Employee engagement is a critical factor in an organisation’s overall success. Engaged employees are more productive, more committed, and more likely to stay with their employer long-term. To gauge and improve engagement, many organisations use employee engagement surveys. But what should these surveys include? In this blog post, we’ll explore eight essential elements that should be incorporated into every employee engagement survey to deliver actionable insights. This information, coupled with strong analysis, can help the leadership team create a thriving workplace environment.

An extensive body of research and a practical grasp of management and leadership should be used to determine which questions in an employee engagement survey are useful. With these observations in mind, Pathways Australia’s ‘Your Say’ employee engagement survey was created. A well-designed employee engagement survey, it includes these eight essential elements that can provide invaluable insights into the overall motivations of your employees. 

1. Organisational Culture and Values

A strong organisational culture, underpinned by well-defined values, has a significant impact on employee engagement. To assess the alignment between employees and your organisation’s culture and values, include questions that explore:

• Employees’ understanding and awareness of the organisation’s mission and values
• The extent to which employees feel the organisation’s values are reflected in daily operations
• The level of pride employees take in being a part of the organisation

2. Communication

Effective communication is vital for employee engagement. Employees who feel well-informed and listened to are more likely to feel connected and committed to their organisation. Your engagement survey should include questions that address:

• The clarity and frequency of communication from leadership
• Employees’ perceptions of transparency and openness within the organisation
• Opportunities for employees to voice their opinions and concerns

3. Leadership and Management

Strong leadership and management play a significant role in driving employee engagement. To evaluate the effectiveness of your leaders and managers, incorporate questions that examine:

• The quality of the relationship between employees and their direct supervisors
• Employees’ perceptions of leadership’s commitment to their success and well-being
• The level of trust and respect employees have for their leaders

4. Professional Growth and Development

Employees who feel supported in their career growth are more likely to be engaged in their work. To assess your organisation’s efforts in fostering professional growth, include questions that explore:

• The availability of training and development opportunities
• The level of support employees receive from their supervisors in achieving their career goals
• Employees’ perceptions of advancement opportunities within the organisation

5. Job Satisfaction and Work-Life Balance

Job satisfaction and work-life balance are key drivers of employee engagement. To evaluate these factors, include questions that address:

• The level of satisfaction employees have with their job responsibilities and tasks
• Employees’ perceptions of the organisation’s commitment to work-life balance
• The extent to which employees feel their workload is manageable and sustainable

6. Recognition and Remuneration

Recognising and rewarding employees for their hard work and achievements can significantly boost employee engagement and retention. To measure the effectiveness of your organisation’s recognition and rewards, add questions that address:

• The frequency and quality of recognition employees receive for their accomplishments
• Employees’ perceptions of the fairness and adequacy of compensation and benefits
• The level of satisfaction employees have with non-monetary rewards, such as opportunities for growth and development

7. Team Dynamics and Collaboration

Engaged employees often feel a strong connection to their team and enjoy working collaboratively. To assess the quality of team dynamics and collaboration within your organisation, include questions that question:

• Employees’ perceptions of the effectiveness and efficiency of teamwork
• The quality of relationships between team members
• The extent to which employees feel their opinions and ideas are valued by their colleagues

8. Client Relationships

Strong client relationships are often a key driver of employee engagement, particularly for employees in client-facing roles. When employees feel that they are positively contributing to the success of their clients, they are more likely to be engaged and committed to ongoing projects. To evaluate the quality of client relationships within your organisation, include questions that address:

• Employees’ perceptions of their ability to meet and exceed client expectations
• The level of support and resources available to employees in managing client relationships
• The extent to which employees feel empowered to make decisions that benefit both the client and the organisation
• Employees’ satisfaction with the communication and collaboration between their team and clients

These are the crucial aspects that should be evaluated in an employee engagement survey. By identifying areas of strength and opportunities for improvement, your organisation can take targeted actions to boost engagement and foster a thriving work environment. Engaged employees are the backbone of a successful organisation, and by incorporating these elements into your survey, you can unlock the full potential of your workforce.

For many years, Pathways Australia has been a market leader in offering staff engagement and satisfaction surveys. Our ‘Your Say’ employee engagement survey was created exclusively for Not-For-Profit organisations with the help of executives, People and Culture Managers, and organisational psychologists. Find out how Pathways Australia can help you measure employee engagement and satisfaction independently and accurately with our specialised employee survey services by contacting our team now.