Learn how your team really feels with anonymous feedback
Feedback is a gift. At least, that’s what many employees say, but is that how they…
As a manager, you want to learn about your team, how they’re feeling, and their levels of employee engagement. You’ve heard about how an employee engagement survey can help collect insights and track metrics so you know exactly where to implement change, but you’re not sure where to start. In addition to frequent 1-on-1’s , we want to empower managers to learn from their teams on a continuous basis by asking the most important employee survey questions.
Officevibe’s survey tool is here to help with exactly that. In this article, we share some of our tool’s most helpful employee survey questions to help managers boost their team’s engagement and motivate them towards higher productivity. Note that a few of our questions are in the form of statements. These can be measured by asking employees to share how much the statement resonates with them on a scale of 0-10.
How managers can help employees feel aligned and fulfilled with the team’s mission and values, as well as the company culture.
1. I am inspired by the purpose and mission of my organization?
Teams who feel aligned towards their purpose, goals and mission are likely to be more committed to their work and invested in their roles. This survey question will help to amplify employee happiness and workplace engagement by understanding how well, or not well, people connect to the culture they work in.
2. The leaders of my organization have communicated a vision that motivates me
If your team is unaware of the main purpose and vision of your organization, it can lead to them feeling a sense of detachment in their day-to-day. Make objectives clear and draw correlations towards how they are impacting the bigger picture. A pulse survey helps to ensure your team feels aligned to the bigger picture.
3. On a scale from 0-10, how likely are you to recommend your organization as a good place to work?
Employees determine how they feel about the company culture as it relates to the people they work with and the managers who support them. Understanding if your team feels well supported will help build trust and a sense of fulfilment to their work. When you know how they feel you can build in helpful strategies in 1-on-1’s to further expand on their experience.
4. Generally speaking, how would you rate your level of happiness at work?
It’s important that employees feel a level of connection to the work that they do. Having a sense of curiosity and excitement about topics and projects helps to fuel employee engagement.
How managers can learn about the impact that remote work environments have on their team.
5. Does your work environment allow you to work distraction-free when you need to?
Ensure that your team has distraction-free zones available to them. This will avoid disengaged employees and will have a significant impact on their performance and wellbeing.
6. Are you satisfied with the level of comfort in your physical workplace?
Wellness at work plays an important role when it comes to productivity and motivation. Making sure teams have an ergonomic space can increase employee engagement.
7. I am supported by my organization if I need to make use of flexible working arrangements.
Be clear on the availability expectations between yourself and your team. Build a stable framework for remote meetings to establish a sense of routine. Learn the behaviours of your team and encourage them to take breaks.
8. Someone would say or do something if I felt distressed at work.
Put yourself in the shoes of an employee who feels overworked and overwhelmed. Often, they may not ne the first to come forward and admit this for many reasons. Ensure that each team member feels a level of approachability with you as their manager and with each other. Encouraging support within a team is fundamental, especially during uncertain times.
Your team is valuable. It’s important to recognize them for their strengths and their progress. It’s equally as important to encourage them to share that encouragement amongst themselves.
9. How would you rate the frequency at which you receive recognition?
Recognize that employees each have different needs when it comes to being recognized for their work. This can also come in many forms. Establish consistent recognition with your team outside of your regular 1-on-1’s and encourage employees to recognize each other’s work as well. This is a great way to improve overall employee satisfaction.
10. Recognition is given in a timely fashion.
It’s normal to have a tendency to provide recognition during reviews or feedback sessions. However, giving recognition on work and progress as it’s happening is extremely impactful and inspires employees to feel more engaged and motivated in real-time. Bonus: recognition results in happy employees!
11. Is recognition meaningful when you receive it?
When you recognize your team, make sure you’re acknowledging their experiences. Rather than keeping your words and actions generic, take the time to learn about what will amplify how much you value them by being specific and describing their positive impact.
12. My organization encourages employees to give recognition to one another.
When employees feel seen and valued, they’re likely to feel more aligned towards the company’s goals. Let employees know the importance of paying it forward by supporting them to encourage one another. This will facilitate teamwork, build trust within the team and allow each team member to know that they add value in their own way.
Feedback is a gift. Learning to understand the value your team places on effective feedback helps their progress, encourages support and amplifies areas in need of improvement.
13. Are you satisfied with the frequency of feedback coming from your direct manager?
This survey question helps to measure the efficacy of feedback loops and what each team member needs when it comes to feedback frequency.
14. Is the feedback you get specific?
Knowing the level of detail that is required from your team will help shape the way you provide employee feedback. This is especially important for remote employees. Learn when it’s appropriate to generalize and when more details are required.
15. The feedback I receive helps me grow and develop.
The survey data from this question helpful when it comes to keeping employee feedback actionable and relevant. The engagement level of your team will increase if they’re given the right tools to hone their skills.
Job satisfaction plays an important role when it comes to employee engagement. Learn what makes your employees feel excited to be part of your team.
16. On a scale of 0-10 how reasonable is your workload?
Learn about the role each team member plays within the team, as well as how they’re responding to fulfilling their mandate. Delegate work in a way that enhances their strengths and challenges them appropriately without burning them out.
17. Do you enjoy the work that you do?
The ideology that work needs to be a struggle is outdated. The employee experience can be exciting, challenging, and fun. Be open to understanding what drives your team to feel a sense of fulfillment and joy.
18. My direct manager cares about my wellbeing.
Often what makes work enjoyable for many, is their relationship with their peers and their manager. It’s vital to understand how respect is measured and how to establish a coherent sense of respect within your team in order to improve employee satisfaction.
