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22 powerful employee engagement survey questions

Run employee engagement surveys to gauge the satisfaction & engagement levels of your employees with our 22 powerful questions.

Template by Vu Nguyen Ky
6 minutes to finish · English · PDF
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A well-conducted survey is one of the best ways to gain insights into your employees’ engagement levels. With the data collected, you can improve significantly the employee experience as well as productivity. Download now (for free) the top 22 survey questions to find out the best strategy to enhance employee engagement level at your company.


It is common knowledge that employees satisfaction depends on their engagement level at work. By conducting surveys, you can collect employee feedback to gauge their engagement levels and figure out ways to get them engaged at work. 

There are many questions in an employee engagement survey that can help you figure out how well your organization is doing when it comes to recognizing, motivating, and engaging its workforce. Below are 22 powerful survey questions to get started.

Employee engagement survey questions to review your people strategy

Job satisfaction questions

Question 1 - How do you feel about your job?

This question is one of the best ones to start your engagement survey. It provokes a direct response about the employee’s current job sentiment and may open a window for you to ask further questions. It also allows the employee to know that their well-being is your primary concern.

You may attach graphics to this question to better capture your employees’ mood.

For example, apply the rating scale question from 1-10 or use emojis depicting emotions like happy or sad and ask employees to choose the one that best suits their current mood. 

Question 2 - Do you feel excited about coming to work? Why?

This question can serve as a follow-up to the first one. It seeks to know how engaged an employee is with their work. As you know, engaged employees are excited about coming to work daily. 

Also, ask your employees the reason for their excitement or non-excitement. Their replies may help you know how to keep your employees engaged.

For example, an employee may be unexcited about coming to work daily due to long commuting. Knowing this will allow you to incorporate a flexible work schedule for them or pay for their relocation.

Question 3 - Are you proud of working with us?

Get to know if your employees are proud to be associated with your organization in public. It would be best if they are because employees are great representatives of a company’s brand. If they are not, it means you have a workplace problem that needs urgent fixing.

Consider doing something that will make you stand out positively in society.

For example, your company can play an active role in your community development. That way, your employees will want to be associated with your company publicly because of your positive societal impact.

Question 4 - Do you think you have the necessary resources required to carry out your role efficiently? If not, what resources do you think we should get?

This question will let you know if your employees have all they need to succeed in their job. If they don’t, it means you are affecting their productivity. 

For example, employees may suggest specific tools or monthly subscriptions to industry magazines as the resources they need to do their job well. 

Question 5 - Do you feel we provide all the necessary amenities you need to feel comfortable at work?

There is a difference between amenities and resources. Amenities are items that make the workplace feel like a second home to your employees, like fast Wi-Fi, spacious parking garage, etc. Without them, your employees may dread coming to work daily. 

Identify the amenities required by your employees and work on providing them as soon as possible.

For example, your employees may suggest a bigger conference room for their meetings or an extra elevator to the building.

Question 6 - Do you feel inspired by our organization’s vision and values?

This question will let you know the employees align with your company’s brand, goal, and value. It will also allow you to identify those who don’t clearly understand what the organization stands for. If most employees do not feel connected to your company’s vision and values, find an immediate solution.

For example, organize meetings where you enlighten employees about your organization’s vision or change your recruiting strategy and start hiring culture-fit employees

Question 7 - Will you recommend our company to your relatives or friends?

A happy employee is likely to refer your company to them. In contrast, an unhappy employee won’t want their relatives or friends to work for your company. So, which group of employees do you have?

Make sure you get specific answers on the reason behind their response.

For example, you could include a comment box so that employees can give reason(s) for their answers.

Question 8 - Are you satisfied with the organization’s compensations and benefits?

You can measure your employees’ job satisfaction with how pleased they are with their compensation. Asking this question lets you know if they are delighted with what they are getting from your company. More importantly, it helps you identify the specific benefits that your employees want.

For example, while you may be thinking a wage increase is the best way to compensate your employee, your employees may want something else, e.g., stock options. 

Communication questions

Question 9 - Do you feel comfortable contributing to your ideas and suggestions in the workplace?

Many employees have valuable ideas to contribute to your organization’s growth. However, they can’t let out these ideas unless they are encouraged to do so. You have to know just how much they are empowered to open up to their leaders and colleagues. 

For example, if most of your employees say they are not comfortable contributing their ideas, it may be time to implement an open-door policy to solve this problem. 

Question 10 - Do you feel comfortable asking for help from your colleagues when required to meet your goals?

This question may provide you with an opportunity to know how open your workplace is. If an employee has a problem asking for help from their colleagues, you need to encourage more open communication among employees. 

There are many ways to do that. For example, you can introduce Friday brunches or weekend get-togethers so colleagues can be closer. Or you can adopt an intranet for more seamless workplace communication. 

Culture questions

Question 11 - What do you think about our organization’s culture?

This question assesses whether the employee sees the company culture as supportive of their goals or against their self-interest. 

For example, if an employee has an unfavorable opinion about your company, use their feedback as the first step to build a better company culture.

Question 12 - What do you think we need to change in our organization?

Encourage your employees to say more uncomfortable truths about your workplace with this open-ended question. See their feedback as an opportunity to get details about the area that your company needs to improve. 

For example, you may get recommendations on areas that need changes, such as the kitchen menu or dress code.

Question 13 - Where do you see yourself two years from now?

The issue of employee retention is one of the biggest concerns employers have today. The best way to stay ahead of this problem is to know the factors that may lead to other employees’ departure.  

If employees don’t see themselves working with you for long, get to know why. Open a comment box so they can provide the reason(s) for their possible departure. You can use the answers provided to develop strategies that will help you retain talents in the long run.

Download for free the full question list 👉

With these questions set, you can:

  • Look into employees' needs for engagement factors at work with 22 important questions.
  • Assess the engagement level based on 7 pillar aspects: Job satisfaction, Communication, Culture, Employee Development, Work-life balance, and Leadership.
  • Execute the survey and analyze the collected information with our ready-made tips for each question.

How to use this template

  • ⚠️
    Before editing, remember to “Make a copy" and edit on your copied file to keep the original file for everyone.
  • ✍️
    The contents in the template are just a starter. Make sure you insert and edit the variables (name, logos, survey scale etc.) to tailor the template to your business’s needs.
  • ⚡️
    Click “send" and kick start your survey process.

Who this template is for

  • Managers looking for a way to engage and retain their team members
  • HR specialists who are in charge of enhancing employee engagement
  • Founders who want to build an engaged and inclusive company culture

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