The KraftyLab Blog
Team BuildingHolidaysIcebreakersRemote TeamsTrivia

67 employee engagement survey questions, plus a ready survey to copy

Every question comes with its answer scale and a Copy button.

KraftyLab TeamUpdated 11 min read
A woman at a bright desk answers a survey on her laptop, with a mug and a potted plant nearby.

Good employee engagement survey questions ask about what makes people stay and do their best work: the work itself, their manager, growth, recognition, workload, belonging and leadership. Below are 67 questions sorted by what you want to learn, each with the answer scale to use. They work as staff or team engagement survey questions too. Need a survey this week? Copy the 12-question version in one click.

A 12-question employee engagement questionnaire to copy

About five minutes to answer. Swap [Company] for your company's name and paste it into any survey tool.

Employee engagement survey

1. On a scale of 0 to 10, how likely are you to recommend [Company] as a place to work? 0 to 10: 0 = Not at all likely, 10 = Extremely likely 2. I find my day-to-day work interesting. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 3. My work makes good use of my skills. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 4. My manager follows through on what they say they'll do. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 5. I'm building skills here that will help my career. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 6. Recognition here goes to the people who actually did the work. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 7. I can get my work done in a normal working week. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 8. In the past month, how often have you felt burned out by work? A. Never B. Rarely C. Sometimes D. Often E. Always 9. I have people at work I can count on when things get hard. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 10. Leaders explain the reasons behind big decisions. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 11. I believe action will be taken based on the results of this survey. 1 to 5: 1 = Strongly disagree, 5 = Strongly agree 12. If you ran this company for a day, what would you change first?

  • At least one question per theme, so a low score points to a place to look.
  • One scale for every statement, so you can compare scores side by side.
  • The survey-trust question near the end tells you whether people expect anything to change.
  • One open question last, where people explain the scores.

67 employee engagement survey questions by what you want to learn

Pick the groups that match what you need to know. Statements use a 1 to 5 agreement scale; keep it the same for all of them. Measuring a team event instead? Use our post-event survey questions.

eNPS and loyalty questions

Will people stay, and would they send a friend your way?

Rate each statement from 1 (Strongly disagree) to 5 (Strongly agree).

  1. On a scale of 0 to 10, how likely are you to recommend [Company] as a place to work?

    • 0 to 10: 0 = Not at all likely, 10 = Extremely likely

  2. How likely are you to recommend our products or services to someone you know?

    • 0 to 10: 0 = Not at all likely, 10 = Extremely likely

  3. If I were job hunting today, this company would be my first choice.

  4. I rarely think about looking for a job at another company.

  5. How long do you see yourself working here?

    • Less than a year
    • One to two years
    • Three to five years
    • More than five years

  6. I'm proud of the work this company does for its customers.

  7. I believe this will be a better place to work a year from now.

Questions about the work itself

Does the job use people's skills and feel worth doing?

Rate each statement from 1 (Strongly disagree) to 5 (Strongly agree).

  1. My work makes good use of my skills.

  2. I find my day-to-day work interesting.

  3. I have enough say in how I do my work.

  4. I can see the difference my work makes for customers or colleagues.

  5. How often do you lose track of time because you're absorbed in your work?

    • Never
    • Rarely
    • Sometimes
    • Often
    • Always

  6. I understand what success looks like in my role this quarter.

  7. Which kind of work leaves you most satisfied at the end of a day?

    • Solving hard problems
    • Helping people
    • Learning new things
    • Seeing a finished result

  8. The goals I'm working toward feel achievable.

Manager relationship questions

The relationship that moves engagement more than any perk.

Rate each statement from 1 (Strongly disagree) to 5 (Strongly agree).

  1. My manager and I agree on what my top priorities are.

  2. My manager follows through on what they say they'll do.

  3. My manager treats mistakes as a chance to learn, not to blame.

  4. When did your manager last talk with you about your work, beyond status updates?

    • This week
    • This month
    • In the last three months
    • Longer ago, or never

  5. My manager makes time for me when I need help.

  6. I'd want to work for my manager again in a future role.

  7. My manager gives me feedback that helps me improve.

  8. What does your manager do that you'd want every manager here to copy?

    Open answer

Growth and development questions

Can people see a future for themselves here?

Rate each statement from 1 (Strongly disagree) to 5 (Strongly agree).

  1. I'm building skills here that will help my career.

  2. People here can move into new roles or teams without leaving the company.

  3. How challenging is your work right now?

    • Not challenging enough
    • About right
    • Too challenging

  4. In the past year, has anyone talked with you about your career goals?

    • Yes, my manager
    • Yes, someone else
    • No, but I'd like that
    • No, and that's fine

  5. I get enough time in my workweek to learn new skills.

  6. I understand what I'd need to do to get promoted.

  7. What's one project or responsibility you'd love to take on?

    Open answer

Recognition and reward questions

Does good work get noticed, and is the reward fair?

