25 questions to ask for an effective satisfaction survey

The satisfaction survey aims to identify the elements on which the employee’s commitment to work is based, as well as all those that hinder their well-being. But, to obtain conclusive results, the questionnaire must be prepared carefully. The aim is to define objectives and orient questions in such a way as to obtain accurate and complete information. In the long term, the analysis of the results makes it possible to establish a better social climate within the company. It also helps the employer to see how committed their employee is to their work and what are the possibilities of evolution that interest them. It is therefore more than obvious that the questions in the questionnaire are as important as the survey itself. The topics to be addressed and the questions to be asked are presented in this article.

Issues relating to the well-being of employees

The satisfaction survey must be carried out on an ad hoc basis. It is a necessary training follow-up, a new wave of recruitment or after the departure of an employee. It makes it possible to analyze the situation within the company and to reflect on ways to improve. To conduct the survey, a questionnaire must be administered digitally or in paper format. If it’s sent to employees digitally, you can collect reviews through a trusted employee review platform.

The well-being of employees has a great impact on the quality of work and consequently on the productivity of the company. Indeed, when the worker feels good, they are focused and able to give the best of themself. Questions that can provide information on employees’ well-being at work include:

• Do you think your work has an impact on your well-being and professional life?
• Do you think our company is doing enough to promote your well-being at work?
• Do you feel that your work is appreciated and recognized?

Here are three satisfaction survey questions that provide a precise idea of how the worker feels about their well-being. The analysis of the results obtained makes it possible to find ways of improvement so that the worker is fulfilled at work.

Questions about career development opportunities

When an employee joins a company, it is possible that after proving themself, they will get a more important position. Aware of this possibility, they made enough effort to climb the ladder. In addition, the glimpse of potential professional development is a source of motivation. Indeed, when the worker evolves, the position of responsibility entrusted to them involves greater burdens. But these new charges are accompanied by a new salary that is more substantial than the old one. Employees are therefore inclined to work more to deserve and get a promotion.

In a satisfaction questionnaire, it is important to learn about employees’ career aspirations. This is an opportunity to ask:

• Do you think your current position allows you to be at the best of your abilities?
• Do you think that your responsibilities allow you to surpass yourself and acquire new skills?
• Do you know the professional development opportunities you are entitled to?
• Do you know what it takes to qualify for promotion within the company?

To be sure to have complete comments, leave enough space to encourage respondents to follow through with their thoughts. This will give you more frank and precise answers . Here is an example of an employee satisfaction questionnaire that you can use to carry out your own. The questions in this questionnaire are not exhaustive. They may also vary according to the objectives pursued by the investigators.

Questions about relations with supervisors

Relationships with employees and especially superiors have an impact on the atmosphere at work and the sense of acceptance that the employee feels. Hence the importance of asking questions that make it possible to analyze the existing relations between respondents and their immediate superiors. It is therefore appropriate to ask questions such as:

• Do you feel accepted by your supervisor?
• Is it easy for you to go to your supervisor for advice on professional matters?

These questions are intended to determine the involvement of superiors in the development at work of their subordinates. They also make it possible to see if the relationships between these two important links in the chain do not have a negative impact on the productivity of the company. Sometimes further investigation is required to avoid conflictual relations between superiors and subordinates.

Issues relating to the agreement between employees

When members of a company maintain cordial relations, internal communication is easier. Thus, a sense of belonging is created within the company. Each employee is aware that they are an indispensable part for the proper functioning of the company. The interest of internal communication in companies and employer branding is therefore more than obvious. To facilitate internal communication, agreement must prevail in the company. The analysis of the relationships maintained by the different collaborators is useful to find solutions to the disagreement. Thus, there is less risk of obstruction to communication.

Here are some questions to ask to get an idea of the agreement between the collaborators:

• Do you have a good relationship with your colleagues?
• On a scale of 1 to 10, how much do you rate your relationship with your employees?
• Do you think there is a way to improve the understanding between employees?

https://review.jobs/blog/7-essential-keys-to-avoid-the-bad-atmosphere-at-work/These questions offer respondents the opportunity to give their opinion in a frank way and to propose to the investigators solutions for a better corporate climate. The survey thus makes it possible to fight against the bad atmosphere at work. The professional environment is more pleasant.

