How to Create the Best Employee Engagement Survey in 2025 (60 Question Examples)

Creating an effective employee engagement survey isn't just about asking "Are you happy at work?" and calling it a day. The best surveys reveal exactly where your team is thriving—and where they're quietly disengaging before it's too late.

In this comprehensive guide, you'll discover how to build engagement surveys that actually drive change, with 60+ proven questions organised by category, expert frameworks from Gallup and leading HR researchers, and practical steps to turn feedback into action.

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What is an Employee Engagement Survey?

An employee engagement survey measures how emotionally committed your employees are to their work, team, and organisation. Unlike satisfaction surveys (which measure contentment), engagement surveys assess:

• Entusiasme for daily work
• Justering with company mission
• Villighet to go above and beyond
• Intent to stay langsiktig

According to Gallup's extensive research spanning over 75 years and 50 diverse industries, engaged employees drive better performance outcomes across organisations (Gallup)

Påvirkningen på næringslivet: When organisations measure and improve engagement, they see increased productivity, stronger employee retention, and improved customer loyalty (Qualtrics). Yet only 1 in 5 employees are fully engaged (ADP), representing a massive opportunity for companies that get this right.

Why Most Employee Engagement Surveys Fail

Before we dive into creating your survey, let's address why so many organisations struggle with employee engagement initiatives:

Vanlige fallgruver:

1. Survey fatigue without action: Many organisations implement surveys as a checkbox exercise, failing to take meaningful action on feedback, which leads to cynicism and reduced future participation (Linkedin)
2. Anonymity confusion: Employees often confuse confidentiality with anonymity—while responses may be collected confidentially, leadership may still be able to identify who said what, particularly in smaller teams (stack Exchange-)
3. Generic one-size-fits-all approach: Off-the-shelf surveys using different questions and methodologies make results difficult to compare and may not address your organisation's specific challenges (Linkedin)
4. No clear follow-through plan: Organisations must earn the right to solicit employee input by demonstrating that feedback is valued and acted upon (ADP)

The 3 Dimensions of Employee Engagement

Based on Kahn's research model, employee engagement operates across three interconnected dimensions:

1. Fysisk engasjement

How employees show up—their behaviours, attitudes, and visible commitment to their work. This includes both physical and mental energy brought to the workplace.

2. Kognitivt engasjement

How well employees understand their role's contribution to long-term strategy and feel their work matters to organisational success.

3. Følelsesmessig engasjement

The sense of belonging and connection employees feel as part of the organisation—this is the foundation of sustainable engagement.

The 12 Elements of Employee Engagement (Gallup's Q12 Framework)

Gallup's scientifically validated Q12 engagement survey consists of 12 items proven to link to greater performance outcomes (Gallup). These elements build upon each other hierarchically:

Grunnleggende behov:

1. I know what is expected of me at work
2. I have the materials and equipment I need to do my work right

Individual contribution:

3. At work, I have the opportunity to do what I do best every day
4. In the last seven days, I have received recognition or praise for doing good work
5. My supervisor, or someone at work, seems to care about me as a person
6. There is someone at work who encourages my development

team~~POS=TRUNC:

7. At work, my opinions seem to count
8. The mission or purpose of my company makes me feel my job is important
9. My associates (fellow employees) are committed to doing quality work
10. I have a best friend at work

Vekst:

11. In the last six months, someone at work has talked to me about my progress
12. This last year, I have had opportunities at work to learn and grow

60+ Employee Engagement Survey Questions by Category

A thoughtful structure—grouped by themes that directly affect engagement—helps uncover where employees are thriving and where blockers exist (Humlende). Here are battle-tested questions organised by key engagement drivers:

Leadership & Management (10 Questions)

Use a 5-point scale (Strongly Disagree to Strongly Agree):

1. My supervisor provides clear direction and expectations
2. I have confidence in senior leadership's decision-making
3. Leadership communicates openly about company changes
4. My manager gives me regular, actionable feedback
5. I receive the support I need from my direct supervisor
6. Senior management demonstrates they care about employee well-being
7. Leadership's actions align with the company's stated values
8. I trust my manager to advocate for my career growth
9. My supervisor recognises and appreciates my contributions
10. Leadership makes me feel valued as an employee

Career Growth & Development (10 Questions)

