Employee Engagement Surveys - Why Asking the Right Questions Matter

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Employee survey
Many leaders have made ample use of employee engagement surveys previously, only to come to the belief that they have failed to sustain a minimal rate of employee turnover on the company. There are many reasons why this occurs, many of which is going to be highlighted in this article.

employee engagement survey
Let’s begin with the problem itself, which starts off with the attitudes of organization leaders as well as their often-incorrect strategies of increasing employee engagement.

It becomes an untarnished fact that many organizational leaders seem focused primarily on what the organization should be doing instead of pinpointing what the organization actually needs. It has led to the requirements and requires of many employees going unnoticed. By way of example, some managers receive the bright idea of developing rewards programs or organizing new social events to integrate their employees in the hope of increasing their a higher level engagement. However, these usually prove to be futile.

Furthermore, the customary engagement survey utilized in most companies focuses way too much on the actual job instead of enough on the meaning behind it. Great surveys ought to get to the very heart with the matter and not ruffle up the same, old answers that most employees give about why they disliked their job. An excellent survey should point out the values that employees have, the things they genuinely care about, the things they believe to be important to their success and what may be detracting them from giving their absolute best work.

What are the Top 10 Drivers of Employee Engagement?

Studies have shown that there are ten drivers of employee engagement that brings out the very best potential in employees when well included in the cultural framework from the organization:

 Clarity of Purpose - Expressed otherwise, the c's must know what is precisely expected of them, even in a very bureaucratic environment.
 Employee’s Opinions Is important - those who are exceptionally engaged believed that their views mattered practical.
 Wellbeing of the Workplace - this can play an immense part in reducing absenteeism, while maximizing productivity.
 Having the proper Resources and Tools - Employees get disengaged when they don’t have access to the best tools.
 Work ought to be Fun - Work which is entertaining will give people the harder inclination to work harder.
 Appreciation and Recognition - Acknowledgement of one’s tasks are a strong business tool that retains your very best workers.
 Creative Possibilities - Empowering your workers to get creative is undoubtedly the most effective methods to boost your firm’s morale. Unsurprisingly, based on a Gallup survey, engaged workers are the greatest source for brand spanking new ideas that can be implemented with your company.
 Give Chances to Learn and Grow - Workers want to have chances to learn and turn. Most training usually occurs at work.
 Build an Environment Based On Trust - A worker that does not feel safe does not really participate in vital company functions along with their performance within the organization will suffer.
 Make Progress Work - The maximum motivation you could every lengthy employees is consistent, significant improvement, and also the feeling that they are being sustained by their supervisors to make that improvement.

Formulating Survey Questions The correct way

Survey results should be immediately actionable and the formulation of questions should pinpoint the key areas. It is best to get just the right quantity of questions as well, since an inadequate number of questions may only give you more questions than answers, while a lot of questions may turnoff the person taking the survey.

When formulating questions, it is best to use a 5-point system (for example multiple choice) to produce things as easy as possible. Your order of questions also need to build upon each other to get an accurate assessment in the employee’s level of engagement. The most effective surveys also have selecting leaving narrative comments, just in case employees wish to clarify some of their answers or have other important remarks to create.

Sample Questions:

 What’s your largest frustration in completing your assignments?
 What are the reasons that our company would match with your personal values?
 What are you currently most proud of within your work with our company?

Here are a few tips that can be used sporadically during the year to find creative methods to improve the level of engagement found within your organization.

 Give People Possibilities to Talk - talk to people on a regular basis with your workplace to find out their current level of engagement and what can be done to improve it. Lots of people can give you some stunning ideas you could implement immediately to increase overall employee engagement.
 Find Out Why Everyone is Getting Disengaged - don’t be worried to be direct and ask people what it is that is causing them to be disengaged. You don’t have to ever become defensive. Sometimes just being heard are able to do wonders and instantly increase engagement.
 Determine How Frequently Meetings Will Have To Happen - sometimes daily meetings will need to be implemented to effectively increase engagement. However, when things become too intrusive, it could be enough to schedule meetings once or twice during the year to get the desired results.
 Filter Over to Find The Best Ideas - it could be futile to try to implement everyone’s suggestions to create a more productive workplace environment. Choose only the best ones and try to let them get democratically determined.
 Decide Upon Who definitely are Making The Desired Changes - designate the proper individuals to oversee the brand new changes that will must be implemented. Ask your workers whom they would designate to obtain started.

Remain devoted to the unique needs of the organization and slightly less about the production of new products and you will probably find a wonderful increase in the level of employee engagement as part of your organization.

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