Workplace Wellbeing: 25 Employee Satisfaction Survey Questions For A Happier Team

Examples of effective employee satisfaction survey questions for you to learn more about your employees.

Why Are Employee Satisfaction Surveys Important?

Businesses invest a significant amount of time and money evaluating employee performance and determining what employees can do to improve. It's a way of asking workers, "How can you assist our company meet its goals?"

The links between corporate culture, employee satisfaction, and productivity are undeniable, and team leaders regularly need to assess their employees' happiness levels.

So why only now are employers beginning to recognize the need to reverse that inquiry and ask, "What can we do to make you, the employee, happier?"

Well-designed employee satisfaction surveys are an essential element of any organization’s or company's success. They typically include inquiries about employees' feelings on corporate culture and recognition by supervisors. 

Employee surveys provide the opportunity for personal and professional development, which can help an employer retain skilled personnel while attracting new talent. Employers that fail to check in with their employees significantly may experience increased turnover, difficulties recruiting quality employees, deterioration of company culture, reduced profits and lower productivity. 

Companies can use employee satisfaction survey questions to understand their team's thoughts about its policies and practices. Asking relevant questions in a way that makes workers feel heard will provide businesses with valuable insight into how happy employees are at work and give an accurate representation of how healthy your company culture is. 

Surveys can be conducted anonymously, allowing employees to express themselves freely and authentically and showing how truly satisfied people feel with their role and overall job satisfaction, which can help improve productivity.

6 Reasons to Conduct Employee Satisfaction Surveys

Boost Employee Engagement

An engaged employee is actively involved in the workplace. Employees who are engaged are more committed to their roles and more willing to go out of their way to achieve substantial outcomes by developing creative methods to improve their products or operations.

Managers can conduct surveys and questionnaires to see whether strategies to boost employee satisfaction have had a meaningful impact on engagement. These steps will oftentimes provide greater career prospects, recognition, and raised salaries. An employee satisfaction survey will provide data on whether initiatives are working, why they're working, and further methods to increase engagement.

Happy Employees Are Empowered Employees 

Employees are often terrified to express negative opinions to a superior. They have to consider the advantages and disadvantages of informing a manager of something they may not want to hear. Feedback will likely not reach the boss when the disadvantages outweigh the benefits. When organizations host effective employee satisfaction surveys, they provide a safe and honest platform to express concerns.

Optimize Organizational Growth

When organizations conduct employee satisfaction surveys, they can gather data that will assist them in developing company policies and operating procedures. This data can determine whether your leadership approach works for your teams and whether or not employees have the necessary tools to succeed. Employee satisfaction surveys can also be used to compare departments, track patterns, and double up on strategies that work or eradicate those that don't.

Gain Actionable Insight

Gathering employee opinions can help management understand what employees think about changes in their workplace and provide insight into beliefs or attitudes toward recent events. It may assist management in making appropriate decisions that are more aligned with employee and company needs

Predict and Reduce Turnover

Investing in employees is a big undertaking, from recruitment to training. As a result, losing top talent can severely strain resources. When skilled staff depart, it's likely to impede profits and production. One of the most important reasons to conduct employee satisfaction surveys is to improve employee retention. 

It's no secret that retaining employees is less expensive than recruiting new ones. According to Harvard Business Review, failing to complete a survey was a predictive indicator for an employee who would leave the company soon. 

Understand Training Requirements

Organizations must have training and development programs for their staff to succeed. In today's competitive market, employees want to reskill and upskill regularly. Employees might start looking for opportunities elsewhere if they are not provided with essential internal training and development programs. Use surveys to determine whether this is the case and implement the necessary changes.

Employee Experience Questions You Need Answered

Keep in mind that surveys are intended to get honest, genuine answers. As a result, the questions should be clear and straightforward to comprehend. Rather than seeming to elicit a particular response, open-ended questions are preferable. Avoid using corporate jargon when writing questions. The tone of the queries should be conversational and straightforward. 

