Employee engagement is a critical driver of business outcomes; however, keeping employees connected, satisfied, and motivated presents both a challenge and an opportunity for HR leaders.

According to Gallup's latest State of the Global Workplace report, employee engagement dropped to 21% globally in 2024, with disengagement costing the global economy $8.9 trillion annually. This lack of a positive employee experience impacts productivity and fuels turnover, with disengaged employees more likely to leave their roles.

So, how do you tackle these challenges head-on? Try leveraging employee surveys to gather actionable feedback. Ask the right questions, and uncover insights into company culture, leadership effectiveness, job satisfaction, and how well your workplace supports remote and hybrid teams.

Let's dive in and discover how to turn feedback into measurable workplace improvements.

Measuring employee engagement effectively

Employee engagement is about how committed and connected employees feel to their roles and the organization. When they are engaged, the results can be transformative: according to Gallup, businesses with engaged teams generate 23% more profit.

But how do you effectively measure something as nuanced as engagement?

How to measure employee engagement

Traditional methods like employee feedback questionnaires or pulse surveys remain some of the most reliable tools for gauging employee engagement. These approaches allow organizations to gather insights into key areas such as workload balance, employee Net Promoter Scores (eNPS), and retention drivers.

However, as your work environments evolve, it's essential to adapt these tools for remote and hybrid teams. For instance:

• Use digital survey platforms that allow easy employee participation regardless of location
• Schedule real-time pulse checks to ensure distributed teams feel heard and included
• Incorporate questions that address challenges unique to remote work, such as isolation, communication gaps, and flexibility

Why measure engagement?

Understanding employee engagement should be a strategic priority because it brings tangible benefits:

• Retention: Engaged employees are less likely to seek opportunities elsewhere
• Productivity: When employees are connected to their work, they're more efficient and effective
• Satisfaction: An engaged workforce leads to higher morale and overall job satisfaction
• Growth: Measuring engagement lets leadership identify problem areas, celebrate successes, and align business outcomes with employee needs

How to get the most out of your surveys

Asking the right questions is the cornerstone of an effective employee engagement strategy. Focus on open-ended and targeted questions that explore:

• Alignment with company values and goals
• Perceptions of leadership and management
• Satisfaction with team dynamics and work-life balance

Equally important is encouraging participation and ensuring every employee feels safe to give honest feedback.

Consider these strategies:

• Anonymity: Guarantee anonymity to foster candid responses
• Clarity: Keep questions clear and concise to avoid survey fatigue
• Communication: Explain how survey results will result in meaningful change

By measuring engagement thoughtfully and strategically, you'll gain actionable insights to build a thriving and connected workforce, no matter where employees work.

Start here: 15 essential employee engagement survey questions

New to engagement surveys? Begin with these 15 high-impact questions, which provide maximum insight with minimal survey fatigue. These questions cover the core drivers of engagement and give you actionable data to improve your workplace immediately.

Rating scale: 1 = Strongly Disagree | 2 = Disagree | 3 = Neither Agree nor Disagree | 4 = Agree | 5 = Strongly Agree

Core engagement drivers

1. I find my work meaningful and purposeful
2. I clearly understand how my role contributes to company goals
3. I have the resources and tools needed to do my job effectively
4. I feel valued and appreciated for my contributions
5. I would recommend this organization as a great place to work (0-10 scale)

Manager effectiveness

6. My manager provides helpful feedback on my performance
7. My manager supports my professional development and career growth
8. I feel comfortable approaching my manager with questions or concerns
9. My manager recognizes good work when it happens
10. My manager helps me prioritize my work effectively

Growth and culture

11. I see opportunities for advancement within this organization
12. I feel respected and valued by my colleagues
13. This organization fosters an inclusive environment for all employees
14. I feel safe to express my opinions and ideas at work
15. I am satisfied with my work-life balance

Why these 15 work: They address the three core engagement drivers identified by research: role clarity, manager effectiveness, and growth opportunities. Start here, then expand to the full 50-question bank as your survey program matures.

Complete employee engagement survey questions to ask

Understanding your employees' engagement levels starts with the right questions. Below, we've categorized the most impactful employee engagement questions to help you gather insights and drive change.

