In today’s competitive business environment, it’s critical that employees remain engaged. If employee disengagement takes over, it’s an almost guarantee that the disengaged employees will walk out the door leaving an open spot that’ll likely be time consuming and expensive to fill! Now more than ever it’s important to keep a thumb on the pulse of the employees, and while typically this responsibility is HR’s, it should be leadership’s as well.

There are several ways of connecting with the employee base and gauging how they are feeling. Facilitating an employee engagement survey is a great example of how this can be done. Here are some sample questions that can get you the kind of important information your organization needs to know:

  1. Can you see a link between your work and the organization’s goals and objectives?
  2. Are you proud to be an employee of our organization?
  3. Does your team inspire you to do your best work?
  4. How satisfied are you with your opportunities for professional growth?
  5. Do you have a good understanding of informal structures and processes at the organization?
  6. When something unexpected comes up in your work, do you usually know who to ask for help?
  7. Would you recommend our organization as a great place to work?
  8. Do you see yourself working at our organization in two years’ time?
  9. How satisfied are you with the working relationship with your manager?
  10. In the past seven days, have you received recognition for doing a good job?

You might also want to consider putting these questions in the form of a statement and asking your employees to rate their level of agreement. For example, rate the following on a scale of 1 to 5, 1 being the lowest at completely disagree and 5 being the highest at completely agree: “I am proud to be an employee of our organization.” Or “I recommend this organization as a great place to work.”

There are other ways to gauge employee feedback besides developing and facilitating a survey. Why not try the good old fashion suggestion box? If you do, here are a few tips to consider:

  1. Be sure to keep the suggestion box anonymous
  2. Make sure that all employees are aware of how the suggestion process works, and be sure to mention that the use of the box is not for complaints or employee relation type issues
  3. take the suggestions seriously…well with the use of good judgement of course, as perhaps you may have to filter out some nonsense (I’ve definitely had to in the past!)
  4. be open to good ideas, so take off those blinders and reap the rewards. Some suggestions may in fact be revelations

Using these various questions, your organization should be able to get a reading on what engagement looks like within the company, as well as some insight into where improvements can be made!


Ace-Up Executive Leadership Coach Hayley BuonopaneAs a Coach and HR/OD Specialist, Hayley has the natural ability to connect with professionals of all levels by focusing on their level of emotional intelligence, and identifying gaps that can pose as challenges. Hayley provides encouragement and guidance on closing those gaps, resulting in higher levels of effectiveness, both professionally and personally. Hayley is currently an Instructor with an e-learning platform, an Instructor for the SHRM exam prep course, and an Adjunct Professor at Bentley University.

Schedule a Free Consult with Hayley Buonopane