My inspiration for writing this post came from Leandro Herrero. He is a Change Leader, author, speaker and lot more. His blog post The shortest employee engagement has one question highlights the real motive of an employee engagement survey, that is to understand how much engaged do employees feel in the organization.
Employee engagement surveys often restrict true employee opinion by giving them limited options to choose from. The employees don’t speak their mind but rather choose a “Yes” or “No” or rate a point scale method. What’s average for employee might not be average for HR/employer.
Today’s workplace is managed by Millennials; the generation well-known for its open, innovative and progressive work attitude. They enjoy responsibility and involvement at work. Their aspirations are different so are their expectations. To observe their engagement level with their job and the organization, the engagement survey must be open for true opinion and suggestion. I have thought of a list of a few questions that can help to review what really excites or disappoints employees at work
- Why would you or would not recommend your organization to your friends?
- What is the quality of feedback you receive from your Manager?
- How good is the organization at keeping its promises?
- What is the quality of communication within the organization?
- What comes to your mind when you come to work every day?
- How does your job role adds to your professional development?
- How do you feel when talking to your friends about your workplace?
- What about the company culture really inspires or motivates you?
- Do you enjoy the freedom to do your work your way?
- What your family feel about your workplace?
Compilation and Analysis of such a survey would be difficult as there will be no standard pattern of responses but how about introducing any one of them into the regular survey questionnaire? Or maybe just pick one at a time and ask during feedback or review meetings. The responses will help HR to understand where all their engagement and retention efforts are leading to.
Have more questions to add to the list?
HRDictionary 
Well said, its the culture what we build and how it is branded internally . Engagement is the crux for managing any change.
SVR, Always appreciate your valuable feedback .. Yes, disengaged employees can do no good for the organization
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