11. I have clear opportunities for advancement in this organisation
12. Someone has discussed my career development in the last 6 months
13. I have access to the training I need to grow professionally
14. My role helps me develop skills valuable for my future
15. I receive meaningful feedback that helps me improve
16. There is someone at work who actively mentors or coaches me
17. I see a clear path for progression in my career here
18. The company invests in my professional development
19. I have opportunities to work on challenging, growth-oriented projects
20. My manager supports my career goals, even if they lead outside our team

Purpose & Meaning (10 Questions)

21. I understand how my work contributes to company goals
22. The company's mission makes me feel my job is important
23. My work aligns with my personal values
24. I feel proud to work for this organisation
25. I believe in the products/services we deliver
26. My daily tasks connect to something larger than myself
27. The company makes a positive difference in the world
28. I would recommend this company as a great place to work
29. I'm excited to tell others where I work
30. My role gives me a sense of accomplishment

Teamwork & Collaboration (10 Questions)

31. My colleagues are committed to doing quality work
32. I can count on my team members for support
33. Information is shared openly across departments
34. My team works well together to solve problems
35. I feel comfortable expressing opinions in team meetings
36. There's strong collaboration between departments
37. People on my team treat each other with respect
38. I have built meaningful relationships with coworkers
39. My team celebrates successes together
40. Conflicts are handled constructively on my team

Work Environment & Resources (10 Questions)

41. I have the tools and equipment necessary to do my job well
42. My workload is manageable and realistic
43. I have flexibility in how I accomplish my work
44. The physical/virtual work environment supports productivity
45. I have access to the information I need to do my job
46. Technology systems enable rather than hinder my work
47. Processes and procedures make sense and are efficient
48. I'm not overwhelmed by unnecessary meetings
49. Resources are allocated fairly across teams
50. The company provides adequate support for remote/hybrid work

Recognition & Rewards (5 Questions)

51. I receive recognition when I do excellent work
52. Compensation is fair for my role and responsibilities
53. High performers are appropriately rewarded
54. My contributions are valued by leadership
55. The company recognises both individual and team achievements

Well-being & Work-Life Balance (5 Questions)

56. I can maintain a healthy work-life balance
57. The company genuinely cares about employee well-being
58. I rarely feel burned out by my work
59. I have adequate time off to rest and recharge
60. Stress levels in my role are manageable

Engagement Indicators (Outcome Questions)

These go at the beginning as core metrics:

61. On a scale of 0-10, how likely are you to recommend this company as a place to work?
62. I see myself working here in two years
63. I'm motivated to contribute beyond my basic job requirements
64. I rarely think about looking for jobs at other companies
65. I'm enthusiastic about my work

How to Design an Effective Employee Engagement Survey

1. Sett klare mål

Before creating questions, define:

• Hvilke problemer prøver du å løse?
• Hva skal du gjøre med resultatene?
• Who needs to be involved in action planning?

Without understanding the purpose, organisations risk spending resources on surveys without achieving meaningful improvements (Qualtrics)

2. Hold det fokusert

Survey length guidelines:

• Pulse surveys (quarterly): 10-15 questions, 5-7 minutes
• Annual comprehensive surveys: 30-50 questions, 15-20 minutes
• Inkluder alltid: 2-3 open-ended questions for qualitative insights

Organisations increasingly conduct pulse surveys at quarterly or monthly intervals rather than relying solely on annual surveys (Qualtrics)

3. Design for Honesty

Ensure psychological safety:

• Clarify confidentiality vs. anonymity upfront
• For teams under 5 people, roll up results to protect identity
• Allow anonymous question submission in live Q&A
• Create culture where feedback is genuinely welcomed

Pro tip: Using a third-party platform like AhaSlides provides an additional layer of separation between respondents and leadership, encouraging more honest responses.

4. Use Consistent Rating Scales

Recommended scale: 5-point Likert

• Sterkt uenig
• Være uenig
• Nøytral
• Enig
• Helt enig

Alternative: Net Promoter Score (eNPS)

• "On a scale of 0-10, how likely are you to recommend this company as a place to work?"