Alignment questions (Questions 1-7)

Assess how well employees understand and align with your company's mission, values, and goals.

1. Do you find your work meaningful?
2. Does the organization's vision inspire you?
3. Do you feel your role contributes to the company's success?
4. Do you have a clear understanding of your job expectations?
5. How can we help make your work more meaningful?
6. Do you feel connected to your organization's mission and values?
7. Do you understand what success looks like in your position?

Why it matters: Employees who feel aligned with the company's mission are more motivated and productive.

Employee satisfaction questions (Questions 8-14)

Measure how satisfied employees are with their roles and the organization.

8. On a scale of 1-5, how happy are you in your current role?
9. Do you feel excited about coming to work each day?
10. Are you satisfied with the leadership and management style?
11. Are you happy with the resources provided to do your job well?
12. Do you feel appreciated for your contributions at work?
13. How would you rate your overall job satisfaction?
14. Do you feel your skills are being utilized effectively?

Why it matters: Understanding employee satisfaction helps address retention risks and improve workplace morale.

Employee Net Promoter Score (eNPS) questions (Questions 15-18)

Gauge how likely employees are to recommend your organization as a great place to work.

15. On a scale of 1-10, how likely are you to recommend this company to a friend or colleague?
16. What is the primary reason for your score?
17. What could we do to make you more likely to recommend our workplace?
18. Have your feelings about working here improved or worsened over the past six months?

Why it matters: High eNPS scores indicate strong engagement and satisfaction, while low scores can signal areas for improvement.

Company culture questions (Questions 19-25)

Evaluate how employees perceive the workplace culture and inclusivity.

19. Do you feel the company fosters a supportive and inclusive environment?
20. Are you satisfied with the organization's approach to diversity, equity, and inclusion (DEI)?
21. Does the company's culture prioritize employee well-being?
22. Do you feel respected by your peers and leadership?
23. How would you describe the organization's approach to collaboration and teamwork?
24. Do you feel a strong sense of belonging within your team and organization?
25. Are company values reflected in day-to-day operations and decisions?

Why it matters: A healthy culture drives employee loyalty and engagement.

Career development questions (Questions 26-32)

Explore employees' perceptions of growth opportunities within the organization.

26. Do you feel the company supports your career goals?
27. Are you provided with opportunities to learn and develop new skills?
28. Would you like to take on additional responsibilities or projects?
29. Have you discussed your career path with your manager in the last six months?
30. Do you see clear opportunities for advancement within your role?
31. Are you challenged appropriately in your current position?
32. Do you receive guidance on potential career paths within the company?

Why it matters: Employees who see clear career paths are 2.5 times more likely to stay engaged and loyal.

Flexible/remote/hybrid work questions (Questions 33-40)

Address the unique challenges of distributed teams.

33. Do you have the tools and resources you need to work effectively remotely?
34. How can we improve communication within the remote/hybrid team?
35. Do you feel included in team activities and decision-making while working remotely?
36. Are you satisfied with the balance between flexibility and accountability in your role?
37. Do you feel as connected to colleagues when working remotely as when in-office?
38. Are hybrid meeting practices effective for both in-person and remote participants?
39. Do you have access to appropriate workspace options for different types of work?
40. Does this organization support transitions between remote and in-office work well?

Why it matters: Effective remote work support ensures distributed teams remain connected and engaged.

Diversity, equity, and inclusion (DEI) questions (Questions 41-44)

Identify areas for growth in creating an equitable workplace.

41. Do you feel the organization values diversity and inclusion?
42. Are you aware of how to report incidents of discrimination or bias?
43. How can we improve equity in hiring and promotion practices?
44. Do you feel comfortable expressing your authentic self at work?

Why it matters: DEI initiatives foster a sense of belonging, which is critical for engagement.

Well-being and work-life balance questions (Questions 45-48)

Evaluate employee mental health and personal life balance.

45. Do you feel supported in maintaining a healthy work-life balance?
46. Does the organization promote mental health and wellness initiatives?
47. Are there any workplace stressors that affect your well-being?
48. How can we better support your overall health and happiness?

Why it matters: Supporting well-being helps reduce burnout and increase productivity.

