HR-Survey > Employee Opinion > Dimensions

Survey Questions: Engagement

Person Skills

Adaptability
Flexibility
Change
Resourcefulness
Initiative
Career Development
Training
Commitment
Engagement
Pride/Loyalty
Professionalism
Respect for Others
Teamwork
Leadership
Supervisor
Supervision
Work/Life
Stress

Surveys Measuring Engagement:
Example 1 (5-point scale; numbers; NA)
Example 2 (7-point scale; radio buttons)
Example 3 (4-point scale; radio buttons)
Example 4 (5-point scale; radio buttons)
Example 5 (5-point scale; words)
Example 6 (Pulse Survey)
Example 7 (5-point scale; item comments)
Example 8 (3-point scale; words; N/A)
Example 9 (4-point scale; numbers)
Example 10 (Comment boxes only)
Example 11 (Single rating per dimension)
Example 12 (Slide-bar scale)

Definition: Engagement is the state in which employees feel a personal connection to their roles, bringing high energy, enthusiasm, and commitment to their work while aligning with the mission, values, and direction of the organization. It reflects the ability to make a meaningful impact through accountability and autonomy, supported by opportunities for development, role clarity, and awareness of how individual contributions connect to broader goals. Engagement is strengthened when employees receive timely feedback and recognition, have input into decisions, and feel supported by supervisors, fostering satisfaction, strong interpersonal relationships, and a sense of belonging. Ultimately, engagement represents the integration of pride, purpose, and connection that drives both individual fulfillment and organizational success.

Personal Connection

Personal Connection emphasizes active involvement, pride, and connection to one's role and the organization. It reflects how employees immerse themselves in their day-to-day responsibilities, feel personally tied to their work, and contribute meaningfully to organizational success. Engagement is about motivation that goes beyond enjoyment--it includes challenge, purpose, and a sense of belonging that drives employees to recommend the company, stay committed, and maintain a positive attitude toward both their work and the workplace culture. In short, being engaged is about investment of effort and identity in the job and the organization.

I am involved in my day-to-day role to contribute toward the success of the organization.
I feel the employees have a high level of engagement with the company overall.
I find my work challenging and engaging.
My coworkers have a positive attitude toward working for the company.
I feel personally connected to my job and the work I do at the Company.
Our company works to develop and nurture an environment that supports highly engaged employees.
I am proud to be an employee of Company.
I feel connected to my job and try to do the best I can every day.
I would recommend Company as a great place to work.
The company employees are an engaged and motivated workforce.

High Energy

High Energy within engagement reflects the drive, stamina, and resilience employees bring to their work. It is characterized by consistent effort, professionalism, and the willingness to go the extra mile, which builds trust, ownership, and recognition from peers and leaders. High energy is visible in the way employees sustain momentum, maintain focus under pressure, and inspire others through their persistence and hard work. It emphasizes the physical and mental vitality that fuels productivity and strengthens team success, creating a culture where effort and resilience are both valued and contagious.

Coworkers have high levels of energy and mental resilience at work.
Employees who put in extra effort are more likely to be recognized by peers and leaders.
The energy my coworkers bring inspires me to give my best effort.
Those who consistently work hard earn greater trust and responsibility, deepening their sense of ownership.
Colleagues that work harder enjoy more successes on the job.
My coworkers come to work each day with a high level of energy and professionalism.
When teammates are excited, I feel motivated to stay engaged.
Employees who go the extra mile strengthen their team's success, creating a deeper sense of belonging.

Enthusiasm

Enthusiasm highlights the emotional and motivational dimension of engagement expressed through pride, passion, and eagerness to contribute, making collaboration more enjoyable and reinforcing the sense of purpose behind the work. Enthusiasm is contagious, spreading positivity across teams and encouraging creativity, problemâsolving, and deeper connection to organizational goals. Enthusiasm is about the joy, passion, and emotional commitment employees bring, which elevates morale and creates a workplace culture where people feel inspired and connected.

Enthusiasm from my coworkers is contagious.
Employees in my department approach their work with enthusiasm, pride, and a strong sense of the importance of their work for the organization.
Enthusiasm from my team makes collaboration more enjoyable and rewarding.
When colleagues are passionate, it builds momentum that carries the whole team forward.
I am enthusiastic about getting involved in different aspects of the business.
My colleagues have enthusiasm and are passionate about their work.
People in my department are eager to find solutions to problems.
My coworkers are enthusiastic about coming to work each day.
The enthusiasm in our team creates a positive environment where I feel more connected to my work.

