Employee Engagement Survey
A comprehensive 30-question engagement survey covering 6 key dimensions. Complete the survey to receive benchmarked scores and tailored recommendations.
Job Satisfaction
How satisfied employees are with their day-to-day work experience
I enjoy the work I do on a daily basis
My job makes good use of my skills and abilities
I feel challenged and stimulated by my work
I would recommend this organisation as a great place to work
I see myself still working here in two years
Manager Effectiveness
How well managers support, develop, and communicate with their teams
My manager gives me regular, constructive feedback
My manager cares about my wellbeing as a person
My manager sets clear expectations for my role
My manager supports my professional growth and development
I feel comfortable raising concerns with my manager
Communication & Transparency
How effectively information flows throughout the organisation
I understand the company's goals and strategic direction
Leadership communicates openly about important changes
I receive the information I need to do my job well
My opinions and ideas are valued by the organisation
There is honest, two-way communication at all levels
Growth & Development
Whether employees see a future and can grow within the organisation
I have access to learning and training opportunities
I can see a clear career progression path here
I am given opportunities to develop new skills
Performance evaluations help me grow professionally
The organisation invests in employee development
Culture & Belonging
Whether employees feel included, respected, and aligned with values
I feel like I belong at this organisation
The company lives its stated values
Diversity and inclusion are genuinely valued here
I feel psychologically safe to be myself at work
There is a strong sense of team spirit and collaboration
Workload & Wellbeing
Whether work demands are sustainable and wellbeing is supported
My workload is manageable on most days
I can maintain a healthy work-life balance
The organisation genuinely cares about employee wellbeing
I have the tools and resources I need to work effectively
I rarely feel burned out or overwhelmed by work demands
Frequently Asked Questions
How often should you run an engagement survey?
Run a comprehensive engagement survey annually or semi-annually, supplemented by shorter pulse surveys (5-10 questions) monthly or quarterly. Annual surveys provide depth for strategic planning, while pulse surveys track trends and measure impact of interventions. Avoid survey fatigue by keeping pulse surveys under 3 minutes.
What is a good engagement survey response rate?
Aim for 70%+ response rate for statistically meaningful results. Below 50% suggests trust issues or survey fatigue. To improve response rates: communicate why the survey matters, share how previous results led to changes, ensure leadership visibly supports participation, keep the survey under 15 minutes, and send 2-3 targeted reminders.
Should engagement surveys be anonymous?
Yes. Anonymous surveys consistently produce more honest, actionable responses. Employees who fear identification self-censor, particularly on sensitive topics like manager effectiveness and leadership trust. Guarantee anonymity, explain your data aggregation practices, and never report results for groups smaller than 5 people to prevent identification.
What should you do with engagement survey results?
Share results transparently within 2-3 weeks. Acknowledge strengths and weaknesses openly. Identify 2-3 priority action areas (not 10). Create specific action plans with owners and deadlines. Communicate progress quarterly. The biggest engagement killer is surveying employees and then doing nothing with the results — it's worse than not surveying at all.
How do you benchmark engagement scores?
Compare your scores against: industry benchmarks (available from survey vendors like Culture Amp, Gallup, or Peakon), your own historical trends (most valuable), and internal team-level comparisons. A score of 4.0/5.0 (80%) is typically considered 'good' engagement. Top-performing organisations score 4.2+ (84%+). Focus more on trends than absolute numbers.
What is the relationship between engagement and performance?
Gallup research shows highly engaged teams are 21% more profitable, have 41% lower absenteeism, and experience 59% less turnover. Engagement drives discretionary effort — the difference between doing the minimum and giving your best. However, engagement without clear goals and capable management doesn't automatically translate to performance.
Explore Related HR Tools
Compliance Risk Assessment
Assess HR compliance risks across key areas.
HR Compliance Checker
Check your organization's HR compliance status.
Employee Engagement Assessment
Measure employee engagement across dimensions.
D&I Progress Tracker
Track diversity and inclusion metrics.
Manager Effectiveness Assessment
Evaluate manager performance and leadership.
Recruitment Assessment
Assess and optimize your recruitment process.