How to Design an Employee Engagement Survey
Use careful thought when designing an effective employee engagement survey to return the best possible results and data. Use our tips and template to create the most effective survey for your organization.
Before You Start
Here are some things to consider before you begin the task of designing your questionnaire:
- Decide whose input you need to include
- Decide whose input you don’t need, and manage expectations by explaining why you are not consulting them
- Set clear deadlines and turnaround times right from the start
- Ask participants to let you know upfront if they cannot meet the timeframe, so you can assign someone else
- Establish one person for the final sign-off, and make it clear to everyone in the sign-off process that when they say it’s final, it’s final
- Distinguish ‘nice to have’ questions from ‘must have’ questions
Avoid designing your survey by committee
Using Our Employee Engagement Template
In line with the industry standard, our survey template uses a 5-point Likert scale: Strongly Agree to Strongly Disagree for all items.
We would recommend designing your engagement survey in the following way:
- Engagement – these questions go at the front of your survey, and measure pride in the organization, motivation, advocacy for the organization, intention to stay, and job satisfaction.
- Core themes – these ask about the conditions that might cause (or detract from) engagement with questions about autonomy and empowerment, career progression, collaboration, communication, leadership, recognition, resources, strategy, management support, and training and development.
- Additional themes – you can see if any of these themes are critical to your organization and, if so, add them in as well. Avoid throwing them all in, as they will probably make your survey too long, unfocused, and difficult to engage with. Instead, cherry-pick what you need, and use them for shorter surveys in the future, if necessary.