There are a few critical areas every survey should address. Here are some example questions that assess employees' satisfaction with their job, a company's purpose and culture, workers' passion for excelling, support and acknowledgment from management, and relationships with coworkers.

Overall Employee Satisfaction Survey Questions

  1. Are you satisfied with your current position? Top performers are 15% happier in their jobs. This question provides an apparent response to HR on employee satisfaction and happiness levels. You may then ask follow-up queries to begin the conversation and see whether anything can enhance their experience.
  2. Do you anticipate being with the same organization in two years? The number of satisfied workers is a great source of word-of-mouth marketing for the company; hence why this issue is crucial. If a team member answers no to this question, it should prompt inquiry to better understand the work environment.
  3. Are you happy with your current compensation and benefits? Compensation is one aspect of employee happiness. Employees who feel underpaid—or that others are overpaid—are more likely to be dissatisfied. Furthermore, asking about benefits will assist you in determining which benefits are essential to your employees and which ones they would value if given.
  4. Do you believe you're evolving professionally? Top talent want to grow in their careers and continually improve their abilities. Even if they're content in their job, they may be considering the door if there isn't a clear development path in place.
  5. Are you provided access to the materials and equipment you need to do your job competently? Employees can be frustrated if they're continually denied resource requests. They're doing all they can to succeed, but if there's a lack of personnel and resources, performance may suffer, so it's good to check-in.

Employee Communication Survey Questions

  1. Have your responsibilities been clearly defined? When you don't know what is expected of you, you can't excel. When positions are not clearly defined, there's a lot of uncertainty, which can be confusing and disheartening.
  2. Does your team inspire you? Employees spend a significant amount of time with their coworkers, so their happiness and productivity are significantly impacted by whether they feel inspired by them. It's not feasible for everyone to be friends at all times while at work, but employees should encourage and challenge one another to achieve team success.
  3. Do you feel responsibilities are allocated evenly across your team? It's one thing if the whole team is exhausted, but it's a different issue if certain team members have work piled on them while others do not. Almost three-quarters of the American workforce feels that there isn't enough time in the week to complete all of their tasks. This often results from poor leadership, and feedback can help reveal this flaw.
  4. Do your supervisors communicate essential information effectively and in a timely manner? Employees spend a lot of their lives working; it's only fair that you notify them about significant changes. Nobody wants to be caught off guard by important news that impacts their work.
  5. Has a manager given you any praise in the past two weeks? This question is a heavy hitter and especially important if you want to know whether leaders are effectively supporting staff, considering that appreciation and recognition are significant drivers in productivity and engagement.

 Management and Leadership Survey Questions

  1. Do you believe you're appreciated for your contributions? Only 25% of workers feel that their bosses regularly appreciate their hard work. If you want to keep your staff, recognize individuals for their contributions.
  2. Does management appear to support team success? Management has to be committed to supporting the team. On the path to success, management goals and the workforce must be in total alignment. 
  3. Do you feel like your position suits your skills as much as it could? Leaders need to understand the necessity of resource allocation. According to SHRM, 85% of employees feel their skills are underutilized. Many organizations don't take full advantage of their employees’ complete skill set. This can pose a real problem concerning employee engagement.
  4. Does your direct manager value your opinions? Employees who receive respect from peers and superiors are more engaged. While many executives may believe their team feels valued and respected, they may not be doing enough in that department. Leaders occasionally disregard suggestions without consideration, resulting in a decreased sense of initiative from the workforce.
  5. Are you offered enough freedom to decide how to complete your responsibilities? Productivity is impaired by micromanagement. Managers who constantly step in to correct or over-think their employees will drive them away from their jobs and foster feelings of disengagement. Organizations may assess the amount of micromanagement present in their workforce by asking staff whether they have enough freedom in their day-to-day tasks.

