Engagement Survey
Helps you understand what sustains employees' interest, trust, energy, and willingness to invest in their work.
- Sections
- 5
- Questions
- 18
- Who to ask
- Employee of the organization or team
answers hidden · summary from 5 responses
When to run it
You want to understand the overall state of the team and identify growth points for corporate culture. Perhaps you run this kind of survey once a year or every six months to get a big picture of what motivates people and what, conversely, reduces their willingness to invest in their work.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Understanding
- Clarity of roles, responsibilities, performance criteria, and feedback.
- Interest
- Meaning, professional challenge, genuine engagement, and the connection between work and goals.
- Trust
- Psychological safety, open expression, autonomy, and fair treatment.
- Opportunities
- Resources, authority, tools, and development that enable independent action.
- Energy
- Energy from goals, reserves, workload, recovery, and the work environment.
What the questions look like
Below are real questions from this survey, one from each section.
-
It is clear to me what I am responsible for and who to contact about related work issues.
- What it checks
- Check whether the employee is clear about their own area of responsibility and owners of related issues, rather than having to guess who makes decisions.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- Where is it currently least clear who is responsible for what, or who to contact?
-
My day-to-day tasks give me meaning, interest, and professional challenge.
- What it checks
- Understand whether the daily content of work sustains the employee's inner engagement, rather than feeling boring, monotonous, and detached from growth or contribution.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What in your day-to-day tasks currently makes work feel most boring, empty, or like you're just going through the motions?
-
My opinion is taken into account when decisions are made that affect my work.
- What it checks
- Understand whether the employee feels their opinion is genuinely considered in work decisions that affect them, rather than collected formally without consequences.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- In which work decisions is your opinion currently most ignored or not heard?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will show an integrated assessment of engagement across five factors: whether people understand the company’s goals, find their work interesting, trust leadership, see opportunities for themselves, and have enough energy to achieve extraordinary results.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
Launch “Engagement Survey” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.