Engaged employees are key to any successful organisation. They tend to feel a connection to a mission, and be more committed to realising company goals. In an environment where engagement thrives, employees are typically motivated, passionate, and purposeful in their work, leading to increased job satisfaction and higher productivity.

Post-pandemic, there has been a shift toward a more health-conscious and holistic approach to employee engagement and wellbeing, and we have seen new expectations emerge around flexibility, mental health support, and overall wellness strategies that enhance employee morale.

To enhance workplace culture, retention, and productivity, organisations must ask the right engagement questions. Alongside conversations between employees and managers, employee engagement surveys can help improve business and employee wellbeing outcomes. Although it's not always easy to know what to ask.

To help any HR professionals looking to conduct an employee engagement survey of their own, we've created a list of 20 questions that cover a wide range of personal and professional issues, and will provide deeper insights and better understanding of your workforce. We hope you find it helpful!

Why Employee Engagement Matters

There are many different business benefits of employee engagement that are important for organisations to consider. A recent Gallup survey revealed that companies in the top quartile of employee engagement experience 23% higher profitability, 18% greater productivity in sales, 70% increase in employee happiness, and 22% more employee participation than those in the bottom quartile. In addition, engaged employees are far more likely to be willing to stay at your organisation.

Investing in employee engagement can impact a business in the following ways:

- Improved employee retention

- Increased employee morale

- Lower employee turnover costs

- Greater employee motivation

The role of health and wellbeing support in driving employee engagement

In recent years, health and wellbeing support has become one of the biggest drivers of employee engagement. A 2022 study by Nottingham Trent University revealed that respondents whose organisations did not provide online health and wellbeing initiatives during the pandemic experienced a 13% drop in engagement. In stark contrast, those who had access to four or more initiatives reported only a 1% decrease in engagement.

If you're looking to create an effective employee engagement strategy, please don't hesitate to get in touch, and a member of the team will walk you through how to work with Fertifa and how our benefit can revolutionise engagement at your company.

20 employee engagement survey questions to ask in 2025

What Makes a Good Engagement Question?

Whether you decide to conduct an employee engagement survey, employee satisfaction survey or a pulse survey, the aim will almost certainly be to foster a better understanding of a workforce, so organisation's can better support it's people's wellbeing, relationships, performance, career development and more. With this in mind, try to stick to open-ended questions that encourage employees to share whatever they would like to- the more information you can gather, the better you'll understand your people.

It's important to remember that employee survey questions which are thoughtful, and focused on growth, wellbeing, and overall employee experience can be powerful tools that help you better understand your people. Tailoring questions to your team’s specific needs and allowing space for discussions around fertility, health, and work-life balance can provide valuable insights that help enhance employee engagement levels in the long run.

We've put together a list of 20 employee survey questions we feel address a range of topics, and address many different aspects of personal and working life. By asking the questions below, you'll gather new and valuable insights about levels of engagement at your company, and create an action plan that's most suitable for your company and it's people.

Start by stressing that feedback is anonymous

Encouraging honest feedback will provide you with actionable insights, and help you improve any employee engagement surveys you conduct in the future, so it's important people don't feel they have to hold back from fear of judgement or unequal treatment.

Personal Growth, Professional Growth and Development

1. Do you feel like you’re growing in your role?
2. How satisfied are you with the professional development opportunities offered by the company?
3. What skills or knowledge would you like to acquire in the next year?

Engagement with Company Mission

4. Do you feel connected to the company's mission and values?
5. How often do you find your work meaningful and aligned with the company's objectives?

Job Satisfaction and Company Culture

6. How happy are you with your job?
7. Do you feel proud to be a member of the company?
8. How likely are you to recommend the company to others?

Feedback and Communication

9. How comfortable do you feel sharing feedback with leadership?
10. How can we improve communication between teams and management?

General Wellbeing and Work-life Balance

11. How supported do you feel in balancing your personal life and work?
12. Are you able to prioritise your health and wellbeing while managing your work responsibilities? 
13. What could we do to enhance your work-life balance?

Physical and Mental Health

14. Do you feel the company provides adequate support for your physical and mental health?
15. How comfortable are you discussing health-related issues with your manager?
16. How can we better support your overall wellbeing (physical, emotional, and mental)?

Diversity and Inclusion

17. Do you feel that the company fosters an inclusive and diverse environment?
18. Are there any barriers you face in fully participating in company culture?

Fertility, Family and Health Benefits

19. Do you feel that the health benefits offered by the company meet your needs, including reproductive health services?
20. What additional support, if any, would you like regarding family, fertility, or reproductive health more broadly?

How to use feedback from employee engagement questions effectively

Asking employee engagement questions is meaningless if an organisation isn't willing to take their responses on board and make changes to accommodate them. It's never nice to discover that your company is made up of unsatisfied or disengaged employees, but it's crucial to employee retention to take their comments seriously.

What should you do with the feedback?

After reading your survey responses, try to identify common themes or issues that more than one employee has raised, and start by brainstorming how you plan to address these. Your survey is likely to be anonymous, so you won't know which person or people have offered a particular bit of feedback. You can, however

Constructive feedback can also help ensure that any pressing issues which may not have been properly addressed are listened to, and acted upon. Acting on employee feedback is crucial for building trust and improving engagement. According to a Gallup report, 70% of employees say their motivation and morale are influenced by their manager's actions.

Remember, it's important to take action based on what you discover through the survey. As a senior leader, it's important to show that your employees have a voice and that your willing to go the extra mile to accommodate their needs. Acting on their feedback is a great way to do that!

How often should you ask for feedback?

Engaging with employees through regular surveys is important, but we always encourage HR leaders and managers should aim to make engagement an ongoing process as well as an annual survey event. As employee engagement is closely linked to both work and personal life, incorporating health and wellbeing into engagement strategies is essential . If you would like further information on how to enhance employee engagement, please don't hesitate to reach out using the button below!