Commitment

Commitment emphasizes the dedication and loyalty employees bring to their work, their colleagues, and the organizationâs values. It reflects a consistent willingness to do oneâs best, uphold standards, and contribute to collective success. Commitment is visible in behaviors such as perseverance, reliability, and alignment with organizational goals, showing that employees are motivated to finish tasks, collaborate meaningfully, and remain steadfast in supporting both team and company outcomes. In essence, commitment is about the internal drive and responsibility employees feel toward their work and the organization.

My coworkers are committed to doing their best each day.
My commitment shows through meaningful collaboration and a focus on achieving outstanding results.
I am committed to the work I do for the Company.
The people I work with go the extra mile to finish their work.
Employees in my department are committed to the success of the organization.
Our employee engagement efforts have commitment from senior leadership.
I demonstrate commitment by fostering collaboration and consistently delivering my best performance.
Employees are committed to our core values.
I am dedicated to building strong connections with colleagues and contributing to high-quality work.
Employees in my department want to do their jobs.
Employees in my department all try to do their best.
My department is committed to our company's success.

Alignment

Alignment within engagement emphasizes the degree to which employees' work, decisions, and attitudes are connected to the broader mission, vision, and strategic direction of the organization. It reflects confidence in leadership, trust in the company's trajectory, and a shared sense of purpose across teams. Alignment ensures that employees not only understand their roles but also see how their daily efforts contribute to organizational goals, values, and long-term success. In essence, alignment is about moving in the same direction together, reinforcing cohesion and clarity of purpose.

Employees feel aligned with the department/organization goals.
Decisions by my manager are aligned with the direction of the company.
I support the mission and vision of our company.
Employees' work, decisions, and attitudes are connected to the broader mission, vision, and strategic direction of the organization.
Employees demonstrate a high degree of alignment with the mission and values of the company.
I think the company is going in the right direction.
I feel confident I am able to meet the needs of my job.
I support the direction my supervisor is taking the department.

Impact

Impact highlights the external results and influence of employee contributions. It goes beyond effort to focus on accountability for outcomes, recognition of achievements, and the tangible difference work makes for the team, company, or community. Impact is expressed when employees see how their ideas, initiatives, and performance shape decisions, improve processes, or create value beyond their immediate tasks. Impact is about making a meaningful difference that is visible, acknowledged, and tied to broader organizational or societal goals.

I have received recognition for the contributions I made to the company.
People in my department go above and beyond their job duties to help move the Company forward.
I can see how my work impacts the local community.
I am encouraged to experiment with new approaches and propose improvements.
My ideas and suggestions are implemented.
I am able to make a significant contribution to the department.
Our team is effective.
Employees in our department are accountable for outcomes, not just tasks, which makes our work more meaningful.
Our company has a strong sense of social responsibility and impact on the community.
Employees realize how their individual work contributes to a positive impact on the community that we serve.
I am encouraged when I make improvements or take initiative.
I have a significant impact on the department.
I am involved in real opportunities to influence decisions made in the department.
My impact in the organization is recognized.

Autonomy

Autonomy highlights the freedom and trust employees have to make decisions, organize their work, and take ownership of outcomes without excessive oversight. It reflects empowerment, flexibility, and the ability to adapt priorities or innovate in response to challenges. Autonomy ensures that employees feel capable of shaping how their work is done, fostering creativity, accountability, and resilience. Autonomy is about individual independence and discretion in how goals are achieved.

My supervisor allows me to have flexibility over when my tasks are to be completed.
I am able to make decisions that have an impact on my department.
I am trusted to take full ownership of my projects without micromanagement.
I am able to make decisions at work.
I am supported by my supervisor when I have to make decisions in my job.
I have the authority to make decisions that impact my daily work.
I have the freedom to make my own decisions.
My supervisor gives me more autonomy to foster independent thinking and innovation.
Managers permit employees to make decisions.
On our team, we can resolve issues independently without always needing approval.
I am able to determine how best to complete tasks.
I am able to adjust priorities when unexpected challenges arise.
My manager gives me the ability to choose the methods and tools I use to accomplish my work.
I receive support for the decisions I make.
I have control over my schedule and can be creative when I need to be.
My supervisor allows me to organize my workflow in the way that suits me best.

