Employee feedback surveys can be great tools for keeping your team happy and engaged in your business. But not all employee feedback surveys are created equal. There are always certain topics you should try to cover to ensure that your employees are satisfied with their work and have a way to provide feedback. These questions all fall under the primary purpose of getting employee feedback for you to identify areas that may need improvement.
Below are ten employee feedback survey questions you should include in your next survey. You can change the wording or question type to better fit your needs. But each question represents an important topic that you should cover with your employees.
How meaningful is your work?
Employees are more likely to put effort into their work if they feel their jobs are meaningful. Whether they feel like they are doing good things for people or truly helping your company succeed, you need to be sure they see the purpose behind their work.
Do you feel challenged in your role?
Employees also tend to perform better when they are challenged. If you have a bunch of bored employees or people whose tasks don’t fit with their abilities, your company can’t reach its full potential.
Are you satisfied with your compensation and benefits?
Challenging and meaningful work is great. But those factors won’t keep your employees coming back if there isn’t proper compensation. There will likely be times when you can’t afford to pay your employees any more than they already make, but fair compensation usually results in less turnover. So you need to make sure that you are doing the best you can and being open with your employees about it.
Are you supervised too much, too little, or the right amount?
Different people thrive under different conditions. Some people need constant supervision and input. Others work better on their own. You won’t know which style your employees prefer unless you ask them.
How well does your team work together?
Teamwork is an important part of most workplaces. So you need to make sure the members of your team are happy with the dynamic you’ve created. If you notice some unhappiness in a particular department, you’ll know where to focus your teambuilding efforts.
How proud of your employer’s brand are you?
Your employees can be your biggest brand advocates. And if they are happy with their work, then they are likely to be proud of it and thus proud of the company as a whole.
Does your job make good use of your skills?
Different employees perform different jobs within your company. But sometimes the people you’ve chosen for certain roles might actually be better suited for others. To be sure everyone is living up to their potential, make sure each employee’s role is best suited to their individual skills.
Do you feel like you have opportunities for growth and advancement?
Even if your employees are happy with their current job, they likely want to advance at some point. So if they don’t see any opportunities for doing so, they are likely to look elsewhere.
What suggestions would you make for improvement?
The above questions cover a lot of different areas, but there are likely other areas of concern that you haven’t even considered. Leaving an open-ended question where your employees can voice their concerns about anything is the only way to bring your attention to those issues.
How satisfied are you with your job, overall?
And lastly, if you want to know how satisfied those employees are at work, just ask. The other questions cover a lot of different aspects, but your employees likely consider some of those to be more important than others. So if you want to know their overall satisfaction level, taking all of those factors into account at once, you have to ask them.
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Great article and questions, Annie.
Thanks for all the posts about employee feedback lately. I know how important it is but it is hard to implement it especially if you don’t know where to start. Your posts are definitely helpful.
I’d like to second Aira’s comment – these employee-focused posts are really helpful. I’ve seen ‘feedback’ forms with questions like “Why didn’t you achieve this months’ quota?” followed by “What are you willing to commit to achieve next month’s goal?” – the questions aren’t asking for feedback. The questions above are a breath of fresh air. Thanks very much for this Annie, I’ll share this!
All great questions that have helped me over years of sales to improve and maintain team dev!
Great questions, always believed internal care essential for external customer care, questions that if asked and more importantly followed up on would give businesses the tools to improve. Thanks
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