19. Are your responsibilities clear?
When assigning tasks and projects, be transparent about expectations. In addition, provide clear guidelines when it comes to roles and responsibilities. When work distribution gets complicated, this often results in disengaged employees, siloed teams, and feelings of frustration. Avoid this by keeping communication open, brief, and actionable.
An effective employee engagement strategy is best applied when employees feel their careers demonstrate an opportunity for growth and learning. Find out if their work is fostering their development.
20. I have a development plan aimed at improving my skills
Individual growth is customizable depending on each team member. Support your team by developing thoughtful development plans that take into consideration the skills, strengths, and areas of improvement of each team member.
21. Is there someone at work who helps you grow and develop?
Often employees feel most engaged when they feel they are being guided by someone they trust and, on some level, admire. Get to know your employees and help them find appropriate professional mentors whom they can learn from.
22. How would you rate the way your organization makes use of your strengths?
Thriving employees feel a sense of fulfillment towards the teams they take part in. They want to feel as though they’re adding value. Give them opportunities to share their areas of expertise with the wider organization. Doing so will challenge their perspective, take them out of their comfort zone and expand upon their leadership skills.
23. I am appropriately involved in decisions that affect my work.
When employees understand the context in which they work, it becomes much easier for them to feel motivated towards objectives. Make sure that you’re being transparent with your team. Show them that you believe in their skills by involving them in meetings where could provide more input, a different perspective, and explore their strengths.
Your relationship with your team matters. These questions help to refine relationships to ensure they’re built on trust and communication.
24. My direct manager is someone I can trust.
Understanding whether employees trust you is essential to leading a team successfully. Trust can be established in different ways for different people. It starts with learning about your team and demonstrating a genuine interest in who they are and the work they bring to the table. Be transparent and clear with employees when it comes to their work, growth and any feedback you provide.
25. On a scale of 0-10 how satisfied are you with how frequently you communicate with your direct manager?
Whether you’re working remotely or in-person, establish frequent 1-on-1 conversations, and feedback loops. Be mindful about your employees preferred methods of communication, make an effort to use these as you get to know one another and build your relationship.
26. How would you rate your direct managers management skills?
Not only is it important for your employees to receive feedback, it’s important for managers to receive this as well. As projects get delivered and teams grow, managers must also learn how to take care of their own development. By keeping an open ear to your team’s feedback, this will help you learn what your own strengths are and how you can equally improve upon your existing skills.
A helpful way to learn about how well your team is working together is to prompt employees to reflect on how they feel about working with their colleagues. After all, a strong team dynamic facilitates productivity and engagement.
27. I feel like I am part of a team.
Do employees feel as though the weight of projects is on their shoulders, or do they feel as though they have a team they can count on? Discover their perspective to further position how you may or may not need to help build your team’s dynamic.
28. Do you and your peers collaborate well together?
Establishing a sense of collaboration from the very beginning allows team mates to understand that they can trust each other. As a result, they’ll feel more inclined to reach out to one another for help, celebrate wins together and learn about their collective growth.
29. My peers are committed to doing quality work.
Having a strong baseline of expectations allows teammates to properly collaborate in order to achieve their goals. Be clear about how you expect them to work with each other and be open about their individual strengths. By shedding light on the potential you see within them, they’ll see that within each other. As a result, further empowering each other to keep motivating one another.
Being clear on how engaged employees feel isn’t always easy. These engagement survey questions help to clarify how managers can ensure their teams are productive and motivated.
30. Do you have access to the material resources you need to do your work properly (equipment, supplies, etc)?
Whether you’re in an office or working remotely, having the right tools in place has an impact on how engaged employees will feel. A small home office may not have the ability to have dual screens, but there are ways to work around every obstacles. The right tools can certainly amplify employee performance and allow them to have a less cumbersome experience. Reach out to your team, and find out if they have the right tools at their disposal.
31. Do you have access to non material resources you need to do your work properly (information, training, support, data, knowledge, etc)?
Without important information, tools, or support, employee engagement can dwindle. This can negatively impact the team. Look ahead and forecast their needs when assigning them projects. Ask each team member if they have access to the right information, if they’re connected and introduced to those who can help them along the way. Give your team the ability to start off on the right foot.
32. Do you know what you need to do to meet goals and objectives?
When teams know how to meet expectations, their productivity and engagement skyrockets. Be clear on your expectations by defining what work in progress means and come to a team-wide definition of “done”.
33. Do you believe your organization is able to reach its objectives?
Communicate important information to your team. This will help them establish a strong connection to their work, a larger sense of engagement, and a broader understanding about how they’ve positively impacted the team. Caution, this may cause: an amplified sense of accomplishment and productivity.
34. Do you feel you have enough freedom to decide how you do your work?
Everyone works differently. Acknowledge a way of working that promotes the right amount of balance for autonomous work and collaborative projects. Giving some leeway to your team will result in a strong sense of trust rather than feelings of micromanagement. This way you’ll further encourage a strong sense of engagement within your team rather than a sense of dependency.
35. How would you describe the level of challenge you have at work?
Employee engagement and employee performance are complex to measure. It’s important for your team to feel an adequate balance between being challenged to flex their learners mindset, and their strengths. Be sure to guide them and let them know that you support them throughout their work. Creating a safe space for them to fail-forward encourages workers to feel engaged and build a growth mindset.
Uncovering helpful survey data starts with being inquisitive and open about survey results. Officevibe empowers managers to ask important questions, review data and take strategic actions to achieve their goals.