What to include in an employee engagement survey


One of the key elements of employee engagement is to give employees a voice. Doing this is advantageous to businesses for many reasons, as it helps increase productivity, encourages innovation, and leads to greater staff retention. For employees, they will gain greater job satisfaction and have more influence over how they work.

Giving employees a voice is the primary way in which managers can measure the level of employee engagement within their organisation. They can see what members of staff feel positively about, and more importantly, what can be changed for the better. One of the best ways of giving employees a voice is through an employee engagement survey.

What questions should I ask?

First, you’ll have to decide what you want to measure. If you’re aiming to gain an overall understanding of engagement levels in your organisation, you’ll have to ask questions covering lots of different areas.

A comprehensive employee engagement survey should include questions relating to several aspects of work, such as working life, the employee’s individual needs, how they feel about their team, the management, and potential for career growth.

The questions should be answerable on a scale of one to five, with five being the most positive response and one being the least. For example, this is what could be included in a section about working life:

Working Life

Strongly Disagree


Neither agree nor disagree


Strongly Agree

1. I understand what is expected of me in my role.

2. I have all the resources, tools, technology I need to do my job well.

3. I enjoy my day-to-day work tasks

4. There are clear processes and procedures in place for doing our work

5. I understand how my role helps the organisation achieve its goals and objectives.


Open questions with written answers instead of the five-point scale can also be asked if you’re looking to gather further opinion on certain areas. Be warned though – the answers might not always be complimentary!

How should an employee engagement survey be presented?

An employee engagement survey should be confidential, with the results submitted anonymously. If employees are expected to express how they truly feel, then they should be assured that they won’t get in trouble if they answer with anything negative.

Although responses will be maximised if the survey is made mandatory, doing that will risk irritating or pressuring employees who are already disengaged. A better tactic would be to offer a possible incentive for completing it, such as being entered into a prize draw.

How Deminos can help

We will ensure that your survey, results and action plan reflect where you currently are regarding employee engagement. We can then work with you to increase engagement levels and get you to where you want to be.

We’ll achieve this through the following steps:

1) Helping you to plan your employee engagement survey

2) Communicating about your survey

3) Running your survey

4) Analysing and reporting your results

5) Benchmarking

6) Survey results and reporting

7) Feedback and action plan, plus further support

To learn more, call one of our advisors on 020 7870 1090.

Author David Ralph

More posts by David Ralph

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