Questions about autonomy and workload

The worker needs a certain autonomy within the team. In this way, they feels valued and confident. When you include a question about autonomy in your satisfaction questionnaire, you have the opportunity to know the respondent’s opinion on their autonomy at work. Depending on the answer obtained, it is necessary to put solutions in place so that the employee feels more autonomous and can express their full potential. As a question for a satisfaction questionnaire on autonomy, you can ask:

• Do you think you have any freedoms and/or restrictions on how you do your work?

Apart from questions about autonomy, you can also look at workload. Indeed, when the workload is not sufficient, the employee may feel underexploited. They are likely to think that they does not have the opportunity to show their full potential. But, when this load is too great, the employee runs the risk of overwork and is constantly stressed. So we have to find the right balance. You can prevent stress at work with a questionnaire. Once administered, it is easy to find indicators of burnout and effectively avoid employee burnout. Here is an example of survey questions:

• Do you find your workload reasonable?
• Do you have the resources to get the job done on time?
• Do you think the workload is evenly distributed across the team?

According to the answers to these questions, effective solutions will have to be found to avoid overwork and its consequences on productivity in the company. If employees feel that the workload is not evenly distributed, this could create disagreement. Solutions must therefore be taken quickly and effectively.

Questions about job satisfaction

Given the importance of employee satisfaction surveys in companies, they are highly recommended. This type of survey is useful for measuring employee job satisfaction, so the list of questions cannot be complete without those related to job satisfaction. This involves asking questions such as:

• Are you satisfied with your work in this company?
• Would you recommend our company to a loved one who would like to work here? If not, why wouldn’t you recommend the company? If so, why would you?

Through the answer to these questions, the employee gives a glimpse of the perception they have of their work, but also of the company in which they works. Since the second question is likely to induce a binary answer, you can add an optional question. Depending on the objectives you are pursuing in administering this questionnaire, the optional question may or may not be necessary. All in all, it allows for more complete results.

Questions about motivation and commitment to work

The motivation of the employee is very important. Indeed, it allows them to work efficiently. The work of each employee is important for the company to continue to thrive. All employees must therefore continue to be motivated so that productivity is not affected. Motivation in business does not work without commitment and vice versa. Motivation will allow the worker to give the best of themself. But the commitment will allow them to continue to give the best of themself all the time. So one of these concepts doesn’t work without the other.

Therefore, among the questions asked in a satisfaction survey, it is also necessary to learn about the motivation and commitment of employees. To evaluate these two concepts, ask questions such as:

• Do you find your work useful?
• Do you share the company’s vision?
• Are you happy to work in our company?

This list of questions is not exhaustive. You can therefore complete questions to get more satisfactory answers. All in all, this stage of the questionnaire must be prepared with great care. Because like all other issues, it has a great impact on the productivity of employees and therefore of the company.

Questions about company culture

Corporate culture is to the company what the birth certificate is to a human person: it defines it. As a member of the company, it is therefore important that employees know and adhere to it. When it is accepted by all members, it is easier for the employer to retain their employees. But corporate culture is not enough for this loyalty. So you have to find a way to attract and retain your employees?

The adherence of all staff to the corporate culture is essential. Questions about corporate culture are essential, but they are even more so following a new wave of recruitment. Corporate culture is a set of elements that work in synergy. They are all essential to the well-being of the company. As such, questions about corporate culture should address each and every element of corporate culture. It is therefore necessary to ask:

• Are you satisfied with the company culture?
• Are you in line with the values we convey?
• What do you think of communication within the company?
• Do you think we value your suggestions?

Questions about corporate culture should be asked at each survey. When employees are called upon to express themselves, they feel valued and develop a sense of belonging. This feeling is essential for workers to continue to work with commitment. Employees know that their opinions are taken into account and that they are not just pawns on a chessboard. Since they participate in building and improving the corporate culture, they have an easier time getting involved. Thus, they consider the successes and failures of the company to be their own. They therefore put their heart into the work so that the company knows only highs.