Innovation and collaboration questions (Questions 49-50)

Measure how employees view teamwork and creative problem-solving.

49. Do you feel your ideas are valued by your team?
50. Do you feel encouraged to take risks and try new approaches in your role?

Why it matters: Innovation and collaboration are key drivers of organizational growth and employee satisfaction.

Pro Tip: Include these questions in customizable surveys to gain tailored insights into your organization's unique challenges and opportunities. This comprehensive approach will help you build a thriving, engaged workforce in 2025 and beyond.

Implementation templates and tools

Sample survey invitation email

Subject: Your Voice Matters: 2025 Employee Engagement Survey (10 minutes)

Hi [Name],

We're committed to making this an even better place to work, and we need your honest feedback to get there.

What: Our annual employee engagement survey
Time: 10 minutes maximum
Deadline: [Date - 2 weeks from send]
Access: [Survey Link]

Your responses are completely anonymous. We've partnered with [Survey Platform] to ensure no individual responses can be traced back to you.

What happens next:

• Week of [Date]: We'll share high-level results with everyone
• [Date]: Department-level action plans will be announced
• [Date]: First progress update on improvements

Questions? Reply to this email or contact [HR Contact].

Thanks for helping us build a workplace where everyone can do their best work.

[Signature]

Survey implementation timeline

Week 1-2: Survey Design

• Choose 15-25 questions from the question bank above
• Set up survey platform (Typeform, SurveyMonkey, or Google Forms)
• Test survey with 3-5 people for clarity and timing
• Draft invitation email using template above

Week 3: Launch Preparation

• Schedule manager briefing meeting
• Prepare FAQ document for common questions
• Set up analytics dashboard to track response rates
• Send "survey coming next week" advance notice

Week 4-5: Survey Deployment

• Send invitation email Monday morning
• Send reminder Wednesday (to non-responders only)
• Send final reminder Monday of week 5
• Close survey Friday of week 5

Week 6: Analysis

• Export and clean data
• Calculate scores by department/demographic
• Identify top 3 strengths and bottom 3 areas
• Pull key quotes from open-ended responses

Week 7: Action Planning

• Leadership team reviews results
• Create action plans with specific owners and timelines
• Prepare results presentation for all-hands meeting
• Set dates for progress check-ins

Week 8: Communication

• Share results with all employees
• Announce action plans and owners
• Schedule department-level discussions
• Plan next pulse survey (3 months out)

Benchmarks for engagement questions

While asking the right questions gets you started and encourages employees to answer, interpreting the results in a meaningful way can make or break your efforts. Set clear benchmarks and use proven techniques like Likert scales to transform raw data into actionable insights.

Using the Likert scale effectively

Likert scales are a popular tool in engagement surveys for a reason: they provide clear, quantifiable data that's easy to analyze. When designing surveys with Likert scales, keep these tips in mind:

• Use balanced response options: Offer an equal range of positive and negative choices. For example: Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree
• Limit scale length: Stick to 5 or 7 points. This gives enough nuance without overwhelming respondents
• Clarify questions: Ensure each question is direct and avoids ambiguity. For example, instead of asking, "Do you feel supported?" specify, "Do you feel your manager supports your professional growth?"
• Include a neutral option: A middle choice (e.g., "Neither Agree nor Disagree") provides balance and captures uncertain sentiments

Pro Tip: Pair Likert scale questions with open-ended questions, such as "Why did you choose this rating?" to gain deeper insights.

Industry-specific benchmarks

Benchmarks give you context to evaluate your survey results against broader trends. While general benchmarks are helpful, industry-specific data is even more valuable.

Here are some common benchmarks to consider:

1. eNPS benchmarks

Employee Net Promoter Score (eNPS) is a widely used metric that gauges employee loyalty by asking: "On a scale of 0-10, how likely are you to recommend this company as a great place to work?"

