Employee engagement represents the levels of enthusiasm and connection employees have with their organization. It's a measure of how motivated people are to put in extra effort for their organization, and a sign of how committed they are to staying there. Importantly, employee engagement is an outcome that depends on the actions of an organization, particularly the actions driven by leadership, managers, and people teams.

Our standard Employee Engagement Survey template contains 40 questions and takes most people just under 10 minutes to complete.

It measures employee engagement in detail and assesses a broad range of contributing factors such as Leadership, Learning and Development as well as some more unique contributing factors such as Work & Life Blend, Social Responsibility and Feedback & Recognition.

In this article, you’ll find our top 40 employee survey questions to include in your next employee survey.

Each question is followed by a brief explanation to help you understand what it measures and how you can use the data.

1. I am proud to work for this organization.

This question measures how employees feel about their workplace and whether they are proud to tell others where they work. A high score indicates a strong sense of pride and loyalty, while a low score could indicate a lack of connection to the organization.

2. I would recommend this organization to others as a great place to work.

This question measures how likely employees are to recommend their organization to others as a good place to work. A high score indicates that employees are happy with their workplace and would recommend it to others, while a low score could indicate dissatisfaction with the organization.

3. I feel like I am part of a team at this organization.

This question measures how strongly employees feel a sense of belonging and connection to their team. A high score indicates that employees feel like they are part of a supportive and cohesive team, while a low score could indicate a lack of connection to the team or a feeling of isolation.

4. I feel like I am able to do my best work at this organization.

This question measures how strongly employees feel that they are able to do their best work at the organization. A high score indicates that employees feel supported and empowered in their work, while a low score could indicate a feeling of being stifled or micromanaged.

5. I feel like my work is valued at this organization.

This question measures how strongly employees feel that their work is valued and appreciated by the organization. A high score indicates that employees feel their work is important and makes a difference, while a low score could indicate a feeling of being unappreciated or that their work is not valued by the organization.

6. I feel like my opinion counts at this organization.

This question measures how strongly employees feel that their opinions are valued and respected by the organization. A high score indicates that employees feel their opinions are valued and they have a say in decisions that affect them, while a low score could indicate a feeling of being ignored or that their opinions are not valued by the organization.

7. I feel like I have the opportunity to grow and develop at this organization.

This question measures how strongly employees feel that they have opportunities to grow and develop within the organization. A high score indicates that employees feel there are opportunities for them to progress in their career, while a low score could indicate a feeling of being stuck in a dead-end job.

8. I feel like I am able to balance my work and personal life.

This question measures how well employees feel they are able to balance their work and personal lives. A high score indicates that employees feel they have a good work/life balance, while a low score could indicate that work is encroaching on their personal life or they are not able to take time off when they need to.

9. I feel like I am treated fairly at this organization.

This question measures how strongly employees feel that they are treated fairly by the organization. A high score indicates that employees feel they are treated equitably and with respect, while a low score could indicate a feeling of being mistreated or discriminated against.

10. I feel like this organization is committed to diversity and inclusion.

This question measures how strongly employees feel that the organization is committed to diversity and inclusion. A high score indicates that employees feel the organization values diversity and is inclusive of all employees, while a low score could indicate a feeling that the organization is not committed to diversity or is exclusive.

11. I feel like this organization is ethical in its practices.

This question measures how strongly employees feel that the organization is ethical in its business practices. A high score indicates that employees feel the organization operates ethically and with integrity, while a low score could indicate a feeling that the organization is not ethical in its practices.

12. I feel like I am able to be myself at this organization.

This question measures how strongly employees feel they are able to be their authentic selves at work. A high score indicates that employees feel they can be themselves without fear of judgement or discrimination, while a low score could indicate that employees feel they have to hide their true selves at work.

13. I feel like my work has meaning and purpose.

This question measures how strongly employees feel that their work has meaning and purpose. A high score indicates that employees feel their work is important and makes a difference, while a low score could indicate that employees feel their work is pointless or without value.