For example, an eNPS of +30 might seem strong, but if your last survey scored +45, there may be issues worth investigating (Humlende)

5. Structure Your Survey Flow

Optimal order:

1. Introduction (purpose, confidentiality, estimated time)
2. Demographic information (optional: role, department, tenure)
3. Core engagement questions (grouped by theme)
4. Open-ended questions (2-3 maximum)
5. Thank you + next steps timeline

6. Include Strategic Open-Ended Questions

Eksempler:

• "What's one thing we should start doing to improve your experience?"
• "What's one thing we should stop doing?"
• "What's working well that we should continue?"

Analysing Results & Taking Action

Understanding and acting on employee feedback is critical to fostering a thriving company culture (Humlende). Here's your post-survey action framework:

Phase 1: Analyse (Week 1-2)

Se etter:

• Overall engagement score vs. industry benchmarks
• Category scores (which dimensions are strongest/weakest?)
• Demografiske forskjeller (do certain teams/tenure groups differ significantly?)
• Open-ended themes (what patterns emerge in comments?)

Use benchmarks: Compare your results against relevant industry and size category benchmarks from established databases (Quantum arbeidsplass) to understand where you stand.

Phase 2: Share Results (Week 2-3)

Åpenhet bygger tillit:

• Share aggregate results with entire organisation
• Provide team-level results to managers (if sample size permits)
• Acknowledge both strengths AND challenges
• Commit to specific follow-up timeline

Phase 3: Create Action Plans (Week 3-4)

The survey isn't the end—it's just the beginning. The goal is to start conversations between managers and employees (ADP)

Framework:

1. Identify 2-3 priority areas (don't try to fix everything)
2. Form cross-functional action teams (including diverse voices)
3. Set specific, measurable goals (e.g., "Increase clear direction score from 3.2 to 4.0 by Q2")
4. Assign owners and timelines
5. Communicate progress regularly

Phase 4: Take Action & Measure (Ongoing)

• Implement changes with clear communication
• Conduct pulse surveys quarterly to track progress
• Celebrate wins publicly
• Iterate based on what works

By showing employees how their feedback has specific impact, organisations can increase engagement and reduce survey fatigue (ADP)

Why Use AhaSlides for Employee Engagement Surveys?

Creating engaging, interactive surveys that employees actually want to complete requires the right platform. Here's how AhaSlides transforms the traditional survey experience:

1. Engasjement i sanntid

Unlike static survey tools, AhaSlides makes surveys interactive:

• Levende ordskyer to visualise collective sentiment
• Sanntidsresultater are displayed as responses come in
• Anonyme spørsmål og svar for follow-up questions
• Interactive scales that feel less like homework

Bruk tilfelle: Run your engagement survey during a town hall, showing anonymised results in real-time to spark immediate discussion.

2. Multiple Response Channels

Meet employees where they are:

• Mobile-responsive (no app download required)
• QR code access for in-person sessions
• Integration with virtual meeting platforms
• Desktop and kiosk options for deskless workers

Resultatet: Higher participation rates when employees can respond on their preferred device.

3. Built-In Anonymity Features

Address the #1 survey concern:

• No login required (access via link/QR code)
• Results privacy controls
• Aggregate reporting that protects individual responses
• Optional anonymous open-ended responses

4. Designed for Action

Beyond collection, drive results:

• Eksporter data to Excel/CSV for deeper analysis
• Visuelle dashbord that make results scannable
• Presentasjonsmodus to share findings team-wide
• Spor endringer across multiple survey rounds

5. Templates to Get Started Fast

Don't start from scratch:

• Forhåndsbygd medarbeiderundersøkelse maler
• Customisable question banks
• Best-practice frameworks (Gallup Q12, etc.)
• Bransjespesifikke modifikasjoner

Common Questions About Employee Engagement Surveys

Ready to Create Your Employee Engagement Survey?

Building an effective employee engagement survey is both an art and a science. By following the frameworks outlined here—from Gallup's Q12 elements to thematic question design to action-planning processes—you'll create surveys that not only measure engagement but actively improve it.

Remember: The survey is just the beginning; the real work is in the conversations and actions that follow.

Start now with AhaSlides:

1. Velg en mal - Select from pre-built engagement survey frameworks
2. Skreddersy questions - Adapt 20-30% to your organisation's context
3. Set up live or self-paced mode - Configure whether the participants need to answer right away or at any time they can
4. Start - Share via link, QR code, or embed in your town hall
5. Analyse & act - Export results, identify priorities, create action plans

🚀 Create Your Free Employee Engagement Survey

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