Employee Wellness Survey Questions

  1. Do you believe that there is potential for personal growth and skill development? The more your business can nurture and support development, the longer your team will remain in place. Not to mention that it is less expensive for you to teach and grow your existing staff than it is to hire and train new ones. Employees want to learn and grow in their jobs, so you must determine whether they're content with their present development possibilities.
  2. Do you feel that our organization takes sufficient measures to facilitate employee wellness? A wellness program is an initiative that encourages team members to take preventative approaches to their health with activities like exercise, meditation, and nutritious eating. These preventive measures lower the number of sick employees, lowering employee absence rates. Ask this question to determine whether or not your program requires more comprehensive promotion or a wellness package that appeals to a broader audience.
  3. How do you feel about our company's culture? Intangible characteristics such as interpersonal connections, culture, and work environment rank highly in terms of employee happiness. It's impossible to get your business where you want it to be if your workers don't like your corporate culture.
  4. Do you believe your job is meaningful? Finding their work meaningful was the most common reason surveyed individuals stayed with their companies, followed by greater pay, company culture, and coworkers or managerial support.
  5. On a scale of 1 to 10, how likely are you to recommend our organization as an excellent place to work? Your workers want to tell their friends and relatives about your firm as a fantastic place to work. If not, you're missing out on some excellent prospects, and it's an indication that the current staff isn't as satisfied as they could be.

Work-Life Balance Survey Questions

  1. On a 1 to 10 scale, how would you rank your work-life balance? Employees who don't have a good work-life balance may quickly burn out or become dissatisfied that the company they work for does not allow them time to pursue their interests or spend time with family. To ensure long-term job satisfaction, you must promote a positive work-life balance for all workers.
  2. Do you feel stressed about deadlines or workloads regularly? With this question, you'll learn whether your employees are overwhelmed in a manner that is not sustainable. Bite burnout in the butt before it happens.
  3. Does workplace stress have an affect on your personal life? Work is a massive part of life, and it's likely to spill over into your home life at one point or another. This question is designed to discover if stress or negativity from the workplace affects employees' personal lives. 
  4. Do you feel you're neglecting significant time with your friends and family? Employers must recognize the consequences if workers become unable to spend time with their loved ones. Employees may become frustrated or feel isolated, causing them to look for work that allows them more flexibility if they cannot spend enough time with their friends and families.
  5. Do you frequently end up working on weekends and vacations? Employees who aren't given time to care for themselves outside of work are prone to burnout due to being "always on." If employees answer that they're often working on time off, it's probably time to offer support or reallocate portions of the workload.

Get Feedback At Every Stage Of The Employee Lifecycle!

Survey data is crucial to evaluating workplace satisfaction because it helps organizations identify what they're doing well and where they can improve. The worst thing to do with that information is nothing. It's not only an exercise for employees to feel "heard" when administering these questionnaires. There must be a follow-up to ensure that employees feel management genuinely cares about them at every stage of the employee lifecycle. Companies that conduct employee satisfaction surveys should make sure they:

  • Are forthright. Give all of your employees a report on the surveys' findings and results.
  • Make a plan for meaningful change. Examine the data to see any recurring dissatisfaction or valuable suggestions for improvement that would benefit the organization.
  • Employees should be involved in the process of reforming methodologies. Create employee committees to provide feedback as management advances toward implementing changes.
  • Continue gathering more surveys. After improvements are made, get feedback from staff again on how they feel about them.

Employers who provide workers with surveys intended to assess employee happiness and improve company culture will be rewarded with increased engagement and output. Furthermore, as trust increases, employees will likely provide businesses with genuine input to lead to a more profitable collaboration.

The need for improved company culture is universal. Employees will often voice their opinions about the changes or issues they have seen within a business if given the opportunity. 

Fortunately, Culture Booster has created an employee satisfaction survey tool that will measure the current climate at your company and identify any areas for improvement. 

Get in touch and connect with our team if you would like to learn more about employee satisfaction surveys and how to get the most out of your team by putting them first!