Rate each statement from 1 (Strongly disagree) to 5 (Strongly agree).

  1. Recognition here goes to the people who actually did the work.

  2. When were you last thanked or praised for your work?

    • In the past week
    • In the past month
    • In the past three months
    • I can't remember

  3. How do you most like to be recognized?

    • Privately, by my manager
    • In front of the team
    • In writing I can keep
    • With a reward or time off

  4. My pay is fair for the work I do.

  5. Colleagues here regularly thank each other for help.

  6. Quiet, behind-the-scenes work gets recognized here, not just visible wins.

  7. I'm satisfied with the benefits this company offers.

A manager and two employees at a round table talk over printed bar charts in a sunny office.

Workload and burnout questions

Is the pace sustainable, or are people running on empty?

Rate each statement from 1 (Strongly disagree) to 5 (Strongly agree).

  1. I can get my work done in a normal working week.

  2. In the past month, how often have you felt burned out by work?

    • Never
    • Rarely
    • Sometimes
    • Often
    • Always

  3. I have enough uninterrupted time to focus on my most important work.

  4. When priorities change, something comes off my plate.

  5. I'd feel comfortable telling my manager I'm overwhelmed.

  6. The pace of work here is sustainable for me over the long term.

  7. I can say no to extra work without it hurting how I'm seen.

  8. What drains your energy at work that could be fixed?

    Open answer

Belonging and team questions

Do people have colleagues they trust and feel part of a team?

Rate each statement from 1 (Strongly disagree) to 5 (Strongly agree).

  1. I have people at work I can count on when things get hard.

  2. I feel included in my team's decisions.

  3. I can be myself around my team.

  4. I know the people I work with beyond their job titles.

  5. How connected do you feel to people outside your own team?

    • Very connected
    • Somewhat connected
    • Not very connected
    • Not at all connected

  6. New people on my team are made to feel welcome quickly.

  7. I look forward to working with my team most days.

Communication and leadership questions

Do people trust leaders and hear about changes in time?

Rate each statement from 1 (Strongly disagree) to 5 (Strongly agree).

  1. I trust senior leaders to make the right calls for the company's future.

  2. Leaders explain the reasons behind big decisions.

  3. I hear about changes that affect me before they happen, not after.

  4. I understand the company's top priorities for this year.

  5. Where do you get most of your news about the company?

    • My manager
    • All-hands or town halls
    • Email or the intranet
    • Colleagues and word of mouth

  6. Leaders here act on employee feedback.

  7. I believe action will be taken based on the results of this survey.

Open ended employee engagement survey questions

Use two or three. They tell you why the scores look the way they do.

  1. What's one thing that made your work better this year?

    Open answer

  2. If you ran this company for a day, what would you change first?

    Open answer

  3. What's something we ask you to do that feels like a waste of time?

    Open answer

  4. What's the main thing keeping you here right now?

    Open answer

  5. What should leaders understand about your job that they might not?

    Open answer

  6. What does a great day at work look like for you?

    Open answer

  7. What would make the next survey worth your time to answer?

    Open answer

  8. Is there anything you want to tell us that the questions above didn't cover?

    Open answer

How to run an engagement survey people trust

How often to run each kind of engagement survey, and how long it should be
SurveyHow oftenLength
Full surveyOnce or twice a year25 to 40 questions, about 10 minutes
Pulse surveyEvery quarter8 to 12 questions, under 5 minutes
Mini pulseMonthly, or after a big change3 to 5 questions, about a minute
Event surveyAfter each team event3 to 5 questions, sent the same day
  • Use one scale. Agreement from 1 to 5 with both ends labeled for every statement, and 0 to 10 only for the eNPS question. Mixed scales can't be compared.
  • One idea per question. “My manager is supportive and gives clear feedback” is two questions. Split it, or you won't know which half people scored.
  • Keep the core identical. Same wording, same order, every time. Then a change in the score means a change at work, not in the question.
  • Say who sees what. Anonymous means nobody can link an answer to a person; confidential means someone can, but won't share it. Say which yours is, and only report groups big enough that no one can be picked out.
  • Ask only the demographics you'll use. Team and length of service are usually enough. Every extra field makes small groups easier to identify and lowers honest answers.
  • Keep it open about two weeks. Send it midweek, remind people once or twice, and ask managers to give ten minutes for it in a team meeting.