Employee Development

Employee Development emphasizes growth, learning, and progression opportunities that help employees expand their skills and advance their careers. It is about being challenged with stretch goals, crossâfunctional projects, and training that prevent stagnation and encourage professional evolution. Development reflects a forward-looking investment in employees' potential, where managers and departments create pathways for career advancement, skill building, and meaningful involvement in larger initiatives. In essence, this dimension is about cultivating longâterm growth and capability so employees remain motivated, engaged, and prepared for future responsibilities.

My supervisor helps me identify areas for growth and offers constructive suggestions.
My manager supports my career development and progression.
I am given the opportunity to take on challenges that help me grow as a professional.
I am willing to take training classes to help advance the department.
There are opportunities to develop my career at the company.
My supervisor lets me get involved in bigger and more important projects.
Employees in my department are given challenging tasks to maintain their engagement and prevent boredom.
I can co-create opportunities that help advance my career.
The department gives employees an opportunity to develop new skills and work on cross-functional projects.
I am willing to participate in training outside of normal working hours if it will help our department/company.
The team leader gives members an opportunity to grown and learn.
My manager provides stretch goals to help me develop as an employee.

Role Clarity

Role Clarity emphasizes the clarity of responsibilities, goals, and purpose at the individual level. It reflects how well employees grasp what is expected of them, how their work contributes to organizational success, and how their role fits into the broader mission. This dimension is about having defined duties, clear communication, and a strong sense of personal accountability, ensuring that employees know both what they are supposed to do and why it matters. In short, "Understands Role" is about role clarity and alignment between individual responsibilities and organizational objectives.

I know how my job contributes to the bottom line.
Communication about our roles and responsibilities is clear.
I have clearly defined goals for my job.
Employees clearly understand their purpose and role in the department.
I understand the goals I need to accomplish.
I have a clear understanding of my role and responsibilities.
I understand the company's history and vision for the future.
Job duties and responsibilities are easy to understand.

Aware

Aware focuses on situational and organizational awareness beyond one's immediate role. It reflects how well employees are kept informed about company policies, changes, operations, and expectations, as well as their ability to stay current with developments that affect the workplace. Awareness ensures employees have the context they need to adapt, collaborate effectively, and make informed decisions. "Aware" is about staying informed about the environment, updates, and organizational dynamics that shape how work gets done.

Leadership at the Company ensures that employees are aware of changes taking place.
My manager always keeps me up-to-date.
Employees are aware of what is expected of them at work.
Managers keep employees informed about what is going on at the company.
Coworkers are aware of business operations and work with each other to improve performance and benefit the organization.
I am aware of the company policies and procedures.
The company regularly keeps us informed of important changes.
I know where to seek advice regarding pay or benefits.
I am familiar with the employee handbook.

Feedback and Recognition

Feedback and Recognition emphasizes the manager-to-employee dynamic, where employees receive timely, specific, and constructive input on their performance and are acknowledged for their contributions. It is about guidance, reinforcement, and appreciation that strengthen skills, confidence, and motivation. Recognition highlights accomplishments and progress, while feedback ensures employees know how to improve and adjust before issues arise. This dimension focuses on how leaders communicate value and direction back to employees, reinforcing their growth and validating their efforts.

My supervisor acknowledges my progress and accomplishments as they happen.
The project manager lets our team know when we have done a good job.
I get timely feedback on my job performance.
My contributions are acknowledged publicly when appropriate.
The employee survey is a good tool for providing feedback to the company leadership.
I feel that my efforts are valued by my manager and the organization.
I receive timely input that helps me adjust my work before issues arise.
My supervisor proactively identifies, recognizes and publicizes great performance.
I receive feedback that strengthens my skills and confidence.
Feedback provided leads to visible changes or improvements.
My manager provides constructive feedback that helps me grow, not just criticism.
I receive feedback that is specific and actionable, not vague or generic.
My manager celebrates team successes as well as individual accomplishments.
The feedback I receive is balanced, highlighting strengths as well as areas for development.

Input from Employees

Input from Employees highlights the employee-to-organization dynamic, where employees are invited to share ideas, perspectives, and suggestions that influence decisions, processes, and outcomes. It reflects empowerment, respect, and inclusion, ensuring that employees feel their voices matter and that their input leads to meaningful change. This dimension is less about receiving guidance and more about contributing influence, giving employees ownership in shaping policies, practices, and the future of the organization. While Feedback and Recognition is about being guided and valued by leaders, Input from Employees is about having a voice and shaping the organization collaboratively.

