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700 Questionnaire Items Measuring Engagement

Employee Engagement ensures that employees are aligned with mission and values, understand their roles, and feel empowered to make decisions that create meaningful impact. This alignment reduces turnover, strengthens trust in leadership, and builds a culture where employees are motivated to contribute beyond tasks, shaping outcomes that matter for both the business and the community.

• Stronger Performance and Productivity
  Engaged employees bring higher energy, focus, and persistence to their work. They proactively solve problems and look for ways to improve processes. This leads to consistently stronger individual and team performance across the organization.
  
• Higher Retention and Talent Stability
  When employees feel connected and valued, they are far more likely to stay. Engagement reduces turnover costs and preserves institutional knowledge. It also strengthens team continuity, which supports smoother operations and long‑term planning.
  
• Greater Innovation and Continuous Improvement
  Engaged employees feel empowered to share ideas and challenge the status quo. They take ownership of outcomes and look for creative ways to add value. This fuels a culture of experimentation, learning, and forward momentum.
  
• Improved Customer and Stakeholder Experience
  Employees who feel supported and inspired naturally extend that positivity to customers and partners. Their commitment shows up in responsiveness, quality, and care. Over time, this builds trust, loyalty, and a stronger organizational reputation.

Ultimately, engagement is not just about employee satisfaction--it is about creating a strategic advantage. Companies with engaged workforces enjoy stronger customer loyalty, higher profitability, and a reputation as employers of choice, making engagement a cornerstone of long-term organizational success.

360-Degree Feedback Questionnaire Items

High levels of employee engagement enable managers to lead with greater clarity, confidence, and strategic focus. When employees are energized and invested, managers spend less time on corrective oversight and more time on coaching, development, and forward‑looking work. This shift allows leaders to anticipate needs, remove barriers proactively, and cultivate a culture where people feel trusted to deliver meaningful results.

High engagement also enables managers to build stronger, more resilient teams that collaborate effectively and adapt quickly to change. Employees who feel valued and connected are more willing to share ideas, surface concerns early, and take ownership of outcomes. As a result, managers can drive continuous improvement, strengthen relationships, and create an environment where both people and performance thrive.



Personal Connection

• Has a high level of engagement with the company.
• Is an engaged and motivated employee.
• Has a positive attitude toward working for the company.
• Works to develop and nurture an environment that supports highly engaged employees.
• Finds work challenging and engaging.
• Involved in day-to-day roles to contribute toward the success of the organization.
• Is proud to be an employee of Company.
• Recommends Company as a great place to work.
• Feels personally connected to the job and work at the Company.
• Feels connected to the job and tries to do the best every day.

High Energy

• Work harder to enjoy more successes on the job.
• Goes the extra mile strengthening the team's success, creating a deeper sense of belonging.
• Puts in extra effort to be recognized by peers and leaders.
• Comes to work each day with a high level of energy and professionalism.
• Consistently works hard to earn greater trust and responsibility, deepening their sense of ownership.
• Brings energy that inspires coworkers to give their best effort.
• Has high levels of energy and mental resilience at work.
• Excites teammates to feel motivated to stay engaged.

Enthusiasm

• Is enthusiastic about getting involved in different aspects of the business.
• Is eager to find solutions to problems.
• Is enthusiastic about coming to work each day.
• Approaches work with enthusiasm, pride, and a strong sense of the importance of work for the organization.
• Provides enthusiasm for coworkers that is contagious.
• Has enthusiasm and passion about their work.
• Provides a level of enthusiasm that makes collaboration for the team more enjoyable and rewarding.
• Is passionate about building momentum that carries the whole team forward.
• Creates a positive team environment where team members feel more connected to work.

