How Engaged Are Your Employees? 40 Pulse Survey Questions to Ask

The research is clear.

Employee engagement is closely related to organizational performance. The best-known report, among the many published recently about the connection, came from Gallup. It found organizations or business units with highly engaged employees report 21 percent greater profitability when compared with those in the bottom quarter of engagement.

This is why measuring the level of workplace engagement is so crucial. You can’t improve what you don’t measure.

The Dynamic Signal Communication-to-Activation Maturity CurveHowever, survey data has shown that only about half of all companies measure engagement. Also, conducting an annual employee survey is still the most common method for gauging employee engagement at more than 75 percent of organizations. Yes, an annual survey can be beneficial. But it can take months to analyze results – which often aren’t segmented and shared in ways that lead to action and change based on feedback. The whole process can end up feeling meaningless to employees.

There’s a better way.

Sending short, pulse surveys from the Dynamic Signal Employee Communication and Engagement platform are an ideal opportunity to create a consistent, high-value, structured dialogue with your employees. They enable you to poll employees on specific topics, get real-time feedback, and address issues immediately. This level of communication and continuous feedback drives better decision-making, faster innovation, greater business agility, and higher employee engagement. (See Figure 2.)

Effective Employee Communication and Engagement Produces Positive Business OutcomesPerhaps most of all, it contributes to a thriving company culture because employees can see that the organization is interested in what they think – and is taking their opinions seriously.

The question then becomes what questions should you ask? And how often should you ask them?

We’ve crafted more than 40 simple questions to help measure employee engagement. You can ask for all kinds of feedback about product innovation, service improvements, and customer feedback, all of which are incredibly valuable and should be asked. But because of the high correlation between employee engagement and profits, we believe that having a continuous stream of pulse surveys that measure employee engagement, and then responding to the feedback, will be the best driver of better business outcomes.

We recommend that you pose one question each week accompanied by a follow-up question: “How can we improve?” Continuous measurement is important because employee attitudes change from month-to-month and even week-to-week. You always want to have your finger on the pulse of employee sentiment so you can continuously make improvements – and measure the results of your efforts.

These questions in pulse surveys will help you measure employee engagement:

How much do you agree/disagree with the following statements?

  • Strongly agree
  • Somewhat agree
  • Somewhat disagree
  • Strongly disagree
  • Don’t know/NA

Dynamic-Signal-Mobile-AppMy organization:

  • Employs leaders whom employees respect
  • Instills good leadership behaviors in managers
  • Provides good training opportunities
  • Provides career growth opportunities
  • Gives employees the chance to do quality work
  • Provides employees with meaningful work
  • Enables employees to reach their full potential
  • Gives employees opportunities to share praise
  • Offers employees specific praise for their performance
  • Ensures employees have necessary work resources
  • Maintains a positive work culture
  • Builds good relationships with its employees
  • Collects employee feedback frequently
  • Listens carefully to employee feedback
  • Acts on employee feedback
  • Is driving product/service innovation
  • Empowers employees to have good relationships with colleagues
  • Empowers employees to have a good relationship with their manager
  • Is a company employees believe in
  • Is a company that keeps employees safe
  • Is a company that treats employees with respect
  • Communicates frequently with employees
  • Clearly articulates our vision and values with employees
  • Celebrates accomplishments
  • Is an enjoyable place to work
  • Offers great benefits
  • Offers work-life balance
  • Has low voluntary turnover rates
  • Performed better financially compared to competitors in the industry

How much do you agree/disagree with the following statements?

  • Strongly agree
  • Somewhat agree
  • Somewhat disagree
  • Strongly disagree
  • Don’t know/NA

The majority of employees at my organization are:

  • Giving the organization their best work
  • Are emotionally committed to the company and its objectives
  • Are satisfied with their work situation
  • Are committed and have no intentions of leaving the company in the next one to two years
  • Have personal values and goals that are aligned with the company

On a scale of 0-10, with 0 being unacceptable and 10 being outstanding, please rate your organization’s leaders in the following area:

  • Building trust
  • Being fair
  • Fostering employee collaboration
  • Communicating clear employee expectations
  • Recognizing superior contributors
  • Rewarding superior contributors
  • Coaching employees
  • Listening to employees
  • Communicating with employees
  • Being transparent
  • Paying fair compensation

With the Dynamic Signal Platform for Employee Communication and Engagement, companies across every business sector, including Fortune 100 companies, can increase brand equity, reduce risk and grow their businesses by securely delivering personalized, timely information to their employees around the world, on the channels and devices they prefer.

Post Author

G.I. Sanders

G.I. Sanders is Senior Director, Creative Services at Dynamic Signal. He specializes in entrepreneurship, digital and social media, design, and marketing. G.I. is based in Dallas, TX with his wife and two sons. Passions include technology, startups, music, fitness and sports.