Employee Engagement Questionnaire: Are You Engaged or Disengaged At Work?

Graphic that says are you engaged or disengaged at work for employee engagement questionnaire

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We’ve all worked with someone who has literally “checked out.” Maybe it was a coworker, manager, or even YOU. The problem is that low employee engagement is like a virus that spreads quickly. It has immediate negative repercussions on productivity, communication, collaboration, innovation, morale, employee turnover, customer service, you name it!  Not surprisingly, it’s also costing your company BIG TIME. The Gallup organization estimates that over $300 billion a year is lost due to low employee engagement. Think of all the POSITIVE CHANGES to be made with that money, how much happier engaged employees can be, and how much better the employee experience can be while supporting a healthy bottom line at your company! It’s time to make employee satisfaction a priority.

How engaged are you at work? Take a few minutes to complete our employee engagement questionnaire designed to measure employee engagement. Don’t forget to read our suggestions for addressing disengagement and ways to improve employee engagement.

(Y = Yes, N= No, DK = Don’t Know)

  1. My manager cares about me as a person
  2. My coworkers take into account my opinion during team meetings
  3. I have clear expectations of what I should be doing at work
  4. I understand the purpose of my role and how it supports the organization
  5. I readily volunteer to take on new challenges or projects
  6. My manager and I openly communicate about issues of importance to me and they are open to employee feedback. They offer regular check-ins
  7. My manager is interested in my personal well-being, career development, and goal setting and will offer growth opportunities
  8. I have the opportunity to use my strengths in the work I do on a daily basis
  9. My manager doesn’t play favorites but still offers employee recognition
  10. I have the support and resources I need to do my job to the best of my ability
  11. There is high team engagement between my coworkers and myself
  12. There are clear performance indicators that I can follow in my job with regular performance reviews
  13. Performance issues are dealt with quickly and effectively
  14. Building relationships, collaborating with others, and emotional connection in the company are encouraged
  15. I know what I am being evaluated on
  16. I receive the training, coaching, and mentoring needed to do my job successfully
  17. I have a clear understanding of what success in my role looks like
  18. I feel a sense of pride in my organization and the products/services we provide and know I make a difference
  19. I talk positively about my job to friends and family
  20. I have a sense of ownership and accountability over my work
  21. I steer clear of gossip and negative talk of others on my team
  22. I regularly engage in team-building activities with my team members to connect with each other and improve the company culture at my job
  23. I feel that I have a good work-life balance in my job

15 – 20 Yes ~ You have High Employee Engagement

10 – 14 Yes ~ You have Medium Employee Engagement

1 – 9 Yes ~ You have Low Employee Engagement

How did you do with this employee engagement survey? I suspect that over half of you might currently be experiencing some low levels of employee engagement in your work. Here are some suggestions that might help you improve employee engagement and become more engaged employees. Share with your managers so they too can create a successful employee engagement strategy.

Top 5 Employee Engagement Best Practices for Addressing Your Own Employee Engagement Strategies

  1. Ask for a challenging project to work on that you would find interesting. Preferably something that would stretch your abilities and it is not directly tied to your role.
  2. Reassess your workload and how much time is required for each task. Are you completely overburdened due to being short-staffed? Consider what 1-2 low-priority items you could talk to your manager or leadership team about delegating or letting go of and create an action plan.
  3. Have a heart-to-heart discussion with your manager on where you are right now and more importantly what you need that you are currently not getting from your work. Business leaders understand the benefits of employee engagement for better business outcomes. Research has shown that unmet and unspoken expectations are large contributors to low employee engagement and poor employee experience. However, once those expectations are spoken ~ even if they cannot be met, engagement and job satisfaction levels go up. Communication is one of the key drivers of employee engagement.
  4. Ask for more accountability in your work. Are there decisions you think you could make that are currently being made by your manager? Talk with your manager about what this might look like if some decisions were delegated to you. Then take action!
  5. Revisit your career path. When was the last time you considered doing something new? Are there opportunities to job shadow in your organization? Discuss these options with your manager.

If you liked this, take our employee passion survey, too!

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