It is widely known that when workers are pleased with their work, they are much more likely to be happy, committed, and successful.
Because successful companies are built on the backs of happy and inspired workers, it would seem like a no-brainer that organizations would be deeply concerned with employee satisfaction.
This isn’t the case. Believe it or not, many people in the world hate their jobs, according to Gallup’s World Survey.
There are various explanations as to why this might be the case. Some of the workers dislike their employers. Some dislike their colleagues, while others simply feel isolated from the squad. Some believe that their hard work is never remembered.
Some of the workers feel expendable. Some assume that they are underpaid. And even others don’t trust in the vision of their organization or how they treat their employees.
Employee polls are failing, and this is because you’re not asking the right questions. You can’t expect to pose some old questions anytime you feel like it to get the most out of your employee engagement survey.
Valid employee engagement survey questions need to be asked at the right frequency in order to receive a continuous stream of positive input.
One of the best ways to increase interaction with an employee survey is through daily input from your employees. This helps you understand how they feel at any given point in time.
Read more about how TINYpulse detects patterns in real-time and offers guidance for management to enhance employee engagement.
By using weekly or biweekly pulse surveys to ask staff a few questions and allowing them to answer privately, you will increase the chances that the input you get is truthful, positive, and efficient.
With the correct strategy in place, pulse employee satisfaction survey questions will boost employee engagement— make the business even stronger.
What is an Employee Satisfaction Survey?
Employee Satisfaction Survey is an important survey that human resources administrators can use to understand the level of happiness of workers.
This report offers managers with feedback and know-how about how happy workers are at the workplace and what possible steps they would need to do if the answer to the survey were not very good.
If you want to manage and grow a business that is driven from within with successful work culture, you can no longer simply make it a square where employees come, function, and quit.
In reality, both winning companies understand that the office is a living organism in which the “pulse” is it’s own.
This “pulse” is created out of the atmosphere, morals, and inspiration of all the staff. And the best way to measure, evaluate, and gain insight into your organization’s wellbeing is through the Employee Satisfaction Survey.
20 Employee Satisfaction Survey Questions
1. How Happy Are You at Work?
Do you want to know if your workers are satisfied? Tell them how content they’re at work! Understand the true feelings of your workers, and tracking trends over time can help you spot problems before they become a concern.
From there, you can pose a follow-up question to start a conversation and see if there’s anything you can undertake to better the experience. Employee satisfaction is also related to profitability.
Our recent study found that high performers are about 15 percent happier at work than low performers, which is also aligned with research conducted by the University of Warwick that found happiness to increase productivity by 12 percent.
2. Would You Refer Someone to Work Here?
How often an individual will refer to someone is a measure of how happy the worker is at work. If they’re disappointed with their job, you can guarantee they don’t have a lot of good things to tell about the business to their peers.
3. Do You Have an Understanding of Your Career?
Another Gallup poll showed that workers who are allowed to improve constantly are twice as likely to claim that they will spend their careers with their business.
Find out if the workers have a clear understanding of what lies ahead of them. When their responses are negative, you will need to start offering learning incentives to discourage people from leaving in rapid succession.
4. On a Scale of 1 to 10, How Would You Rate Your Work-Life Balance?
Employees need to balance work and their personal lives to be successful and committed. When employees feel lopsided, it’s a red flag that shows a burnout right around the corner.
5. If You Were to Quit Tomorrow, What Would Your Reason Be?
Poor coordination, lack of transparency, lack of appreciation— all of which can be revealed when asking this question.
Responses to this ultra-sightful commitment query can tell you if your employees feel like they’re there to live or if there are underlying issues that push them to look for work elsewhere.
6. Do You Feel Valued at Work?
Our study has shown that just 21 percent of workers feel strongly appreciated at work. Use this topic to see how important employees in your company feel.
7. How Often Are You Recognized by Your Manager?
Find out how the executive team is going to remember their staff. If the majority of workers have said that they have gone without acknowledgment for more than two weeks, there is a good chance of moral decline.
And this can contribute to disengagement, loss of productivity, and attrition.
8. The Time You Accomplished a Big Project, Do You Feel Recognized?
Feeling appreciated at work is a great motivator. This query will begin to reveal that members (or peers) have missed the mark when it comes to respecting.
If employees feel like their hard work is not properly recognized, you should work together to find a solution to this problem.
9. Do You Believe You’ll Be Able to Reach Your Full Potential Here?
Employees wish to work in a place that will foster their appetite for progress. The more incentives the company can provide for advancement, the more workers can stick around.
10. If You Were Given a Chance, Would You Reapply to Your Current Job?
This is a tricky question— the happy an individual is at their current job, the more willing they would be to return to the same role. So if the workers score at the lower end of the spectrum, they’re most definitely dissatisfied and won’t be at work for a long time.
11. Do You See Yourself Working Here for One Year?
A problem like this is very self-explanatory. Nonetheless, a lot can be said about the retention rate. If most of the staff claim they don’t see themselves employed here in a year, you have some changes to make.
12. Do You See That the Leadership Team Takes Your Feedback Seriously?
No one likes to work in a place that undermines its workers. If members do not take criticism or recommendations seriously, it indicates that they are not committed to making progress. And frankly, it makes employees feel unvalued.
13. Do You Enjoy Our Company’s Culture?
According to our 2019 Employee Engagement Survey, the intangible ethos of the business is supreme.
Employee happiness’s main variables turn out to be intangible: intimate partnerships, history, and the working environment. If your workers don’t like the community, it’s difficult to get your company where you want it to go.
14. Do You Feel Valued for Your Contributions?
Our dedication report revealed that only 25% of workers feel that their bosses adequately value their hard work— a decline of 16 percentage points from the previous year. Consider workplace satisfaction as a top priority if you want your staff to hang on.
15. Does the Company Give You the Tools Technologies You Need to Do Your Job Well?
Job isn’t pleasant when you’re forced to rely on obsolete software and old technologies to cope with your workload. If most of the employees think you don’t invest in modern tools, odds are values are very close to the floor.
16. Do Your Superiors Communicate Company News Accordingly and on Time?
Employees spend at least 40 hours— if not much more— at the workplace every week. That being the case, it is only fair that you tell them about the major developments that are taking place.
Nobody wants to be blindfolded by the important news that concerns their work. When management is unable to communicate effectively, workers will not be happy.
17. Do You See Your Job Responsibilities Clearly Defined?
In our 2019 Employee Engagement Survey, when we asked the staff if their job and career path is transparent to them, more than half of them (54 percent) replied’ no.’
If you don’t realize what’s required of you, it’s impossible to succeed. In case the job responsibilities are not clearly defined, there is a lot of confusion— which can be demotivating on its own.
18. Do Your Managers Value Your Feedback?
Just because they may not be senior managers doesn’t mean that your staff doesn’t have their fantastic ideas.
It’s disheartening to work for someone who never cares for your feedback or suggestions. If your workers are never asked to give their input, they may not be pleased.
19. How Transparent Is Management?
Our research shows that while 39% of managers strongly agree that communication inside their company is open, just 22% of workers feel the same way. In order for workers to function effectively in their positions, this persistent blind spot must be tackled.
20. How Open to Change Are We as an Organization?
It is essential to understand how workers see your willingness to make improvements. They will only feel valued and encouraged to provide input if they realize that their views will have an effect.
Improving Employee Satisfaction is an investment a company can make. Satisfied Workers put their heart and soul to work, take the extra mile, and get the work done.
It’s high time you worked to improve employee satisfaction and experienced a positive impact on employee performance.