Good employee pulse survey questions will allow a business to track employee sentiment and engagement throughout a year. Done properly, they can help HR teams gain vital answers to the subjects that matter most to both them and their organisation’s people.

Checking in on levels of engagement is something every HR team should take a keen interest in. After all, engaged employees will likely work harder and stay with a business for longer, meaning lower rates of excess staff turnover and higher company productivity.

What are the 10 pulse survey questions HR need to be asking their employees?

It makes sense then, that HR teams use pulse surveys to keep a regular close eye on engagement levels. However, they can be tough to get right…

10 pulse survey questions HR teams need to be asking their employees

A pulse survey is only truly beneficial if you receive actionable and measurable responses from the survey’s participants. This means the questions must help HR professionals identify what’s working in an organisation, what’s not, and what can be done to improve things.

So, if you’re looking to track engagement in your organisation, what are the pulse survey questions you should be asking? Here are 10 to inspire you…

 1. On a scale of 0-10 (with 0 being extremely unhappy and 10 being extremely happy), how happy are you working at (your company name)?

This is a delightfully simple pulse survey question that can get to the heart of whether employees are engaged with your business. Do they enjoy where they work and what they do? If they don’t, you can then start looking deeper into why they’re unhappy.

In addition, consider asking a follow up question that includes free text, allowing the respondent to explain why they gave the answer they did.

 2. On a scale of 0-10 (with 0 being extremely poor, 10 being excellent), how would you rate your work-life balance?

Poor work-life balance is proving a key contributor towards the Great Resignation. In fact, recent research shows that half of all UK workers may quit job this year in bid for better work-life balance.

Having a good work-life balance is a key ingredient to positive company culture and a more engaged workforce. Your pulse survey is the perfect opportunity to discover if your employees think it’s just right, or giving them cause for concern.

 3. I regularly receive recognition or praise for doing good work

Our big survey into company culture found that one thing employees believe is a crucial part of a positive work environment is reward and recognition. But, we don’t just mean of the monetary variety; it’s often the case that instilling a culture of saying ‘thank you’ can be enough to support a more engaged and content workforce.

Bottom line, if your employees feel their efforts are going unnoticed, they’ll more than likely take their skills and experience elsewhere. Use a pulse survey to find out whether your staff feel their contributions are valued, or if they’re being ignored.

 4. I have everything I need to perform to the best of my ability

This is very simple question that will tell you a lot about the working environment of your business. If your employees are always coming up against obstacles to them carrying out their responsibilities, they certainly won’t be as productive or engaged as they could be.

Your pulse survey could help you understand the constant niggles that harm the day-to-day productivity of your business. Maybe your employees are struggling with outdated or inadequate equipment? Maybe they don’t have access to online resources that can help them do their jobs more efficiently? This is your opportunity to see if there are some easy wins to be had in improving the employee experience at your organisation.

5. The company’s mission and values align with my personal values

It’s a fact that if your employees don’t feel a personal connection to your business, it’s unlikely you’ll have a truly engaged workforce. Asking this question will help you discover if your people share your company’s aims and values.

If employees don’t know or don’t understand their organisation’s mission and values, it’ll be extremely difficult for them to feel any kind of connection to the business, which can be a huge problem…

Download our report into the state of company culture in 2022 - follow this link

 6. I would recommend working at (your company’s name) to others

A good sign of an engaged workforce is one that raves about what a great place it is to work. Not only does this show you have employees who are happy in their roles, but they’d encourage potential new talent to join your business, too – a trump card for any business in an ultra-competitive jobs market!

 7. I know what is expected of me at work

An employee not having clear goals or expectations in their role can be engagement kryptonite. Undefined work expectations can lead to workplace stress, whilst a loose work structure can make people feel uncertain or even nervous about their job security. Use a pulse survey to check whether your employees know what is expected of them and are focused on their goals.

 8. I feel comfortable giving my opinions and feedback to managers

Having strong, positive working relationships between your employees and their managers is vital to engagement. Whilst managers should be providing regular feedback and guidance to their people, they should also be open to receiving feedback themselves; helping them to grow into better leaders and supporting a positive culture.

 9. I have had opportunities at work to learn and grow over the past year

Career stagnation is proving to be another powerful driving forces behind the Great Resignation. If your employees feel like they don’t get any opportunities to develop new skills or focus on their own personal development, they may decide to go somewhere that does.

Use a pulse survey to discover whether your employees feel inspired by the business to better their professional selves or think they’re actually trapped in a career cul-de-sac.

 10. I believe my opinions count at work

Lastly, your employees will have an enormous amount of useful information, such as how the business operates day to day, and what is and isn’t working. However, they’re only likely to share this gold dust if they feel their opinions are valued.

A pulse survey is a great way to demonstrate that you value your employee’s opinions. But, it’s not enough to simply collect feedback: you must analyse and act on the data, otherwise you might discourage your employees from sharing their vital insights with you in future. This question lets you check if employees genuinely feel they have a voice, or if there is work to be done.

Paul Bauer author image

Paul Bauer

Paul Bauer is the Head of Content at Cezanne HR. Based in the Utopia of Milton Keynes (his words, not ours!) he’s worked within the employee benefits, engagement and HR sectors for over four years. He's also earned multiple industry awards for his work - including a coveted Roses Creative Award.

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