14. I feel like I am being compensated fairly for the work I do.

This question measures how strongly employees feel that they are paid fairly for the work they do. A high score indicates that employees feel they are compensated fairly, while a low score could indicate that employees feel they are not paid enough for the work they do.

15. I feel like my benefits package is fair.

This question measures how strongly employees feel that their benefits package is fair. A high score indicates that employees feel their benefits are adequate, while a low score could indicate that employees feel their benefits are not sufficient.

16. I feel like I am able to take time off when I need it.

This question measures how strongly employees feel that they are able to take time off when they need it. A high score indicates that employees feel they are able to take the time they need without penalty, while a low score could indicate that employees feel pressured to take less time off or avoid taking time off altogether.

17. I feel like my job is secure.

This question measures how strongly employees feel that their jobs are secure. A high score indicates that employees feel stable in their positions, while a low score could indicate that employees feel at risk of losing their jobs.

18. I feel like this organization values its employees.

This question measures how strongly employees feel that the organization values its employees. A high score indicates that employees feel appreciated and valued by the organization, while a low score could indicate that employees feel undervalued or unappreciated.

19. I feel like this organization is socially responsible.

This question measures how strongly employees feel that the organization is socially responsible. A high score indicates that employees feel the organization is committed to social responsibility, while a low score could indicate that employees feel the organization is not socially responsible.

20. I feel like this organization is environmentally friendly.

This question measures how strongly employees feel that the organization is environmentally friendly. A high score indicates that employees feel the organization is committed to being environmentally friendly, while a low score could indicate that employees feel the organization is not environmentally friendly.

21. I feel like I have a good relationship with my manager.

This question measures how strongly employees feel that they have a good relationship with their supervisor. A high score indicates that employees feel they have a good working relationship with their supervisor, while a low score could indicate that employees feel they do not have a good relationship with their supervisor.

22. I feel like my manager values my input.

This question measures how strongly employees feel that their supervisor values their input. A high score indicates that employees feel their supervisor values their opinion and feedback, while a low score could indicate that employees feel their supervisor does not value their input.

23. I feel like my supervisor provides helpful feedback.

This question measures how strongly employees feel that their supervisor provides helpful feedback. A high score indicates that employees feel their supervisor's feedback is helpful, while a low score could indicate that employees feel their supervisor's feedback is not helpful.

24. I feel like my manager trusts me to do my job.

This question measures how strongly employees feel that their supervisor trusts them to do their job. A high score indicates that employees feel their supervisor trust them to do their work independently, while a low score could indicate that employees feel their supervisor does not trust them to do their job.

25. I feel like my manager micromanages me.

This question measures how strongly employees feel that their supervisor micromanages them. A high score indicates that employees feel their supervisor is excessively involved in their work and does not trust them to do their job independently, while a low score could indicate that employees feel their supervisor does not micromanage them.

26. I feel like my coworkers are supportive.

This question measures how strongly employees feel that their coworkers are supportive. A high score indicates that employees feel their coworkers are friendly and helpful, while a low score could indicate that employees feel their coworkers are not supportive.

27. I feel like I have a good relationship with my coworkers.

This question measures how strongly employees feel that they have a good relationship with their coworkers. A high score indicates that employees feel they get along well with their coworkers, while a low score could indicate that employees feel they do not have a good relationship with their coworkers.

28. I feel like my coworkers are competent.

This question measures how strongly employees feel that their coworkers are competent. A high score indicates that employees feel their coworkers are skilled and capable, while a low score could indicate that employees feel their coworkers are not competent.

29. I feel like my workplace is collaborative.

This question measures how strongly employees feel that their workplace is collaborative. A high score indicates that employees feel their workplace encourages teamwork and collaboration, while a low score could indicate that employees feel their workplace does not encourage collaboration.

30. I have the opportunity to learn and grow in my role.

This question measures how strongly employees feel that they have the opportunity to learn and grow in their role. A high score indicates that employees feel they have the opportunity to develop their skills and knowledge, while a low score could indicate that employees feel they do not have the opportunity to learn and grow in their role.