Improving employee engagement doesn’t need to be over-complicated.
The best way to figure out what your employees need?
Just ask them.
Simple, clear questions that employees can respond to anonymously get honest feedback.
And putting this honest feedback into action through your employee engagement strategy is the quickest (and most authentic) way to build a happy and high-performing team.
Employee engagement surveys give you a real-time pulse on your team’s happiness, challenges, and overall workplace experience.
By asking the right employee engagement survey questions, you’ll find out what’s working, what’s not, and where improvements can be made.
More importantly, when you act on the feedback, employees feel heard and supported – shaping a stronger and healthier workplace.
Research from Gallup shows that making employee engagement a priority can help companies withstand – and even thrive – in tough economic times. 
As a rule of thumb, aim for an employee engagement survey length of 20 – 30 questions.
This range is usually optimal employee engagement survey participation and meaningful insights, although survey length is dependent on many factors and there really isn’t a right or wrong answer.
If you’re running a shorter pulse survey aim for 5 – 10 questions.
The best approach is to be proactive.
In our opinion, this is why the best method of measuring employee engagement is by using surveys.
Engagement surveys and pulse surveys identify problems before people want to leave, and can easily be scaled to the whole organisation.
Stribe’s top three tools for tracking and analysing engagement over-time are:
For a detailed review of why these tools work best, have a read of guide to measuring the ROI of employee engagement.
Other methods include:
The biggest driver of engagement is showing people what you're doing about their feedback.
The questions you ask will depend on the purpose and theme of your employee engagement survey.
However, over-time you will want to ensure that your survey questions address all five key areas of employee engagement (as above).
They are:
Incorporating questions that delve into an employee’s sense of purpose, acknowledgment of their efforts, wellbeing, work-life balance, trust in leadership, and opportunities for development is essential – because by covering these pillars, your survey will capture a holistic view of the workplace experience.
This comprehensive approach also ensures a nuanced understanding of factors influencing engagement, enabling your organisation to tailor strategies.
Keeping in mind these practices will help you to craft an employee engagement survey that yields valuable insights!
Stribe’s average survey response rate is 82% – significantly higher than the average employee survey response rate that usually falls between 30% – 60%.
We’re very proud to work with leading UK employers on building better workplaces – with tens of thousands of employees having used Stribe.
No matter what industry you’re in, you can easily customise Stribe to fit with your people strategy.
Want to learn more about Stribe? We’d love to show you.
About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