• Technology sector: Scores typically range from 20-40, reflecting the highly competitive and innovative nature of the industry
• Healthcare: Scores generally fall between 15-25, highlighting the industry's challenges with burnout and demanding workloads
• Retail: Scores often range from -5-5, reflecting high employee turnover and varying levels of workplace satisfaction

Why this benchmark matters:

• Tracks loyalty and advocacy: A high eNPS indicates that employees are more likely to stay and recommend your workplace, reducing recruitment costs and turnover
• Signals areas for improvement: A low eNPS score may highlight concerns around management, culture, or job satisfaction
• Drives engagement initiatives: Comparing your eNPS to industry standards can help prioritize improvements in employee experience and retention strategies

How to use this benchmark:

• Regularly monitor eNPS trends to identify changes in sentiment
• Pair eNPS with follow-up questions like, "What would improve your score?" to gain actionable insights
• Set realistic goals based on your industry—for example, moving from 15 to 25 in retail within a year

2. Employee satisfaction benchmarks

According to Great Place to Work, an average of 55% of employees consistently report experiencing a great workplace across industries.

Why this benchmark matters:

• Benchmarking organizational health: A satisfaction rate below this average can indicate systemic issues, such as poor leadership, inadequate resources, or lack of recognition
• Improves retention: High satisfaction scores correlate directly with reduced turnover and increased employee loyalty
• Enhances productivity: Satisfied employees are more likely to be engaged, collaborative, and innovative, contributing significantly to organizational success

How to use this benchmark:

• Compare internal satisfaction scores to the 55% benchmark to gauge alignment with industry norms
• Conduct follow-up surveys to drill down into specific drivers of satisfaction, such as career development or compensation
• Set incremental goals, such as improving satisfaction by 5-10% over the next year

3. Work-life balance benchmarks

Remote and hybrid workforces typically report higher flexibility but may struggle with blurred boundaries, leading to work-life balance challenges. Research shows that employees in these settings often rate flexibility higher, but satisfaction can dip when work spills into personal life.

Why this benchmark matters:

• Reduces burnout: Achieving a healthy work-life balance directly impacts mental health and overall well-being, lowering the risk of burnout
• Supports retention: Employees who feel supported in managing their personal and professional lives are more likely to stay with an organization
• Drives engagement in remote teams: Balanced employees are more productive, collaborative, and motivated, even in distributed work environments

How to use this benchmark:

• Ask targeted survey questions like, "Do you feel supported in maintaining a healthy work-life balance?"
• Compare scores across departments or regions to identify disparities and implement tailored solutions
• Create initiatives like flexible work schedules, mandatory offline hours, and wellness programs to address gaps

ROI calculator: The cost of disengagement

Calculate your disengagement cost:

• Average salary in your organization: $____
• Number of employees: ____
• Estimated % disengaged (if unknown, use 18%): ____%

Annual disengagement cost: [Average salary] × [# employees] × [% disengaged] × 0.34

Example: 200 employees × $75,000 average salary × 18% disengaged × 0.34 cost factor = $459,000 annual cost

Survey program investment:

• Survey platform: $2,000-$5,000 annually
• Time investment: 40 hours (1 week FTE)
• Action planning: 80 hours over 12 months
• Total investment: ~$15,000-$20,000 annually

Break-even: If your survey program reduces disengagement by just 5%, you'll typically save 10-20x your investment.

Putting benchmarks into action

When evaluating survey results:

• Compare against benchmarks: Use eNPS, satisfaction, and work-life balance benchmarks as guides to spot trends and opportunities
• Dive deeper: Analyze by department, team, or tenure to uncover unique insights
• Take action: Prioritize initiatives that address gaps, and set measurable goals for improvement

Benchmarks are a starting point, but the real value comes from translating data into targeted strategies that create lasting change. By focusing on these metrics, you can continuously elevate employee engagement and build a thriving workplace.

How to evaluate results and create action plans

Interpreting survey data is where insights become action. Follow these best practices to make the most of your results:

Look for patterns

• Identify recurring themes in open-ended responses
• Analyze trends by department, tenure, or location
• Compare current results to previous surveys

Focus on outliers

• Investigate unusually high or low scores to uncover potential issues or standout successes
• Identify departments or teams with significantly different engagement levels
• Understand what high-performing teams are doing differently

Compare against benchmarks

• Compare your data to industry standards and past internal surveys to spot areas for growth or decline
• Use benchmark data to set realistic improvement goals
• Identify where your organization excels compared to industry averages

