15 Employee Satisfaction Survey Questions Every HR Needs

Some companies just have the knack of creating an enviable culture where everyone thrives. How do they do it? Beyond a good salary and cool office perks, today’s job seekers look for a company where employee happiness is just as important as the bottom line. Creating a strong company culture takes time and effort, but it’s worth the effort when your employees feel heard and valued. Conducting an employee satisfaction survey can be a great way to get employee feedback. Since successful companies like JNJ and PwC are built on a culture where everyone can reach their full potential, it would seem like a no-brainer that organizations should care about what employees answer in their employee satisfaction survey questions.

In practice, this means that employees are given a powerful set of questions drafted by HR managers in the job satisfaction questionnaire. So, if you’re stuck with the “What should I ask in an employee satisfaction survey?” you’ve come to the right place. You should essentially prepare your employee satisfaction survey questions in a way that employees aren’t afraid to speak up if they believe something could be done better.

An image of a woman smiling.

The HR Digest’s employee job satisfaction survey questions will help HR professionals with a know-how of how happy and engaged employees are in the workplace, what measures they would need to take if the responses are negative. But how do you decide what kind of responses call for action? To answer this question, you must gain clarity on what truly drives employees by focusing on employee motivator factors.

What are the five elements of employee satisfaction?

It’s important to intertwine job satisfaction surveys with the factors that keep employees happy at work. Here are the five motivating factors that you should consider before you learn how to create an employee satisfaction survey.

• Upward mobility and growth opportunities within the organization: Economic mobility depends on giving people the chance to advance in their jobs and acquire new skills. Jobs with training and promotion opportunities can benefit and motivate employees, and by putting money into human capital, they can improve the workforce as a whole.
• Livable wages: If employees earn more, they are likely to afford to live securely and don’t need to decide between buying groceries and the heating bill. A study found that an increase in wages improved employee satisfaction and morale and reduced wage inequality.
• Benefits: Companies that offer a web of benefits such as child care, paid leave, health care and 401K contributions promote employees’ productivity, wellbeing and overall health.
• Working conditions and safety: Workers are protected from accidents and illnesses by a secure and healthy workplace. Moreover, a safe workplace can minimize the cost of accidents and illnesses, lower turnover and absenteeism, boost employee morale, and increase productivity and quality. In other words, safety benefits the workplace.
• Workplace flexibility: A flexible schedule allows employees to accommodate personal and family responsibilities as well as unexpected emergencies that may pop up during the week. This also helps people perform well in their jobs, and helps companies reduce staff turnover which ultimately affects the bottom line.

15 Employee Satisfaction Survey Questions That Matter

Through years of interviews with top HR leaders and the five components of job satisfaction above, we’ve compiled a list of questions to ask an employee.

1. Do you enjoy working here?

According to an employee engagement survey, it’s the company’s internal culture that can make or break its success. The top factors related to employee happiness at work are: culture, work environment and interpersonal relationships.

If your employees don’t enjoy working in your culture, it’s impossible to achieve your goals.

2. How happy are you at work?

Although this is an open-ended question, it provides a concrete answer to HR about the employee’s overall wellbeing and happiness.

3. How open to change are we as an organization?

Employees want to work in a company where leaders show a willingness to make changes. One can only feel valued and motivated when their feedback is valued and makes an impact.

4. Do your managers’ value feedback?

It’s disheartening to work for a manager who never values your opinion, experience or ideas. If your employees aren’t given the opportunity to share their insights on how to achieve a common goal, chances are their job satisfaction has hit the bottom pit.

5. Do you feel valued for your contribution at work?

Employee recognition should be a top priority for any company that wants to succeed. Numerous great place to work surveys have noted that employees want a sense of purpose from their work. You work harder when you know that your contribution is helping the company achieve its goals.

6. Do you feel your job utilizes your skills and abilities?

It’s important for companies to hire talent that uses their strongest skills to achieve results. If the survey results show that employees feel their skills aren’t used to the optimum it’s time to introduce pet projects or inter-departmental collaboration initiatives.

7. Does the company provide the tools you need to perform your job well?

It’s no fun to work at an organization where you’re using outdated tools to compete with the rest of the world. That’s not how your organization is going to leave a legacy.

8. Do you feel that your job responsibilities are clearly defined?

It’s one thing to be a helping hand to everyone in the organization and another to not have a clearly defined role so you can have a focused approach towards your end goal. When you don’t know what you’re supposed to do at work, it’s impossible to succeed or grow in your role.

9. Do you find a sense of purpose at work?

Finding meaning in what you do is just as important as the desired paycheck. If your employees don’t find their work meaningful, it’s likely they are disengaged at work.

10. Does the organization offer enough job growth opportunities?

Employees will not be happy working at a place where they don’t see themselves grow. Today’s workforce cares a great deal about having the right opportunities to climb the corporate ladder.

11. Do you think work is distributed evenly across the team?

Nobody wants to work at a company where work is piled on a few individuals while the rest slack off. It leads to a lack of work-life balance, and ultimately affects the employee’s overall wellbeing.

12. Do you feel the management is transparent?

A transparent work culture provides people the freedom and psychological safety required to share their ideas, opinions and insights. In turn, a lack of transparency builds distrust amongst employees and could disrupt employee confidence in management.

13. Does the company invest in the success of your team?

Your employees shouldn’t get any wrong ideas that the management is just there to boss around people and provide paychecks. At the core of a successful company is teamwork and a common goal where management is just as invested in the team’s success as an individual is in their work.

14. Does the management communicate company news effectively?

Employees should be clued in on any developments happening in the organization. After all, who likes being blindsided and feeling unimportant by people they see every day at work?

15. Are you complimented for your work by the leaders?

When employees don’t feel appreciated or recognized for their efforts, they quit. To maintain or improve the retention level, it’s important to ensure that every individual member feels valued for their contributions to the organization.

It is said that highly engaged employees are more passionate, dedicated and effective – this is exactly the kind of workforce your customers would want to deal with. The ultimate goal of drafting employee satisfaction survey questions is to find out if you have happy, healthy, motivated employees.

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