15 May, 2025

The Only 15 Employee Engagement Questions You’ll Ever Need

If your employee engagement survey feels like a formality, you’re doing it wrong.

Because most of them ask the same tired questions.

“Are you satisfied with your job?”
“Do you like your manager?”

But if you’re serious about creating a workplace where people actually want to stay, contribute ideas, grow their careers, and give their best, you need to ask better questions. Deeper questions. Ones that measure trust, purpose, innovation, emotional connection, and alignment.

According to Gallup’s State of the Global Workplace Report, highly engaged teams show 21% greater profitability, 59% less turnover, and 41% lower absenteeism.

This blog talks about 15 powerful questions that can genuinely move the needle on employee engagement and the business outcomes that depend on it.

Why Employee Engagement Surveys Still Matter

Before we discuss the 15 key questions, let’s understand what is the point of running an engagement survey.

Here’s what you get when you ask the right questions and act on the answers:

Improved Productivity

Employees who are engaged are more likely to go above and beyond. In fact, Gallup’s research shows that business units in the top quartile of employee engagement outperform those in the bottom quartile by 18% in productivity.

Reduced Turnover

Disengaged employees are more likely to quit. A LinkedIn report revealed that 94% of employees would stay at a company longer if it invested in their learning and development.

Stronger Company Culture

Surveys send a clear message that leadership is listening. This simple act helps foster transparency, trust, a sense of belonging, and makes a stronger company culture.

Better Decision-Making

When you understand employee pain points, you can make improvements in terms of data, rather than relying on assumptions.

Higher Employee Retention

According to a study, companies that regularly measure and act on engagement have up to 4.5x higher employee retention than those that don’t.

What are the questions you should ask in your employee engagement surveys?

15 High-Impact Questions for Employee Engagement Surveys

Here are 15 employee engagement survey questions that are simple, clear, and strategically sharp. Each one is followed by a breakdown of what it really tells you and why it matters.

Do you feel trusted to make decisions in your job?

When employees feel trusted, they take ownership. Micromanagement, on the other hand, breeds disengagement and slows down performance. This question reveals whether people feel empowered or restricted, and it helps identify managers who may need coaching on letting go of control.

Can you remember the last time you felt proud of your work here?

This isn't just a feel-good question. It checks whether employees are connected to the work they're doing. If someone struggles to recall the last time they felt proud, that’s a sign they may be stuck in repetitive tasks, undervalued, or simply uninspired.

Is it okay to speak up when you make a mistake or have a different opinion?

This question gets to the heart of psychological safety, one of the top predictors of high-performing teams (as found in Google’s Project Aristotle). If people are afraid to speak up, innovation suffers, problems go unreported, and collaboration breaks down.

Do you trust the leadership team to guide us through challenges?

Trust in leadership is a core component of engagement. When people believe their leaders are competent, honest, and transparent, they’re more likely to stay committed, especially during times of change or uncertainty.

Do you feel your work matters beyond just making money for the company?

Employees today crave meaning, not just a paycheck. This question helps you understand whether your team sees something, whether that’s social impact, helping customers, or building something worthwhile. A strong sense of purpose boosts retention and motivation.

Has your manager talked to you about your career goals recently?

Career growth is a major driver of engagement. If employees aren’t having regular conversations about their goals, they may feel stuck, or worse, start looking elsewhere. This question uncovers whether managers are investing in their people.

Do you get to use your strengths and skills in your role?

When employees aren’t using their talents, they check out. This question reveals misalignment between roles and abilities, and allows you to make adjustments that could significantly boost performance and satisfaction.

Does the company live up to the values it talks about?

Culture isn’t about what’s written on your walls or in your mission statement, it’s about daily behaviors and decisions. This question tests whether there’s a disconnect between what you say and what you do. That gap, if ignored, leads to cynicism and distrust.

If something goes wrong, can you bring it up without fear?

A blame-heavy culture can silence your best people. This question assesses whether your environment encourages transparency or punishes honesty. You want a team that flags issues early, not one that hides them to avoid consequences.

Do you see how your work helps the company succeed?

People want to feel that their work matters. This question checks whether employees understand how their efforts contribute to broader goals. When employees see a direct line between their work and company impact, they’re more invested.

If a similar job came along, would you stay or go? Why?

It’s bold, but necessary. This question surfaces real retention risks and tells you what’s keeping people engaged, or driving them to quietly job hunt. The “why” is where the insights really live, so leave space for open-ended answers.

Which part of your job do you enjoy most? What do you enjoy least?

This helps you understand what energizes your team and what drains them. It gives you practical insight to redesign responsibilities, shift tasks, or fix processes that are dragging people down.

Do you think low performance is dealt with fairly here?

Unaddressed poor performance is a hidden engagement killer. It frustrates high performers and creates resentment. This question reveals if you have a culture of accountability, or if people feel like effort goes unnoticed while slackers get a pass.

Do you feel like the company genuinely cares about your well-being?

Wellness programs, mental health days, and flexible hours mean nothing if employees feel like it’s all just for show. This question gets to the emotional truth. No matter whether your team feels cared for or just managed.

What’s one thing you wish leadership understood about your experience here?

This open-ended question gives employees the chance to say what’s really on their minds. You’ll hear things you didn’t expect, but probably need to. It’s one of the most valuable insights you’ll get from any survey.

Final Take

Great questions can unlock great conversations, but only if you’re ready to listen.

If you ask these questions and then do nothing? You’re better off not asking at all.

But if you’re willing to act on the insights, be transparent about what you learn, and make meaningful changes, these questions can transform your culture, one honest answer at a time.

Because in the end, engagement isn’t a survey. It’s a relationship.