If you have a business and want to grow its market share, you need to engage your employees. Globally, businesses understand the value of employee engagement but have challenges addressing it. A report by Gallup shows that 67% of employees in workplaces are not fully engaged. Employees who are not completely engaged at the workplace cannot unleash their potential. They are not productive and are capable of rubbing their disengagement on other employees; making it difficult for your business to attain its goals. Employee engagement surveys can help you tell when your employees begin to disengage. Using survey software, prepare questions that balance performance drivers with feel-good parameters to better understand why your employees could get disengaged.
If you are using an employee survey template, here are ten questions you should consider including.
1. How satisfied are you with your current job in this company?
This is a broad question yet, an important one because satisfaction at the workplace is an offshoot of different factors. Though there are many questions that you could ask to learn more, it helps to start by gaining a general perspective on your employees’ satisfaction level first. To learn how satisfied they are, ask them to rate the company. HR Manager and Line Managers need to know how happy employees are at the workplace and whether they would take another job if offered a hike.
2. As an employee of this company, how valued do you feel?
This question is important because quite a less percentage of employees feel valued. Appreciation and recognition are two critical factors that motivate employees to strive and meet work expectations. To learn if employees feel valued, find out whether they have been recognized by their immediate supervisors or managers recently. You could also ask them to rate the extent to which they feel valued by the company.
3. How aligned are your goals with the organizational values?
People prefer to work in organizations with conducive work culture and aligned with their values. According to a survey conducted by LaSalle Network, 61% of persons seeking employment identified company culture as the second most important factor after compensation. At the same time, GlassDoor identified culture and values as the leading predictor of employee’s job satisfaction, irrespective of their income levels. By asking this question, you will be able to figure out if your organizational values and culture are aligned with those of your employees.
4. How amicable are you with your workmates or peers?
Peers or workmates act as key drivers of satisfaction for employees in workplaces. They play a prominent role in encouraging employees to pursue organizational goals and go an extra mile. With this question, you will be able to gauge which your employees are confident and satisfied with the people they work with. To do this, have your employees shed light on whether they are proud to be a part of your team. If you are using a survey makeer, consider including follow-on questions to determine whether the team inspires them to be at their best. They should be getting help from their peers in accomplishing tasks.
5. How content are you with your supervisor or manager?
The old saying, “people don’t leave jobs, they leave managers” is often true. Majority of the time, persisting dissatisfaction with managers or immediate supervisors has been a key factor in employee disengagement. This is why it is important to have employee feedback on how they find the behavior of their immediate managers.
6. Does your work contribute to achieving the overall goals of the company?
To excel in their work, employees should have a clear understanding of how they fit into the company. As such, their response to this question will indicate how they understand the goals of the company and the link that exists between the work they do and the strategic goals of the company. This question could also show you whether your employees make a deliberate effort to contribute to the strategic goals of the organization. You don’t want them to complete tasks without considering the overall company’s objectives.
7. How happy are you with growth opportunities offered by the company?
Growth opportunities are critical for employees. Research shows that the lack of growth opportunities in workplaces is one of the reasons employees choose to quit jobs. A report developed by Gallup shows 87% of people in workplaces view growth opportunities to be an important factor while taking up a job. At the same time, a survey conducted by LaSalle shows 71% of employees consider growth opportunities as the number one reason why they consider taking up a new role.
According to the 2016 State of American Jobs report, 87% of employees believe they need additional skills and training to remain competitive in their current as well as future workplaces. Since growth matters to people in workplaces, have your employees give a rating on any growth opportunities they have received at the workplace.
8. Would you recommend our services and products to your friends or colleagues?
This question helps you learn if your employees believe in your business mission and goal. It will also give you an indication of whether they are satisfied with the way you do business or they are only interested in getting paid. As such, have them rate their likelihood of recommending your services or products to other people. Also, get their perspective on how they think your business is in delivering customer service.
9. Does the company empower you to make decisions?
With this question, you will be able to figure out how employees feel about the company’s efforts to enhance their ability to lead. Empowering employees could imply their autonomy in making decisions and providing them with the requisite information.
10. How well connected are you with the company’s structure and processes?
This question is critical because it provides insight into the employee’s understanding of workplace processes and structure. Employees feel comfortable in the workplace when they are well networked, have a clear understanding of who to talk to when they need help and most importantly, who to report to officially.
While asking these questions is important, you should try to look for reasons behind the responses of your employees. Comprehending why they respond the way they do will give better insights into the underlying factors. This type of data enables you to initiate changes that can boost employee engagement in your company.
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