90+ Effective Employee Engagement Survey Questions (+Tips for High-Response Surveys)

Disengaged employees cost the world a whopping $7.8 trillion a year in lost productivity.

Employee engagement surveys are a vital tool for understanding how connected, motivated, and satisfied your workforce is. By assessing key factors like alignment with organizational goals, professional development, workplace culture, and leadership impact, these surveys help organizations identify opportunities for improvement, boost retention, and build a more engaged workforce.

Learn the fundamental principles and best practices for designing impactful employee engagement surveys. Discover a list of 90+ employee engagement survey questions that can effectively gauge overall employee engagement levels. We also included questions that resonate with different employee segments, including managers and remote workers.

1. Questions on job satisfaction

Why cover this topic: Job satisfaction is the foundation of employee engagement. Understanding how content employees are with their roles, responsibilities, and overall job experience allows you to address potential issues before they affect performance or lead to turnover.

Questions in this area focus on how content employees are with their roles, responsibilities, and overall job experience.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I am satisfied with the level of challenge in my work.
2. My work allows me to use my strengths daily.
3. My job responsibilities align with my career interests.
4. I can access all the resources I need to do my job well.
5. I have enough freedom to decide how to do my work.

Open-ended questions:

1. What aspects of your job do you find most fulfilling?
2. What could be improved to increase your job satisfaction?

2. Questions on work-life balance

Why cover this topic: A healthy work-life balance is crucial for long-term engagement and productivity. Unaddressed stress and burnout can lead to high turnover and lower morale. Questions in this area assess whether employees feel they have a manageable workload and the ability to maintain a healthy balance between their professional and personal lives.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I can effectively balance my work and personal life.
2. I feel supported when I need to take time off for personal reasons.
3. My workload is manageable and does not lead to excessive stress.

Open-ended questions:

1. What changes could help improve your work-life balance?
2. How does your workload impact your personal life?

3. Questions on management and leadership

Why cover this topic: Leadership quality directly influences employee motivation, engagement, and retention. Employees who feel supported by their managers are more likely to perform well and stay with the company long-term. Questions in this area explore employee perceptions of their managers and the leadership team, including communication effectiveness, support, and trust.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I trust the decisions made by the leadership team.
2. My manager provides the guidance I need to succeed in my role.
3. I receive constructive feedback and suggestions for improvement from my manager.
4. Leadership communicates clear and consistent expectations.

Open-ended questions:

1. What can your manager do to better support your professional growth?
2. How could communication from the leadership team be improved?

4. Questions on company culture

Why cover this topic: A positive and inclusive company culture is essential for retaining employees and fostering a sense of belonging. Employees who feel the company’s values align with their own are more engaged and motivated. Questions in this area assess how employees perceive the organizational culture, including values, inclusion, diversity, and the overall work environment.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I feel comfortable asking for help if I lack the necessary knowledge to accomplish my goals.
2. The company values diversity and inclusion in the workplace.
3. The organizational culture encourages collaboration and innovation.
4. The workplace culture is supportive.
5. I feel confident bringing up issues without fear of retribution.

Open-ended questions:

1. What aspects of our company culture do you appreciate the most?
2. What changes could improve our company culture?

5. Questions on recognition and rewards

Why cover this topic: Employees who feel recognized and rewarded for their contributions are more likely to be engaged and motivated. Recognition is not just about financial rewards; it also includes acknowledgment of effort and achievements.

Questions in this area assess how well employees feel their contributions are recognized and rewarded by the organization.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I feel appreciated for the work I do.
2. Recognition is fairly distributed within the company.
3. I understand how my performance is evaluated and rewarded.

Open-ended questions:

1. What type of recognition do you find most meaningful?
2. How could the company improve its rewards and recognition program?

6. Questions on career development

Why cover this topic: Career development opportunities are a key driver of employee engagement and retention. Employees are more likely to stay with a company if they see a clear path for advancement and personal growth. Questions in this area assess opportunities for growth, learning, and career advancement within the organization.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I am satisfied with the career growth opportunities available to me.
2. I receive feedback that helps me develop my skills.
3. My company supports my learning and development.
4. I have clear goals for my career progression.

Open-ended questions:

1. What skills would you like to develop to advance your career?
2. What additional support could the company provide to help with your professional development?

7. Questions on team dynamics

Why cover this topic: The way teams interact and collaborate can significantly impact productivity and morale. Understanding how employees perceive their team can help identify areas for improving collaboration, communication, and trust. Questions in this area assess the quality of collaboration, communication, and team relationships.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. My team works well together and supports one another.
2. Team members communicate openly and effectively.
3. Our team handles conflicts constructively.
4. In my team, we hold ourselves accountable for accomplishing assigned tasks.

Open-ended questions:

1. What could improve collaboration within your team?
2. What is the greatest strength of your team?

8. Questions on alignment with organizational goals

Why cover this topic: Employees who understand and align with the company’s goals and values are more motivated and committed to contributing to the organization’s success. Questions in this area assess how well employees understand and align with the company’s mission, vision, and strategic objectives.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I understand the company’s mission and strategic objectives.
2. My work directly contributes to the success of the organization.
3. My goals are aligned with the overall company strategy.

