21 employee survey questions about management

Over time it’s become clear that there’s a direct link between a happy, engaged workforce and a successful business. Research published by the University of Warwick revealed that happiness leads to a 12 percent increase in productivity, while unhappy workers are 10 percent less productive.

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It turns out that happiness makes your brain work more efficiently. For businesses, this means that a content workforce will perform at a higher level than unhappy, disengaged employees. As the American Business Magazine highlights: it’s not a coincidence that over 40% of the companies listed in the top 100 of Fortune magazine’s “America’s Best Companies to Work For” also appear on the Fortune 500 list.

A fascinating article by the Harvard Business Review also highlights the many ways in which a positive workplace can have a hugely beneficial effect on a business. From healthcare costs to absenteeism and employee churn to an organization’s bottom line, the impact of happy employees ricochets far and wide.

So how can you determine how happy or engaged your employees are? Well, the best course of action is to ask them. You can do this through a variety of different channels but arguably one of the more efficient methods is through regular Pulse surveys. Pulse surveys essentially allow you to get the pulse of your organization. They help you determine how your employees feel about the organization, the culture, their managers and their own role.


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The key with Pulse surveys, or any questionnaires you want your employees to fill out, is to keep the questions short and snappy with some open-ended questions where you ask them to rate their level of happiness, for example.

We’ve compiled a list of 21 employee survey questions about management. While we don’t recommend you overload every survey with 21 questions, you can pick and choose several of these questions, send them out in different, timed surveys, and then every year, start again with the same questions. By asking the same questions over time you can determine if there are improvements if staff are happier and if changes you’ve made have had an impact.  

Breaking the questions into areas such as the employees’ satisfaction with their role, their relationship with their manager and their opinion of the company and its culture gives you a comprehensive overview of their happiness levels across the board.

  • On a scale of 1 to 10, how happy are you in your job?
  • Do you feel valued in your job?
  • Are your day-to-day responsibilities clearly defined to you?
  • Do you receive recognition from your manager?
  • How frequently do you get recognition?
  • On a scale of 1 to 10, how well does your manager communicate with you and your colleagues about projects?
  • Are you given the information, tools, and technologies you need to do your job properly?
  • Are management decisions transparent and explained?
  • Do you feel like your manager values your feedback?
  • On a scale of 1 to 10, how comfortable are you providing feedback to your managers?
  • Do you feel like your manager is fully aware of your skills and abilities?
  • Do you ever feel overworked?
  • Do you have a clear idea of how you will progress in this company?
  • On a scale of 1 to 10, how engaged is your manager with you and your team?
  • Does your manager promote a positive work environment
  • Do you feel like your manager respects you and your team members?
  • Do your managers keep you informed about company news and developments?
  • Can you rate your work/life balance on a scale of 1 to 10?
  • Would you recommend a friend apply for any open position here?
  • Do you see yourself working here in 12 months’ time?
  • What three words sum up the company culture?

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