What to Include in an Employee Engagement Survey (With Examples)

Creating an employee engagement survey that actually leads to actionable insights can feel daunting. What should you ask? How do you ensure people answer honestly? Most importantly, how do you know if the answers reflect the real pulse of your workplace culture? Crafting the right survey questions isn't just a data exercise—it's about opening a conversation with your team, fostering trust, and promoting growth. The key lies in asking the right questions in the right way.

Why Employee Engagement Surveys Matter

Imagine walking into a room full of employees who are silently disengaged—meeting quotas but lacking motivation. Now, imagine another team where ideas flow freely, people cheer each other on, and productivity is off the charts. What makes the difference? Engagement. Engaged employees are 21% more productive and 17% more profitable, according to Gallup. But you can’t fix what you don’t measure. That’s where employee engagement surveys come in. When designed thoughtfully, they offer a powerful window into the emotional and cultural pulse of your organization.

Listening Isn’t Enough—You Have to Act

Have you ever shared feedback only for it to go nowhere? Employees notice that, too. If you ask for feedback and nothing changes, participation plummets. That’s why the best surveys don't end with analysis—they launch change. The goal? Let employees know their voices lead to real, tangible improvements. Otherwise, your survey might be more damaging than helpful.

Setting Clear Goals Before You Start

Before diving into questions, decide on your goal. Are you trying to assess overall morale? Identify management roadblocks? Measure alignment with company values? Clarity keeps surveys focused—and results meaningful. Grab a notebook or whiteboard and jot down what success looks like when the survey is finished. The clearer your objective, the more precise your questions will be.

Key Sections to Include in an Employee Engagement Survey

Not all surveys are created equal. Great ones blend multiple question types to give you both measurable data and narrative depth. Let's explore the essential areas every effective employee engagement survey should cover—complete with examples you can use today.

1. Relationship with Direct Manager

• My manager provides me with regular, constructive feedback.

• I feel comfortable approaching my manager with concerns.

• I receive recognition for good work from my immediate supervisor.

A strong relationship with a manager often determines job satisfaction. Managers can either inspire or discourage. These questions probe whether leaders are coaching, not just managing. Pro tip: Consider adding open-text questions like, "What could your manager do to better support you?" to uncover deeper insights.

2. Alignment with Company Mission and Values

• I understand how my work contributes to the company’s mission.

• The company’s values are visible in day-to-day operations.

• I believe in the direction the company is heading.

People want to work for something larger than themselves. When employees understand—and believe in—the mission, they bring more passion and commitment. This section gauges if your company is walking the talk.

3. Personal Growth and Career Development

• I have opportunities to grow and develop in my current role.

• I receive the training I need to do my job effectively.

• There is a clear career path for me within this organization.

Lack of growth is one of the top reasons employees leave. By asking about training, mentorship, and upward mobility, you identify what's keeping employees engaged—or what's nudging them toward the door. Remember: learning doesn’t have to mean promotion. Skill-building and stretch projects matter, too.

4. Work-Life Balance and Well-being

• I have the flexibility I need to manage both work and personal responsibilities.

• My workload allows me to maintain a healthy work-life balance.

• I feel supported in managing stress and burnout.

Gone are the days when companies could treat burnout like a personal problem. With remote work and increasing pressure, well-being is a business concern. These questions shed light on whether your culture supports holistic employee health—or unintentionally fuels exhaustion.

5. Peer Relationships and Team Dynamics

• My team collaborates effectively to get work done.

• I feel a sense of belonging on my team.

• There’s a culture of respect and inclusiveness across departments.

Teams aren’t just groups of people—they're networks of trust and shared goals. How people relate to teammates dramatically influences their engagement. This section checks if collaboration is thriving or if silos are silently forming.

Best Practices for Crafting Strong Survey Questions

Once you’ve outlined the sections, it's time to get tactical. Crafting the right questions makes all the difference. Here’s what seasoned HR leaders keep top of mind when building their surveys:

Use Clear, Neutral Language

Don't lead or bias respondents. Instead of “My manager is rarely helpful,” reframe to “My manager supports me in achieving my best work.” Neutral questions lead to more reliable answers.

Balance Rating Scales with Open Responses

Quantitative data is easy to track over time, but don’t stop there. Open-text fields uncover emotions and nuances that numbers can’t. Combine both for a fuller picture.

Keep It Short and Focused

A 75-question survey sounds thorough—but no one wants to take it. Aim for completion within 10–15 minutes. Be ruthless in editing and group similar questions logically to keep momentum.

Test Before You Launch

Run a pilot with a small group. You'll spot confusing wording, tech issues, or survey fatigue fast. Gathering feedback before the big rollout can mean the difference between irrelevant stats and insightful trends.

Example Survey Template

Need a starting point? Here’s a quick sample survey structure you might adapt for your organization:

1. How satisfied are you with your current role? (Scale: 1–5)

2. Do you feel recognized for your contributions? (Yes/No + Comments)

3. What’s one thing leadership could do to improve your work experience? (Open text)

4. How likely are you to recommend this organization as a great place to work? (Net Promoter Score Scale)

This hybrid structure—using scaled, binary, and open-ended questions—offers a well-rounded view of engagement. Customize based on your goals, but always include room for employee voice.

Frequently Asked Questions

What’s the ideal length for an employee engagement survey?

Ideally, the survey should take no more than 10–15 minutes to complete. This usually translates to around 20–30 well-crafted questions. The key is to prioritize quality over quantity and ensure questions align with your goal.

How often should we conduct engagement surveys?

Most companies conduct a full engagement survey annually and supplement it with smaller pulse checks quarterly. This cadence allows you to measure long-term trends while staying responsive to real-time shifts in sentiment.

Should survey responses be anonymous?

Yes, anonymity increases honesty. Employees are more likely to share candid feedback if they feel safe from judgment or retaliation. Be transparent about how data will be used and emphasize confidentiality at every step.

Great engagement doesn’t happen by accident—it’s designed with intention. Starting with strong survey questions is the first step. But the real magic happens after the survey—when you take action. What will your team’s feedback tell you? Better yet, what will you do with it? Keep listening, stay curious, and let honest feedback shape your workplace for the better.