Employee engagement is the heartbeat of a thriving organization. It influences productivity, morale, retention, and overall workplace culture. But how engaged are your employees, really? Our comprehensive 25-question Employee Engagement Survey is designed to uncover critical insights into your workforce’s engagement levels. By assessing key areas such as communication, recognition, job satisfaction, and leadership, this survey equips HR professionals and managers with the tools to identify strengths, address challenges, and foster a more engaged and committed workforce.
Use this survey to gauge employee engagement levels:
- Do you feel your contributions are valued by the organization?
- Do you understand how your work aligns with the companyās goals?
- How often do you receive feedback from your manager?
- Are you satisfied with the recognition you receive for your work?
- Do you feel your opinions are heard and respected?
- How would you rate the communication within your team?
- Do you feel you have the tools and resources to perform your job effectively?
- Are you satisfied with the career development opportunities available to you?
- Do you feel your manager supports your professional growth?
- Do you believe the company prioritizes employee well-being?
- How would you describe your level of motivation at work?
- Do you feel a sense of purpose in your role?
- Are you satisfied with your work-life balance?
- How often do you feel proud to work for this organization?
- Do you have a clear understanding of your job responsibilities?
- Are you comfortable sharing your concerns with your manager or leadership?
- Do you feel that the organization values diversity and inclusion?
- Are you satisfied with the benefits and compensation provided?
- How would you rate the collaboration within your team?
- Do you feel the companyās mission and values are reflected in daily operations?
- How often do you feel challenged and stimulated by your work?
- Are you satisfied with the physical and/or virtual work environment?
- Do you feel your manager effectively leads and supports your team?
- Are there opportunities for you to contribute ideas and suggestions?
- Overall, how engaged do you feel in your role?
To identify the level of engagement or disengagement based on the 25 questions, it is essential to use a scaling system for the responses. A Likert scale is commonly used in employee engagement surveys, as it provides measurable insights into employee attitudes and behaviors.
Recommended Scaling for Responses:
You can use a 5-point Likert scale for simplicity:
- Strongly Disagree
- Disagree
- Neutral
- Agree
- Strongly Agree
Alternatively, for a more nuanced understanding, you can use a 7-point Likert scale to capture finer details of engagement levels.
How to Analyze Responses:
- Engagement Score: Assign numerical values to the scale (e.g., 1 = Strongly Disagree, 5 = Strongly Agree).
- Average Score Per Question: Calculate the average score for each question across all participants to identify specific areas of strength or concern.
- Overall Engagement Score: Sum the scores for all questions and calculate the average. This provides a single overall engagement score for the organization or team.
- Engagement Categories:
Determining Percentage of Engagement:
To express engagement as a percentage:
- Define the maximum possible score (e.g., 25 questions Ć 5 points = 125 for a 5-point scale).
- Calculate each participant’s total score and divide by the maximum score.
- Multiply the result by 100 to get a percentage.Example: If an employee scores 100 out of 125, their engagement level is 80%.
Segmenting Results:
You can further segment results based on:
- Demographics (e.g., department, role, tenure).
- Question categories (e.g., recognition, communication, work-life balance).
Next Steps:
- Use the overall engagement percentage to gauge the workforceās sentiment.
- Identify specific areas (via lower average question scores) requiring improvement.
- Prioritize action items based on feedback and trends in the data.
Example:
If most employees consistently score Agree (4) or Strongly Agree (5) for questions about recognition, communication, and growth opportunities, this indicates high engagement. However, if scores trend toward Neutral (3) or below for work-life balance, this indicates disengagement in that area.
Using scaling allows for structured data analysis and actionable insights to improve employee engagement systematically. Let me know if you’d like help building a survey template or creating a results analysis framework!
Engaged employees are the foundation of a successful organization, while disengaged ones can silently hinder progress. By utilizing this 25-question survey and the accompanying scoring guide, you can not only measure engagement but also uncover actionable insights to drive meaningful change. Share this resource with your team, evaluate your results, and start building strategies to create a more dynamic, motivated, and connected workplace.
Elga Lejarza
Founder & CEO
Lejarza HR Consulting