Visualize the data

• Use graphs or heatmaps to identify trends at a glance, especially for Likert scale results
• Create dashboards that track engagement metrics over time
• Make data accessible and understandable for all stakeholders

Creating actionable insights from results

Survey data is only useful if it drives change. Here's how to turn numbers into action:

• Prioritize key areas: Focus on questions with the widest score variations or significant gaps compared to benchmarks
• Collaborate with teams: Share results with managers and employees to co-create solutions
• Set SMART goals: Use survey findings to set Specific, Measurable, Achievable, Relevant, and Time-bound goals for improvement
• Communicate progress: Regularly update employees on changes being made based on their feedback to build trust and encourage future participation

Common survey mistakes to avoid

Survey design mistakes:

• Making surveys too long (stick to 15-25 questions maximum)
• Using leading questions that bias responses
• Inconsistent rating scales across questions
• Unclear or ambiguous wording

Implementation mistakes:

• Poor timing (avoid busy periods like year-end)
• Lack of communication about survey purpose and process
• Not guaranteeing anonymity
• Failing to follow up with results and action plans

Analysis mistakes:

• Only focusing on negative results
• Not segmenting data by department or demographics
• Ignoring open-ended feedback
• Not comparing to benchmarks or previous surveys

By designing surveys with precision, benchmarking effectively, and acting on results thoughtfully, you can continuously improve employee engagement and create a workplace where everyone thrives.

Industry-specific survey customizations

Technology companies

Add these questions to address sector-specific challenges:

• I have opportunities to work on innovative projects that challenge me
• This organization effectively balances rapid growth with employee wellbeing
• I feel supported in learning new technologies and skills

Healthcare organizations

Include questions that address healthcare-specific stressors:

• I have adequate time and resources to provide quality patient care
• This organization supports my emotional wellbeing given the nature of my work
• I feel safe reporting concerns about patient safety or workplace issues

Financial services

Add questions for regulatory and client-focused environments:

• I understand how regulatory requirements impact my daily work
• This organization maintains high ethical standards in all business practices
• I feel equipped to serve clients' financial needs effectively

Manufacturing

Include questions about safety and operational excellence:

• I feel safe performing my job duties every day
• This organization prioritizes employee safety over production targets
• My suggestions for process improvements are welcomed and considered

Retail and customer service

Add questions for customer-facing roles:

• I feel empowered to resolve customer issues effectively
• My work schedule provides a predictable work-life balance
• I receive adequate training to handle difficult customer situations

FAQ

How often should we conduct employee engagement surveys?

Annual comprehensive surveys (20-30 questions) supplemented by quarterly pulse surveys (5-8 questions) provide sufficient data for trend analysis without survey fatigue.

What's the ideal response rate?

Aim for a response rate of 70% or higher for reliable data. Below 60% may not accurately represent your workforce.

Should surveys be anonymous?

Yes, anonymity typically increases honest feedback. Use third-party platforms and clearly communicate privacy protections.

How long should employees have to complete the survey?

Provide 1-2 weeks for completion, with reminder communications sent 3 days and 1 day before the deadline.

What if our engagement scores are low?

Low scores indicate opportunity for improvement, not failure. Focus on understanding root causes and implement targeted interventions with clear timelines.

How do we handle negative feedback?

Address negative feedback transparently with specific action plans and timelines. This builds trust for future surveys.

Asking the right questions is just the beginning

Employee engagement isn't just a one-time initiative—it's an ongoing commitment to understanding and addressing the needs of your workforce. By asking the right questions, measuring engagement effectively, and leveraging benchmarks, you can create a workplace where employees feel valued, connected, and motivated to do their best work.

The key takeaways for boosting engagement and satisfaction include:

• Gathering meaningful feedback: Use well-crafted surveys to uncover actionable insights into alignment, satisfaction, and well-being
• Setting clear benchmarks: Compare your results against industry standards to identify growth opportunities
• Acting on feedback: Prioritize transparency and responsiveness by turning survey results into concrete improvements that employees can see
• Maintaining momentum: Establish continuous feedback loops and use real-time engagement tracking to stay ahead of evolving employee needs

When your workforce feels supported and engaged, the results are transformative, not just for your employees but for your business as a whole.