I have opportunities to provide input and influence policies and practices that affect my job.
My supervisor listens to my ideas.
I am able to give my suggestions for improving the department.
My input is considered when decisions are made.
Employees are asked to share their perspectives on matters that affect work.
The company values our opinions and suggestions.
I feel that my contributions are valued during discussions.
My opinions are respected, even when they differ from others.
My manager actively seeks input from the team before making decisions.
I can provide feedback to my manager without hesitation, and it is acted upon.
My opinions are respected and taken seriously by my supervisor.
I am included in discussions that affect my team's work.
Managers in my department listen to their employees.
My suggestions are taken seriously and often lead to positive changes.
Supervisors listen to the suggestions from staff.
My supervisor keeps me informed about what is going on.
Employees have a voice and say in important decisions affecting them.
Employees are encouraged to share ideas that improve processes and outcomes.

Support from Supervisors

Support from Supervisors focuses on the immediate, dayâtoâday guidance, availability, and concern managers show for their employees' success and wellbeing. It reflects the practical help supervisors provide--clear direction, timely feedback, reassurance, and responsiveness when challenges arise. Support ensures employees feel backed by leadership in their current role, fostering confidence, stability, and trust. Support from Supervisors is about presentâoriented assistance and encouragement that helps employees perform effectively and feel cared for in the moment.

My supervisor actively supports my career development.
My supervisor provides clear guidance when I need help.
My supervisor lets me know if I'm on the right track.
I receive advice and guidance from my supervisor when asked.
I am supported by the company.
My supervisor supports me in my job.
My manager is concerned about my wellbeing.
I get feedback that helps me improve immediately, not just during annual reviews.
We receive support from our team leader.
My supervisor provides me with support I need.
The project manager supports our team.
My supervisor is available to answer questions and provide feedback when I need it.
My supervisor helps me as needed.

Satisfaction

Satisfaction highlights the emotional state of contentment and happiness employees feel in their roles. It reflects enjoyment of daily work, a sense of accomplishment, and the desire to remain with the organization over time. Satisfaction is more about how employees feelâbeing happy, motivated, and fulfilled--rather than how deeply they are connected to organizational goals or challenges. Satisfaction is about positive feelings and enjoyment of the work experience.

I enjoy coming to work each day.
Employees are motivated, happy and committed to their work.
I am happy to come to work each day.
I get a sense of accomplishment from my job.
I love coming to work each day.
I look forward to coming to work each day.
I see myself working here __ years from now.
I always want to do my best at work.

Interpersonal Relations

Interpersonal Relations the social and relational connections employees build with one another in the workplace. It reflects camaraderie, trust, inclusion, and collaboration, where coworkers interact regularly, support each other, and form meaningful bonds that make work more enjoyable and fulfilling. This dimension is about the quality of relationships (friendships, teamwork, and social activities) that foster belonging and morale. In short, interpersonal relations focus on how employees connect with each other to create a supportive and engaging environment.

I feel a close connection to the people I work with.
At Company, employees regularly interact with each other.
I feel there is a high level of engagement with team members.
I feel included and part of the team.
I can rely on trusted friendships at work that strengthen collaboration and morale.
Employees are involved in activities of the department.
Strong social bonds at work contribute to my engagement and motivation.
I have meaningful connections with colleagues that make work more enjoyable and fulfilling.
I feel a sense of camaraderie and belonging with my coworkers.
My workplace relationships foster a sense of inclusion and engagement.
I have the opportunity to connect with colleagues, managers and wider organization.
We occasionally engage in social activities outside of working hours.
The people in my department work well together.
Coworkers are willing to help me if needed.
Employees in my department are willing to participate in social events.

Values

Values highlights the shared principles and organizational priorities that guide behavior and shape culture. It reflects employees' belief in the company's mission, commitment to safety, recognition of effort, and the importance placed on integrity and dedication. Values are about alignment with what the organization stands for and the standards it upholds, ensuring employees feel their contributions matter and are consistent with the company's identity. Values are about beliefs and principles that unite employees with the organization.

Safety is treated as a priority at the Company.
The company values employees who are committed to their job.
The company values its employees.
I believe in the values of the company.
I feel that I contribute toward my team's success.
The company places a high value on employees who go the extra mile in their job.