Open-ended questions:

1. How do you see your role contributing to the company’s mission?
2. How can the company improve alignment between individual and organizational goals?

9. Questions on communication

Why cover this topic: Effective communication ensures employees are well-informed, aligned with company objectives, and their voices are heard. Poor communication can lead to confusion, disengagement, and reduced morale. Questions in this area assess the effectiveness of internal communication, including how well employees feel informed about company news, changes, and expectations.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I feel well-informed about important company updates and changes.
2. Internal communication is clear and consistent across departments.
3. I feel comfortable sharing my ideas and concerns.

Open-ended questions:

1. How could communication be improved within the organization?
2. What type of communication do you find most effective?

10. Questions on employee wellbeing

Why cover this topic: Employee wellbeing, both physical and mental, directly impacts engagement, productivity, and retention. Understanding how employees feel supported can help design effective wellness programs and interventions. This topic explores how employees feel about their physical and mental wellbeing at work, including stress levels and access to wellness programs.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. The company cares about my wellbeing.
2. I have access to resources that help manage my stress and mental health.
3. I feel physically and mentally healthy at work.

Open-ended questions:

1. What changes could improve your overall wellbeing?
2. What additional support do you need to maintain your wellbeing at work?

11. Questions on motivation

Why cover this topic: Motivation is a key indicator of how invested employees are in their roles and the organization. Highly motivated employees are more productive, innovative, and committed to the company’s success.

Questions in this area measure employees’ motivation toward their work and the organization.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I feel motivated to do my best work every day.
2. I am enthusiastic about the company’s direction and future.
3. My work gives me a sense of purpose and accomplishment.

Open-ended questions:

1. What drives your motivation at work?
2. How could the company enhance your engagement?

12. Questions on diversity and inclusion

Why cover this topic: Promoting a diverse and inclusive workplace is essential for employee satisfaction, innovation, and long-term success. Ensuring all employees feel respected, included, and valued leads to higher engagement and a stronger company culture. Questions in this area assess whether employees feel the organization treats all employees fairly and supports diversity and inclusion at all levels.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. The company values diversity and inclusion.
2. I can be myself at work without feeling judged or excluded.
3. I feel like I belong at this company.
4. The company actively promotes equal opportunities for all employees.
5. My team respects different perspectives and ideas.
6. The company includes diverse perspectives when making decisions.
7. The company provides resources and training to support diversity and inclusion.
8. The company provides opportunities for input before making fundamental changes.

Open-ended questions:

1. How can the company improve its efforts towards diversity and inclusion?
2. Can you share an example of a positive experience related to diversity and inclusion at this company?
3. What changes would you suggest to create a more inclusive work environment?

Top employee engagement survey questions for managers

Managers play a crucial role in shaping organizational culture and driving engagement. This section focuses on questions tailored specifically to managers to assess their experience and needs.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I feel supported by senior leadership in executing my managerial responsibilities.
2. I have the tools and resources to manage my team effectively.
3. The training provided to me equips me to handle difficult conversations and guide my team’s development.

Open-ended questions:

1. What additional resources or support would help you in your role as a manager?
2. How can senior leadership better assist you in managing your team effectively?

Effective employee engagement survey questions for remote teams

Remote employees face unique challenges, including isolation, communication barriers, and the need for work-life balance. Tailoring engagement questions for remote workers helps them feel supported, connected, and engaged despite the physical distance.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. I feel connected to my team and the company, even while working remotely.
2. I have the necessary tools and resources to work effectively from home.
3. Communication with my manager and colleagues is clear and consistent.
4. I feel included in team meetings and company updates despite working remotely.
5. I have opportunities for professional development and career growth while working remotely.

Open-ended questions:

1. What challenges do you face while working remotely that we should address?
2. How can the company better support your remote work environment?
3. What aspects of remote work are most beneficial, and what would you like to see improved?

Employee engagement survey questions for small businesses

Small businesses often have tight-knit teams and unique dynamics but face challenges like limited resources and rapid changes. Engagement surveys tailored to small businesses can help address these specific needs.

Close-ended questions: Please rate each statement based on your experience using the following scale: 1 - Strongly disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly agree

1. My contributions are recognized and valued by the company.
2. The company’s mission and goals are clearly communicated to me.
3. I have opportunities to learn new skills and grow within the company.
4. My input is considered when decisions are made.
5. The work environment is collaborative and supportive.

Open-ended questions:

1. What do you like most about working in this company?
2. What could be improved to make this a better place to work?
3. How can the company better support your career growth and development?

Best practices for crafting engagement surveys that collect meaningful insights

To gather meaningful insights from employee engagement surveys, follow these key best practices designed to enhance survey quality, response rates, and overall impact on your organization.

