys, which are short, frequent surveys that provide real-time feedback. The platform offers a wide range of survey templates and provides real-time results and analytics. TINYpulse also provides employee recognition tools, allowing companies to recognize and reward employees for their feedback and contributions.

How to Pick an Employee Engagement Tool for Any Business?

When choosing an employee engagement tool, there are several factors that organizations should consider to ensure they select the most appropriate tool for their business. Here are some tips on how to pick an employee engagement tool for any business:

Determine your goals: Before selecting an engagement tool, it is essential to understand what you want to achieve through the survey. Identify the key areas you want to measure and improve in your organization, such as job satisfaction, work-life balance, employee communication, recognition and rewards, and professional development.
Assess your budget: Engagement tools come in different pricing plans, and organizations should assess their budget to determine the best tool that meets their financial resources. Some tools offer free plans, while others offer paid subscriptions or customized solutions. Consider the cost of the tool in relation to the expected return on investment.
Evaluate the features: Different engagement tools come with different features, such as survey customization, real-time reporting, benchmarking, data analytics, and integrations with other HR systems. Assess which features are essential for your organization and choose a tool that meets your requirements.
Check the ease of use: It is essential to select a tool that is user-friendly, intuitive, and easy to use for both employees and administrators. This can minimize the time and resources needed to set up and conduct the survey, and it can also enhance the engagement and participation rates.
Consider data security and privacy: Employee engagement surveys contain sensitive data, and organizations must ensure the tool they select complies with data privacy regulations and provides robust security measures to protect the data.
Research the vendor: It is crucial to conduct thorough research on the vendor’s reputation, credibility, and customer support. Consider reading reviews, checking their social media presence, and reaching out to their customer support team to assess their responsiveness and support quality.

Closing Thoughts

Conducting an employee engagement survey is a valuable tool for organizations to understand the level of satisfaction and engagement of their workforce. By asking the right questions, companies can identify areas of improvement and take action to address concerns, ultimately leading to increased productivity, retention, and job satisfaction. The 200 employee engagement survey questions provided in this article cover a wide range of topics and can be tailored to fit the specific needs and goals of any organization. It is important to keep in mind that employee engagement is an ongoing process and not a one-time event, and organizations should regularly assess and adjust their strategies based on feedback from employees. By using the survey questions and tips provided in this article, companies can effectively measure employee engagement and take steps toward creating a positive and productive work environment for their employees.

HR Technology News : HR Technology News : HR Technology Highlights – HR Tech Daily Round-Up For 4th May 2022

[To share your insights with us, please write to sghosh@martechseries.com]