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Employee engagement questionnaire

I/ Employee information

1. Employee name:
2. Position:
3. Department:
4. Start working from:

II/ Rating scales:

1. Strongly Disagree(1)
2. Disagree (2)
3. Neither Agree nor Disagree (3)
4. Agree(4)
5. Strongly Agree(5)

III/ Employee engagement questions

1. I have the materials and equipment I need to do my job efficiently.

2. I receive the information and communication I need to do my job.

3. I regularly receive recognition/praise for doing good work.

4. The benefits offered here are fair and reasonable.

5. The people here are pleasant and co-operative to work with.

6. There is someone at work who encourages my development.

7. My opinions and ideas seem to matter.

8. My supervisor provides me with feedback and guidance.

9. My supervisor helps me know what is expected of me.

10. My supervisor cares about me as a person.

11. Even if I had the opportunity to get a similar job with another
organization, I would stay with my present company.

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12. In the last year, I have had opportunities to learn and grow.

13. I would recommend the organization as a good place to work.

14. Overall, I have confidence in the senior managers at the company.

15. Overall, I am extremely satisfied with my job.

Job Satisfaction Questionnaire

1. I have been passed up at least once for a promotion in the past few
years.
2. I spend parts of my day daydreaming about a better job.
3. I find much of my job repetitive and boring.
4. I am mentally and/or physically exhausted at the end of a day at work.
5. I feel that my job has little impact on the success of the company.
6. I have an increasingly bad attitude toward my job, boss, and employer

7. I am no longer given the resources I need to successfully do my job.

8. I am not being used to my full capabilities.
9. I have received no better than "fair" evaluations recently.
10.I feel as though my boss and employer have let me down.
11.I often feel overworked and overwhelmed.
12.I am frequently stressed out at work.
13.I live for weekends and days away from the job.
14.I find myself negatively comparing my situation to my peers.

15. I feel my bad days at work outweigh the good ones.

16. I often experience a sensation of time standing still when I am at

work.

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17.I feel as though my employer has broken promises about my future

with the organization.
18.I have lost sight of my career goals and aspirations.
19.I no longer feel valued for my work.

Performance Appraisal

Appraisal questions
1. Quality of personal objective setting is poor.

2. Personal objectives are not aligned to the business goals.

3. No direct link to other relevant HR processes exits e.g. succession

planning, continuous professional development, and job evaluation.

4. The current process is too time-consuming.

5. Getting Managers to complete the forms is difficult.

6. Getting meetings arranged to discuss each stage of the process is difficult.

7. Personal objectives do not contain clear measures of success.

8. Team objectives do not exist.

9. No process exists for cascading Personal Objectives.

10. Personal objectives targets are not up to date.

11. Personal objectives are not updated as business needs change.

12. Participation in the process is not at the required level.

13. Once completed the forms are just filed away.

14. Evidence of performance is not gathered throughout the year.

15. Ratings are sometimes seen as based on subjective judgements.

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16. All the responsibility seems to lie with the manager

17. There is no facility to run reports to analyze overall development needs

of the whole organization.

18. We cannot run reports to match suitable staff against job roles for
succession planning purposes.

19. We do not have the capability to provide automatic E-Mail reminders,

and prompts, when targets are due.

20. Evidence on progress towards qualifications is not included.

21. Evidence from project work is not included.

22. Comments from mentors or coaches are not included.

23. Feedback on good or poor progress is saved up to the end of the year.

24. Successes are rarely recorded.

25. Low performance is highlighted, but no development support is defined.

26. Personal Development Plans do not exist.

27. High performing staff are not easily identified.

28. Personal Development Plans do not contain specific development actions

and targets.

29. Missed targets are not commented upon until the year end.

30. There are no reminders for forthcoming target dates.

31. The process does not support our values/culture change.

32. Evidence on competency development is not included.

33. Evidence on skill development is not included.

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Performance questions
1. A regular review of my goals will enable me to take early corrective
action

2. My goals have been documented and measurable.

3. My goals are dependent on the goals of other members of my team.

4. A clear definition of my goals will enable me to improve my performance

5. My job role has changed substantially over the last 3 years.

6. I begin each year with a clear understanding of my goals for the current
year.

7. Clarity of goal will help me in planning my work better.

8. Resource planning to achieve my goal needs to be improved

9. I am able to understand the relationship between my goals and my

activities.

10. Setting goals will enable me to achieve a better work life balance.

11. Proper maintenance and arrangement of the records improve the

presentation of my performance.

12. At the end of each quarter the updated records are checked and managed
for the future reference and clarification.

13. According to the department norms, I have sorted out my routine

activities for my better performance.

14. Agenda for the every project is set and used to review the action
performed to reach the goal.

15. I regularly review my achievement in the current performance with a

preset standard.

16. Clear understanding of my responsibilities in a team enables me to

achieve the shared aims.

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17. Maintaining unity in our teamwork improves efficiency and able to

finish the task within a period.

18. Equal sharing of the information in a team and unit, help to improve
group cooperation

19. I firmly believe that one can improve oneself by involving in on-job
activities and active participation.

20. I constantly improve myself by attending various sessions related to my

area of interest.

21. We understand each customer is unique and handle each one of them in
different ways.

22. I firmly believe that clear understanding of the situation will allow me to
reach a settlement.

23. Resolution reached only by proper understanding of other parties’

position.

24. Judgments can be made by segregating relevant information from

irrelevant information

25. My participation in the closing stage of shared decision-making.

26. I would like to acquire new knowledge and skill that contribute to
individual and organizational growth.

27. Adapting to changing circumstances is the key for my success.

28. I am ready to accept change as a part of my achievement and flexible in

dealing with diverse situation.

29. I constantly improve my ability to manage the changing circumstance

readily

30. Applying creative or out of box thinking allows me to modernize and

improve the existing process.

31. I try to find innovative solution in unique situation, which improve

Productivity.

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32. Proceeding further with creativity will lead to achieve my career path.

33. All our activities are focused on the field of customer orientation.

34. My center of attraction is to assess and balance the interest of different

customers and respond to changing demand.

Employee empowerment

• My impact on what happens in my department is great

• I have a great deal of influence over what happens in my department.
• I hardly ever think about leaving my organization to work somewhere
else
• I would highly recommend my organization to a friend seeking
employment.
• I have a great deal of control over what happens in my department.
• I am driven to do whatever it takes to help my organization succeed
• I am inspired to do my best work everyday
• I think people here are always willing to give extra effort to help the
company succeed.
• It would cost me a lot to leave my organization.
• If given the opportunity, I would tell others great things about
working here.

Research by the Gallup Organization produced 12 questions which work to

distinguish the strongest departments of a company. This essential measuring stick
provides the link between employee opinions and productivity, profit, customer
satisfaction and the rate of turnover.

1. I know what is expected of me at work.*

2. I have the materials and equipment I need to do my work right.*

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 good
work.

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5. My supervisor or the person I report to seems to care about me as a

person.*

6. There is someone at work who encourages my development.

7. In the last six months, someone at work has talked with me about my
progress.*

8. At work, my opinions seem to count.

9. The mission/purpose of my company makes me feel my job is important.

10. My associates (fellow employees) are committed to doing quality work.

11. I have a best friend at work.

12. The last year, I have had opportunities at work to learn and grow.

These 12 questions are the simplest and most accurate way to measure the strength of a
workplace.

*Further analysis revealed that five of these questions are linked to retention: numbers 1,
2, 3, 5, and 7. When employees score high marks on these five questions; the company
has a strong retention factor. As a manager, if you want to build high retention, then
securing high marks to these five questions is a good place to start.