The top 20 employee engagement questions every manager should be asking
An engaged workforce is the backbone of any successful organisation. When employees feel valued, motivated, and aligned with company goals, productivity increases, turnover decreases, and workplace culture thrives. One of the most effective ways to gauge engagement is through an employee engagement survey that includes well-structured and insightful questions.
Crafting the right employee engagement survey questions helps managers understand what drives motivation, satisfaction, and commitment within their teams. These questions should touch on key engagement areas, including job satisfaction, leadership effectiveness, workplace relationships, career growth, and overall employee well-being.
In this article, we outline the top 20 employee engagement questions that every manager should ask to uncover valuable insights, boost morale, and build a more engaged workforce.
Why managers should ask employee engagement questions
Employee engagement isn’t just about keeping employees happy—it directly impacts productivity, retention, and overall business success. When employees feel engaged, they are more committed to their roles, take greater initiative, and contribute to a positive work environment. On the other hand, disengaged employees can lead to higher absenteeism, decreased performance, and increased turnover costs.
By asking the right employee engagement survey questions, managers can gain data-driven insights into the factors that drive motivation and satisfaction. These insights help identify strengths and pain points within the organisation, allowing leadership to make informed decisions that improve workplace culture. Engagement questions also create an open channel of communication, making employees feel heard and valued, which in turn fosters trust and loyalty.
Moreover, engagement surveys are not just a one-time initiative—they serve as a continuous feedback loop that enables businesses to adapt to changing employee needs. When managers actively listen and act on employee feedback, they build a more resilient, motivated, and high-performing workforce.
Section 1: Understanding overall job satisfaction
- How satisfied are you with your current role and responsibilities?
This question helps managers assess whether employees feel fulfilled in their jobs or if they need adjustments in their responsibilities to remain engaged and motivated.
- Do you find your work meaningful and impactful?
Employees who see the value in their contributions are often more engaged. If they struggle to find meaning in their work, managers may need to realign tasks with their strengths and interests.
- Do you feel a sense of accomplishment in your daily work?
Recognizing progress, no matter how small, boosts engagement. Employees who consistently feel they are achieving something are more likely to stay motivated.
- How likely are you to recommend this company as a great place to work?
This question acts as an internal Net Promoter Score (NPS) to gauge employee sentiment and their willingness to endorse the organization.
Section 2: Employee recognition and appreciation
- Do you feel valued and recognised for your work?
Recognition is a major driver of engagement. Employees who feel undervalued may lose motivation over time.
- How often do you receive positive feedback from your manager?
Regular, genuine feedback fosters a culture of appreciation and growth. If employees seldom receive feedback, it may indicate a need for more structured recognition programmes.
- Do you feel your contributions directly impact the company’s success?
A sense of contribution boosts engagement. Employees should understand how their work fits into the bigger picture of the company’s mission and goals.
Section 3: Career development and growth opportunities
- Do you feel supported in achieving your career goals?
Career stagnation can lead to disengagement. Managers should ensure that employees have opportunities to grow and develop within the organisation.
- Have you had opportunities to learn new skills in the past six months?
Ongoing learning and skill development are essential for keeping employees engaged. If training opportunities are lacking, it may be time to invest in professional development programmes.
- Do you have a clear career progression path within the company?
Uncertainty about future growth can lead employees to look elsewhere for opportunities. Clearly defined career pathways increase retention and engagement.
Section 4: Manager and Leadership Effectiveness
- Do you feel your manager provides adequate support and guidance?
Managers play a crucial role in employee engagement. A supportive and accessible manager can significantly enhance workplace morale.
- Do you feel comfortable approaching your manager with concerns or feedback?
Employees should feel safe discussing challenges without fear of negative consequences. A lack of open communication may indicate a need for leadership training.
- Do you believe the company’s leadership is transparent and trustworthy?
Trust in leadership is essential for engagement. If employees perceive dishonesty or lack of transparency, overall morale may suffer.
- Do you receive constructive feedback that helps you improve?
Feedback should be specific, actionable, and aimed at helping employees grow. If employees feel their feedback is vague or non-existent, they may struggle to progress.
Section 5: Workplace culture and collaboration
- How would you describe the overall company culture?
This open-ended question provides insights into how employees perceive the workplace environment, including areas that may need improvement.
- Do you feel a sense of belonging and inclusion in the workplace?
A diverse and inclusive workplace fosters stronger engagement. If employees feel isolated, the company may need to reassess its inclusivity efforts.
- Do you feel that teamwork and collaboration are encouraged?
A collaborative environment enhances engagement and innovation. If employees feel isolated or unsupported, team-building initiatives may be needed.
Section 6: Work-life balance and employee well-being
- Do you feel that your work-life balance is supported?
Overworking employees can lead to burnout and disengagement. Organisations should ensure that employees have the flexibility to maintain a healthy work-life balance.
- How often do you feel stressed or overwhelmed at work?
Workplace stress negatively impacts engagement. If stress levels are consistently high, it may indicate workload issues or ineffective management practices.
- What could the company do to improve your overall well-being at work?
-
This question allows employees to provide direct suggestions for improving workplace well-being, ensuring that leadership is aware of potential areas for improvement.
Taking action on employee engagement survey results
Asking the right employee engagement survey questions is only the first step. The real impact comes from analysing the results and taking meaningful action based on employee feedback. However, many organisations struggle with turning survey insights into measurable improvements. This is where Thrive can help.
How Thrive Can Help Improve Employee Engagement
Thrive offers a comprehensive platform that empowers organisations to measure, understand, and enhance employee engagement through data-driven insights and behavioural assessments. Whether you're looking to hire top talent, assess existing employees, or boost performance through personalised development, Thrive provides powerful tools to make engagement a priority.
Here’s how Thrive can support your organisation in acting on survey feedback:
- Test candidates for job-specific skills and personality fit – Using customisable assessments, Thrive helps businesses hire individuals whose skills and behaviours align with job roles and team dynamics.
- Transform employee performance through science-based insights – Thrive’s behavioural analytics and personalised development plans help employees improve their performance, stay motivated, and contribute effectively to business success.
- Improve retention and reduce turnover risks – By scientifically measuring employee behaviours and engagement levels, Thrive helps businesses identify early warning signs of disengagement and proactively address concerns.
Best practices for implementing employee engagement surveys in your workflow
- Conduct surveys regularly: Employee engagement is dynamic. Using Thrive’s data-driven approach, you can track improvements and monitor trends over time.
- Ensure anonymity for honest responses: Thrive’s assessment tools encourage objective, data-backed insights rather than subjective opinions, providing a more accurate picture of engagement levels.
- Act on feedback quickly: Thrive's analytics platform provides real-time insights, helping managers implement necessary changes before engagement issues escalate.
- Use data to drive employee development: Thrive’s behavioural assessments and performance tools offer targeted development strategies to keep employees motivated and engaged.
By prioritising employee engagement survey questions and leveraging Thrive’s advanced assessment and analytics tools, organisations can create a positive, data-driven workplace where employees feel valued, motivated, and committed to their roles.
Other resources you might like
Stay in the know