How to score the eNPS question

Answers of 9 or 10 are promoters, 7 or 8 are passives and 0 to 6 are detractors. Subtract the share of detractors from the share of promoters. Say 50 people answer: 20 give a 9 or 10 (40% promoters) and 12 give 0 to 6 (24% detractors). Your eNPS is 40 minus 24, which is 16. Track the trend from one survey to the next rather than chasing an outside benchmark.

How to act on the results and share them back

People answer the next survey when the last one changed something. Five steps:

  1. Share the headlines within two weeks. Thank people, give the response rate and name the top strengths and problems before rumors fill the gap.
  2. Pick one or two themes. Choose the low scores people also wrote about in the comments. Ten action items means none get done.
  3. Ask teams what's behind the scores. Spend 30 minutes in each team meeting: “This scored low. What's going on, and what would help?”
  4. Name an owner and a date. Every action gets one person and a deadline everyone can see.
  5. Ask the same questions next pulse. If the score moved, say so. If it didn't, say what you'll try next.

Two messages to copy, one to launch the survey and one to share what you heard:

Launch message

Subject: 5 minutes to tell us what to fix Hi everyone, Our engagement survey is open until [date]. It has [12] questions and takes about [5] minutes. [Say who sees what: who, if anyone, can see individual answers, and that results are shown only for groups large enough that no one can be identified.] We'll share what we heard by [date], along with the one or two things we'll change because of it. Thank you, [Name]

Results message

Subject: What you told us, and what we're doing about it Hi everyone, Thank you to the [number] of you who answered the engagement survey. What's working: [strength], [strength]. What needs work: [theme], [theme]. What we'll do: [Action], owned by [name], by [date]. [Action], owned by [name], by [date]. We'll ask the same questions again in [month] to see if it's working. Want to talk about any of this? [How to reach you]. [Name]

Need ideas for the actions themselves? Start with our guide to increasing employee engagement, or read what employee engagement means in practice.

Send the survey with KraftyLab Intelligence

KraftyLab Intelligence sends surveys for you. Start from 20 ready-made templates, from eNPS to burnout. People answer in the browser with no account, and AI summarizes the answers. It works on its own: send any survey to anyone by email. Book a KraftyLab event and a short pulse survey also goes out automatically afterward to every participant with an email.

When the scores point to a fix:

  • Low workload scores: How To Avoid Burnout is a 60-minute talk by psychiatrist Dr. Ellen Vora on the signs of burnout and the strategies to avoid it. More in our mental health workshops.
  • Low recognition scores: Gratitude Games & Grins is a hosted game night built around gratitude, with teams reshuffled between games. See more employee appreciation events.
  • Low belonging scores: Team Discovery Challenge is a hosted scavenger hunt mixed with show and tell.
  • All three run live on Zoom by default (Teams, Google Meet or Webex on request). Book about 2 weeks ahead; teams split across time zones can run a game as two sessions.

Three live sessions, with today’s price.

Send your date and headcount and get a free quote. We reply within 24 hours.

Engagement survey FAQ

What are good employee engagement survey questions?

Good questions are short statements about one thing each, answered on the same 1 to 5 agreement scale: the work itself, the manager, growth, recognition, workload, belonging and leadership. Add the eNPS question and one or two open questions so you learn why the scores look the way they do.

How many questions should an employee engagement survey have?

About 25 to 40 for a full survey once or twice a year, and 8 to 12 for a quarterly pulse. Past that, people speed through or quit. If a question won't change a decision, cut it.

What is eNPS and how do you calculate it?

eNPS, the employee Net Promoter Score, asks how likely people are to recommend the company as a place to work on a 0 to 10 scale. Answers of 9 or 10 are promoters and 0 to 6 are detractors. Subtract the percentage of detractors from the percentage of promoters for a score from minus 100 to 100.

Should an engagement survey be anonymous?

People answer more honestly when they trust that answers can't be traced to them. Whatever you choose, say plainly whether answers are anonymous or confidential, and only report groups large enough that no one can be identified.

How often should you run an engagement survey?

A full survey once or twice a year and a short pulse every quarter works for most teams. Survey more often only if you act between rounds; asking again without changes lowers response rates.

What are good open ended employee engagement survey questions?

Ask what made work better this year, what feels like a waste of time and what would you change first if you ran the company for a day. Use two or three at most. For more wording, see our open-ended questions guide.

What is the difference between an engagement survey and a culture survey?

An engagement survey asks how people feel about their own work, manager and future. A culture survey asks how the company works: values, trust, decisions and how change is handled. Our culture survey questions cover the second.

Want the survey sent for you?

KraftyLab Intelligence sends any survey by email, from 20 ready-made templates, with AI summaries of the answers. Or tell us your team size and get an event plan within 24 hours.

See KraftyLab IntelligenceGet a free quote