Select the right timing and frequency

Avoid peak work periods or holiday seasons to maximize participation and data accuracy. Conduct surveys during quieter times when employees can thoughtfully respond. For ongoing engagement tracking, consider using a combination of quarterly or bi-annual engagement surveys with shorter, more frequent pulse surveys.

Tip: Employee engagement can be particularly vulnerable during periods of change, such as reorganizations or leadership transitions. Surveying during these times allows you to proactively address concerns and keep engagement high.

Secure leadership buy-in

Leadership support is crucial for the success of engagement surveys. Explain the business benefits of engagement surveys, such as improved retention and productivity. Ensure leaders not only endorse the survey process but also actively participate in creating action plans based on feedback.

Tip: To gain leadership commitment, show how engagement insights can drive key business outcomes, such as increased innovation or reduced absenteeism.

Build trust and encourage honest feedback

Employees may hesitate to share candid feedback if they fear repercussions. Assure them of confidentiality and emphasize that their responses will be used for positive change, not as a tool for punitive measures.

Tip: Before launching the survey, clearly communicate its purpose, how the results will be used, and what changes employees can expect. After the survey, provide regular updates on the findings and the steps being taken to address them.

Design clear and actionable surveys

To maintain high response rates, ensure your surveys are relevant and succinct. Aim for a length that matches the survey frequency. For example:

• Conducting a single annual engagement survey: Include up to 50-70 questions—Since this is the only in-depth survey conducted throughout the year, it should comprehensively cover various aspects of employee engagement, including job satisfaction, leadership, work environment, communication, career development, and overall wellbeing
• Conducting bi-annual engagement surveys: Include up to 30-50 questions—With two surveys per year, you can afford to be a bit more focused on each one. Distribute the topics across the two surveys, ensuring both address essential aspects but don’t overlap too much, maintaining engagement and response quality
• Conducting an annual engagement survey, combined with quarterly pulse surveys: Include up to 40-60 questions for the engagement survey and 5-10 questions per pulse survey—The annual survey should still be reasonably comprehensive but slightly shorter than the single annual survey scenario since the quarterly pulse surveys provide additional opportunities to gather data throughout the year. The pulse surveys can focus on specific topics like recent changes, team dynamics, or wellbeing
• Conducting bi-engagement surveys, combined with monthly pulse surveys: Include up to 25-40 questions for the engagement survey and 3-5 questions per pulse survey—With a bi-annual survey plus frequent pulse surveys, the primary survey should be shorter and more focused, allowing you to cover key engagement areas without redundancy. This keeps the surveys engaging and not overly time-consuming, while monthly pulse surveys would address immediate issues or track ongoing initiatives

Tip: Avoid jargon and double-barreled questions (e.g., “How satisfied are you with communication and feedback?”). Instead, break down complex ideas into specific, clear questions.

Pilot the survey

Test your survey with a small group to refine questions and resolve any ambiguities. Use feedback to improve clarity and relevance before rolling it out company-wide.

Analyze survey results

Once you’ve gathered the data, analyze it to understand what lies in the responses. Identify trends and patterns in the responses to find relevant insights. Consider these key questions:

• How are your employees feeling?
• What is not working?
• Which areas have a positive perception?
• How do the results compare to the last survey?
• What trends are you seeing?
• Are your previous action plans effective?

Tip: Contextualize your findings using internal data from previous surveys and industry benchmarks. This will help you determine whether your engagement levels are improving and how you compare to competitors.

Communicate survey results and next steps

Employees need to see that their feedback leads to action. Share both the survey results and the action plans with your workforce. To keep everyone informed, use multiple communication channels, such as town hall meetings, internal newsletters, or digital platforms like Slack.

Tip: Ensure that department heads and managers are responsible for acting on survey insights. Regular updates on progress demonstrate commitment to positive change.

Collaborate on action plans

Engage leaders and managers in translating survey insights into practical, targeted actions. For instance, if communication scores are low, you might introduce manager training or establish clearer internal communication channels.

Tip: Consider running focus groups or team workshops where employees can contribute ideas for addressing key issues raised in the survey. This approach increases buy-in and often generates creative solutions. By implementing these best practices, your employee engagement surveys will yield more actionable insights, leading to data-driven decisions that can improve your organization’s engagement and overall performance.

Automate engagement surveys and boost motivation with Deel Engage

Well-crafted engagement surveys are essential tools for any organization aiming to enhance their workforce's satisfaction, morale, and productivity. However, the most critical step for a successful surveying strategy is to take action according to your findings and communicate with your people.

Deel Engage’s specialized tools will help you achieve this:

• Set up recurring engagement surveys with open-ended or rating questions
• Decide if you should collect feedback anonymously or not
• Define the target audience of your survey according to specific group belonging (team, department, location), hire date, or more
• Send reminders to participants via email or your internal communication tool
• Use the Slack plug-in to collect data where your people spend a lot of time
• Use feedback analytics to understand the most pressing issues shared by your people
• Address learning and development concerns with the career management and training modules of the tool

Additionally, Deel HR, our truly global HRIS solution, is always included for free.

‍Automate your survey processes with Deel Engage and unlock powerful analytics today.