Employee Satisfaction Surveys: The Art of Asking the Right Questions

Published in
7 min readMar 21


Photo by Jon Tyson

Every team manager knows how important it is to ensure your employees are satisfied and performing at their best. However, sometimes understanding how your employees really feel isn’t always so straightforward — after all, their feedback doesn’t arrive neatly packaged with a bow on top. 🎀

That’s why employee satisfaction surveys can be such an invaluable tool for gathering critical insights about what motivates your team and details any areas that need improvement. So, let’s explore the magical world of crafting the perfect employee satisfaction survey in this post.

What’s an Employee Satisfaction Survey?

An employee satisfaction survey is a tool for measuring the level of team members’ happiness with their workplace. It contains a list of closed-ended and open-ended questions that provide a detailed look into the attitudes of your employees. 😊😖

Sure, free snacks, unlimited coffee, and occasional pizza parties are nice to have at the office, but if you want to make sure that any efforts you make to improve employee satisfaction have an impact, consider conducting an employee satisfaction survey — it is a good and quick option for getting some honest feedback and finding out what employees really think about their job and how to help them stay engaged with their work.

When Do You Need to Conduct an Employee Satisfaction Survey?

It’s best to conduct an employee satisfaction survey regularly, typically once or twice a year. A survey is also recommended when there has been any sort of significant change in the business, like restructuring roles and responsibilities or introducing a new HR policy.

Surveys can help gauge the impact of any organizational change and measure its effectiveness. Plus, they will help you keep your finger on the pulse of employee well-being and create a successful workplace that propels your business to thrive.

Main Benefits of Employee Satisfaction Surveys

  • Measure employee performance — By asking employees about their overall job performance, you can better understand which areas need improvement and how to ensure successful outcomes going forward. This can also show which employees have good attitudes towards their roles + encourage accountability among managerial staff when it comes to providing feedback on performance.
  • Enhance productivity — A survey allows companies to get an idea of what is preventing employees from being productive, as well as what motivates them in order to drive better results. It helps managers craft strategies that increase engagement among staff members while still recognizing any issues that may arise due to dissatisfaction or other challenges within the workplace environment.
  • Improve communication — Surveys allow employees to fully understand where they stand with company leaders and provide a platform for voicing any concerns or suggestions for improvement without fear of retribution. Doing this encourages open dialogue between both sides, allowing management teams to gauge employee sentiment before making major changes or implementing new policies.
  • Create better loyalty and retention strategies — By showing investment into employee wellbeing through regularly scheduled satisfaction surveys, employers can drive higher employee retention rates and increase loyalty from their team members over time. Not only does this prevent costly turnover but also boosts morale by emphasizing long-term commitment in the employer-employee relationship.

20 Examples of Employee Satisfaction Survey Questions

  1. How satisfied are you with your job overall?
  2. Are you challenged in your current role?
  3. Do you feel that the company promotes innovation among employees?
  4. Are your assigned tasks and job responsibilities clear and adequately defined?
  5. Are there any aspects of your job that have become tedious or monotonous over time?
  6. Do you have all the resources necessary to succeed in this position (e.g., training, materials, technology, etc.)?
  7. Does management listen to feedback from employees about their work or workplace experience?
  8. How often do performance reviews happen for everyone on staff, including yourself?
  9. Do you feel that your input is valued by those above or below yourself in the organization?
  10. Is there good communication throughout the company between departments, managers, and higher-ups?
  11. If working remotely, do you feel connected with other team members?
  12. Do supervisors provide regular support and mentorship when needed?
  13. Are conflicts within teams addressed effectively and fairly?
  14. Does senior-level management explain decisions that affect entire teams clearly enough so everyone understands why certain changes are taking place?
  15. Are workloads balanced evenly amongst teammates, providing equal opportunity for the growth of each individual contributor on the team level?
  16. Is appropriate recognition given out when completing large projects or when making significant improvements at work (e.g., promotions, awards, bonuses, etc.)?
  17. Do coworkers respect each other’s differences in opinions while working together on projects / assignments?
  18. Is collaborative effort encouraged within different departments outside your own field?
  19. In what ways could employees be offered better career advancement options internally (e.g., training programs, workshops, etc.)?
  20. What would make working here more enjoyable for you?

7 Tips for Conducting a Perfect Employee Satisfaction Survey

  • Include open-ended and Likert-scale questions: Open-ended questions allow for in-depth responses which provide greater insight into the employee’s experiences within the organization. As for Likert-scale questions, they use an array of choices ranging from strong agreement / disagreement to mild agreement / disagreement to gauge an individual’s opinion on a particular topic. A combination of open-ended answers along with Likert-scale ratings makes it easier for employers to get a better understanding of the root causes of any potential problems in team dynamics, employee engagement, team well-being, etc.
  • Keep it short and on point: Employee satisfaction surveys should be short, with only the questions that are necessary for your company to improve. Avoid asking irrelevant questions or too many questions since that can be overwhelming for employees and lead to responses being skipped over or answered in a hurry resulting in inaccurate answers.
  • Make it easy to understand: Ask clear and straightforward questions so that employees understand what is being asked of them and how their opinions will help make improvements within the organization. Use plain language rather than jargon which will make it more likely that they understand the survey completely before submitting their responses.
  • Show your appreciation: Let employees know how much you value their feedback by thanking them at the beginning of your survey and by offering incentives, such as discounts on goods or services if they complete it in a timely manner. Such an approach is especially beneficial if you need employees to complete longer surveys that require more time.
  • Keep it anonymous: This way, you can get an honest picture of how your employees really feel because they will have no fear of negative consequences. Anonymous surveys are especially beneficial when the topic has sensitive details that may make workers uncomfortable sharing openly. So, before asking your team members to fill out a survey, make sure to let them know that speaking their truth will be 100% harmless.
  • Be open-minded and respectful: Don’t be too quick to dismiss negative responses from your employee survey. Instead, use them constructively as an opportunity to identify potential areas for improvement within your organization and create strategies to resolve any issues quickly before they become bigger problems. Also, remember that not everyone understands why specific organizational policies or rules are in place. So, don’t take criticism personally — explain clearly and respectfully why things have been done a certain way instead of getting defensive about decisions made by management previously.
  • Follow up after surveys are submitted: Once all results are gathered, inform staff members about changes / improvements you’re going to implement based on their suggestions and report back on any successes achieved, thanks in part due to their input. This will provide employees with tangible evidence that their voices are heard and will help you to strengthen morale across the whole team.

Free Employee Satisfaction Survey Template

Finding the right tool to measure employee satisfaction has never been easier or more affordable! Whether you’re a solopreneur or the head of a corporate giant, our free employee satisfaction survey template can save you time and money. 🤑

It has a simple-to-use format and includes a bunch of suggestive questions that help to gain meaningful insights into your workplace environment quickly and efficiently. Besides, it’s easy on your wallet and designed with maximum efficiency in mind. And what more could you want in an employee satisfaction survey?

Download it now — It’ll be worth your while!


At the end of the day, if you want to get meaningful data from employees and then make informed decisions about improving the workplace culture, your employee satisfaction surveys should be thoughtfully crafted. Make sure to invest some time and effort into making it all right — this will take you a long way in creating a work environment where everyone feels safe and satisfied and performs at their best.




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