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Employee engagement survey template

An employee engagement survey with 15 rated statements in five themes and two open questions, to fill in, copy or print.

TemplateWhat you type stays in your browser.

My work

Rate each line from 1 (strongly disagree) to 5 (strongly agree).

I know what a good job looks like in my role.

I have the tools and information I need.

My work makes good use of my skills.

My manager

Rate each line from 1 (strongly disagree) to 5 (strongly agree).

My manager gives me feedback that helps me improve.

My manager makes time for me.

I can raise a problem with my manager without worrying about it.

Growth

Rate each line from 1 (strongly disagree) to 5 (strongly agree).

I can see a way to grow here.

I have learned something useful in the last three months.

Someone at work has talked to me about my development this year.

Recognition and team

Rate each line from 1 (strongly disagree) to 5 (strongly agree).

When I do good work, someone notices.

I feel part of my team.

My workload is manageable.

The company

Rate each line from 1 (strongly disagree) to 5 (strongly agree).

I understand where the company is heading.

I trust the people who lead this company.

I would recommend this company as a place to work.

In your own words

Last updated

An engagement survey measures how committed people feel, by theme.

Employee engagement is how committed and involved people are in their work and their company, beyond doing the tasks assigned to them. An engagement survey asks everyone the same rated statements once or twice a year, so you can see which themes are strong, which are weak and how each team differs from the rest.

This template has 15 statements in five themes (the work, the manager, growth, recognition and team, and the company) and two open questions. Each statement is rated from 1, strongly disagree, to 5, strongly agree.

Here is how to use the employee engagement survey template in five steps.

  1. Say why, and what happens next. Before sending, tell people what the survey is for, who sees the results and when they will hear back.

  2. Keep it short and anonymous. Fifteen statements take about five minutes. Report results only for groups large enough that nobody can be picked out.

  3. Leave it open for two weeks. Send one reminder at the halfway point. Ask managers to give people time to answer during work hours.

  4. Read it by theme and by team. Average each theme, then compare teams. The gap between teams is usually more useful than the company score.

  5. Pick one thing and report back. Share the results within a month, choose one theme to act on and say what will change.

Here is a worked example with invented names.

Take an invented company, Tindervale Clinics, with 60 staff. Fifty-two of them answer the survey.

The theme averages, out of 5, are 4.1 for the work, 3.9 for the manager, 3.7 for recognition and team, 3.6 for the company and 2.8 for growth. The lowest single statement is someone at work has talked to me about my development this year, at 2.3.

Leadership had expected workload to be the problem. They share the results with all staff, pick growth as the one theme to act on, and ask every manager to hold a career conversation with each person that quarter. The same survey runs again six months later.

These mistakes spoil an engagement survey.

  • Running the survey and never sharing the results. People stop answering the next one.
  • Asking 60 questions once a year. Fewer statements, asked more regularly, get better answers.
  • Showing results for groups so small that people can work out who said what.
  • Chasing the overall score. The score moves when a specific theme in a specific team is fixed.
  • Trying to act on everything at once. One visible change does more than ten announced ones.

People ask these questions about engagement surveys.

An employee engagement survey is a set of rated statements sent to all employees to measure how committed and involved they feel. The statements cover themes such as the work itself, the manager, growth, recognition and trust in the company, and the results are read by theme and by team.

These glossary terms explain the ideas behind it.

  • Employee engagement

    Employee engagement is how committed and involved people are in their work and their company, beyond simply doing the tasks assigned to them.

  • Employee Net Promoter Score (eNPS)

    eNPS is a single-question engagement measure: how likely an employee is, on a zero to ten scale, to recommend the company as a place to work.

  • Pulse survey

    A pulse survey is a short, frequent survey, often a handful of questions sent monthly or quarterly, used to track sentiment between full engagement surveys.

  • Survey fatigue

    Survey fatigue is the fall in response rate and answer quality that follows asking people the same questions too often, especially when nothing visibly changes afterwards.

  • Leading indicator

    A leading indicator moves before the outcome you care about. In retention, engagement scores, absenteeism and flight risk signals lead, while the turnover rate lags.

These pages on this site go deeper.

These templates pair well with this one.

Put a score on how your team feels.

Turn promoter, passive and detractor counts into an eNPS you can track over time, with the free calculator.

Calculate your eNPS

Free, no signup required.

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