I’ve written at great length about the value of employee engagement, so there’s no need to rehash it here. Suffice to say, if your employees aren’t engaged, it means you’re not getting the best possible work out of them; and, there’s a good chance they’re looking to head for greener pastures, sooner or later.

But how can you tell whether your employees are truly engaged or not? One way is to ask them! Many HR professionals endorse regular (annual or bi-annual) employee engagement surveys—and I agree with them.

As you send out these surveys, it’s important that you’re asking the right questions. Here are some key points of inquiry.

Asking All the Right Questions

Does the company provide you with the tools and technologies you need to do your job effectively? What you’re really asking here is, do you feel supported? Do you feel like the company sets you up for success? Or, does it ask too much of you, and fail to offer the resources you need?

What you’re really asking here is, do you feel supported? Do you feel like the company sets you up for success? Or, does it ask too much of you, and fail to offer the resources you need? Do you feel like your job is important? One of the keys to employee engagement is showing your team members the big picture—your company’s mission, and how their unique role helps advance that mission. This question gets at that, albeit indirectly.

One of the keys to employee engagement is showing your team members the big picture—your company’s mission, and how their unique role helps advance that mission. This question gets at that, albeit indirectly. Do you enjoy your day at work? Employee engagement and employee satisfaction are not the same thing, but neither ae they unrelated! If your employees spend their days feeling frustrated or aimless, that’s a pretty good sign that they’re not engaged.

Employee engagement and employee satisfaction are not the same thing, but neither ae they unrelated! If your employees spend their days feeling frustrated or aimless, that’s a pretty good sign that they’re not engaged. Does your manager inspire you, or just tell you what to do? Micromanagers and taskmasters seldom engage their employees. Make sure you use your survey to determine what kind of relationship employees have to their direct supervisors.

Micromanagers and taskmasters seldom engage their employees. Make sure you use your survey to determine what kind of relationship employees have to their direct supervisors. Do you feel like you have opportunities for growth? What you’re really asking with this question is, do you feel like the company has an investment in your future? Again, that’s so crucial for engagement.

Taking Stock of Employee Engagement

There are other questions you might ask, too, but I hope this provides you with a general sense of how an employee engagement survey can be used.

If you have lingering questions about what employee engagement really looks like, why it matters, or how it can be achieved, I invite you to give me a call. Reach out at www.rickgoodman.com or call 888-267-6098.