Employee Engagement Survey

Are you a human resource manager who wants to increase performance, retention, and innovation in your employees? 


Big companies use employee engagement surveys to measure the happiness and sense of involvement in their employees because employee engagement in work leads to the company's growth and better performance


If you feel your opinions are essential to the company, you will be more engaged in the work and better pursue your tasks and duties. 


But what is employee engagement exactly? Why is employee engagement important? How to improve employee engagement and how to measure it? As an HR team, you should know the answer to all these questions. 


Do you want 22% more productivity in your company?


So follow the rest of the article or make your online employee engagement survey questionnaire in Porsline NOW

What is Employee Engagement?




Employee engagement has different definitions, but what all of them confirm is that:


  1. Employee engagement is about passion, care, sacrifice, effort, and employee involvement.
  2. All parts of a company are involved in employee engagement.


 In the employee satisfaction survey, we mentioned the work environment and the external dimension of an employee's feelings. Still, in an employee engagement survey, we should consider the internal parameters and measure an employee's motivations and commitment at work.


Suppose your employees feel more committed to their responsibilities. In that case, you don't need to control them anymore because they stay at work every day and do whatever they can to improve productivity and make their company successful.


Why is Employee Engagement Important?




Employee engagement will increase your company's productivity to 22% based on Gallup Organization.


To understand employees' feelings and commitment may take ages if not measured correctly. This is the reason some companies underestimate the importance of conducting a precisely designed employee engagement survey. Employee engagement in HR is crucial because it improves growth, performance, retention, and creativity.


Through an employee engagement survey, you can collect your employees' correct feedback and enhance your business's value and quality.


An employee engagement survey will predict the potential problems that can reduce your employees' motivations and commitment.


You want to increase your employee engagement and measure it easily, practically, and in a short time?


How to Improve Employee Engagement?




Did you know that generally, 67% of the company employees are not engaged in the work? These employees seem happy with the job but are not involved in the job's values, mission, vision, or goals and don't care too much about their productivity or profitability. They think of themselves and their own goals and values.


These kinds of employees can be considered both as a threat or opportunity.


If you improve employee engagement, they will be transformed into motivated and committed workforces, bringing you better performance and retention.


To improve employee engagement, follow these steps:


  1. Clarify your business goals to everyone and encourage employees to collaborate
  2. Ask Employees their feedbacks and survey them regularly.
  3. Identify their working goals and try to make the path for them to grow and achieve their goals.
  4. Set monthly meetings, ask about their problems and needs, and then show them that their issues and needs are important to you and try to solve them. If you try to solve their problems, they will also try to solve your problems and achieve your goals.
  5. Put them in the right role and give them related tasks to do.
  6. Train them, develop their skills, and help them to grow.


How to Measure Employee Engagement?




HR surveys are complicated because of the large number of survey questions and the diversity of prominent indicators, which reduces the response rate to the survey.


But different models made it easy to conduct a survey. It's enough to take one and design your employee opinion survey. In each model, some factors are emphasized more than others, and employees are divided differently.


The Gallup Q12 employee engagement survey is a measurement method that asks 12 questions from the employees to identify their feelings. In the Gallup model, we emphasize on factors such as:


  • Retention
  • Customer loyalty
  • profitability
  • productivity
  • safety


 In Gallup Q12, we divide employees into three groups:


  1. Engaged
  2. Not engaged
  3. Actively Engaged


The other model is CIPD, which says engagement has three dimensions:


  • Emotional engagement: the employee is emotionally involved in the work.
  • Cognitive engagement: the employee has a high focus and attention to the work.
  • Physical engagement: the employee is willing to go to extra miles for the business.


Or in the Katz and Kahn model, we identified three levels:


  • The employee joins and stays in business. He has low absenteeism and low turnover.
  • The employee shows dependable behavior. At this level, he exceeds standards of job performance.
  • The employee has an innovative behavior, and he goes beyond his role. He suggests new things to improve the performance of the business.


The Employee Engagement Survey Questionnaire


In an employee engagement survey questionnaire, you should consider the personnel's different dimensions to get a helpful answer. In the table below, you can see various Factors and some question examples. You can see the complete template of the employee engagement survey questionnaire in Porsline too.


Employee Engagement Survey Factors Employee Engagement Survey Questions
Job Satisfaction Are you overall satisfied working here?
Job Expectations I know what is expected of me at work.
Equipment and facilities Resources and technologies required for a good performance are available to me.
Appreciation I was appreciated for my accomplishments in the past week.
Personal Development There are people at my work who encourage me for personal development.
Paying Attention to Opinions My opinions are deemed valuable.
Mission and Goal The mission and objectives of the company give me the impression that my job is essential.
Good Friends I have at least one good friend in this company.
Progress In the past six months, I was consulted about my professional development.
Growth and Learning I am satisfied with my opportunities for growth in the past year.
Commitment to Quality My co-workers are dedicated to their jobs.

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