Commitment

• Shows commitment through meaningful collaboration and a focus on achieving outstanding results.
• Demonstrates commitment by fostering collaboration and consistently delivering superior performance.
• Is dedicated to building strong connections with colleagues and contributing to high-quality work.
• Tries to do their best every day.
• Is committed to our core values.
• Is committed to working for the Company.
• Committed to supporting employee engagement efforts.
• Committed to the success of the organization.
• Is committed to our company's success.
• Demonstrates that they want to do their job.
• Goes the extra mile to finish work.
• Is committed to doing their best each day.

Alignment

• Makes decisions that are aligned with the direction of the company.
• Is confident in being able to meet the needs of the job.
• Has work, decisions, and attitudes that are connected to the broader mission, vision, and strategic direction of the organization.
• Demonstrates a high degree of alignment with the mission and values of the company.
• Supports the direction the supervisor is taking the department.
• Supports the mission and vision of the company.
• Aligned with the department/organization goals.
• Recognizes that the company is going in the right direction.

Impact

• Creates effective and impactful teams.
• Makes a significant contribution to the department.
• Encourages employees to make improvements or take initiative.
• Is involved in real opportunities that influence decisions made in the department.
• Helps employees see how their work impacts the local community.
• Lets employees know how their work contributes to a positive impact on the community.
• Encourages employees to experiment with new approaches and propose improvements.
• Gives employees a strong sense of social responsibility and impact on the community.
• Holds employees accountable for meaningful outcomes.
• Implements employee ideas and suggestions.
• Gives recognition to employees for contributions made to the company.
• Goes above and beyond the job duties to help move the Company forward.
• Has a positive impact on the organization.
• Has a significant impact on the department.

Autonomy

• Gives employees the ability to choose the methods and tools used to accomplish work.
• Allows staff to organize workflows in a way that best suits their needs.
• Permits employees to make decisions.
• Determines how best to complete tasks.
• Supports employees when they have to make decisions on the job.
• Trusts employees to take full ownership of projects without micromanaging them.
• Able to make decisions that have an impact on the department.
• Enables the team to resolve issues independently without always needing approval.
• Enables employees to have the freedom to make their own decisions.
• Adjusts priorities when unexpected challenges arise.
• Provides employees more autonomy to foster independent thinking and innovation.
• Able to make their own decisions at work.
• Allows employees to have flexibility over when tasks are to be completed.
• Supports the decisions employees make.
• Gives employees the authority to make decisions that impact their daily work.
• Gives employees control over their schedule to be creative when needed.

Employee Development

• Provides others with opportunities to develop their career at the company.
• Gives employees opportunities to take on challenges that help them grow as professionals.
• Willing to take training classes to help advance the department.
• Gives team members an opportunity to grown and learn.
• Helps staff identify areas for growth and offers constructive suggestions.
• Gives employees an opportunity to develop new skills and work on cross-functional projects.
• Co-creates opportunities that help advance employee careers.
• Provides stretch goals to employees helping them develop.
• Gives employees challenging tasks to maintain their engagement and prevent boredom.
• Gets involved in bigger and more important projects.
• Supports career development and progression.
• Willing to participate in training outside of normal working hours if it helps our department/company.

Role Clarity

• Ensures that employees have clearly defined goals for their job.
• Understands the company's history and vision for the future.
• Clearly understands their purpose and role in the department.
• Understands job duties and responsibilities.
• Understands how their job contributes to the bottom line.
• Communicates clearly about roles and responsibilities.
• Has a clear understanding of job role and responsibilities.
• Understands the goals that need to be accomplished.

Aware

• Is aware of business operations and work with others to improve performance and benefit the organization.
• Is familiar with the employee handbook.
• Keeps employees informed about what is going on at the company.
• Knows where to seek advice regarding pay or benefits.
• Ensures that employees are aware of what is expected of them at work.
• Always keeps employees up-to-date.
• Is aware of the company policies and procedures.
• Regularly keeps employees informed of important changes.
• Ensures that employees are aware of changes taking place.

Feedback and Recognition

• Provides feedback that leads to visible changes or improvements.
• Celebrates team successes as well as individual accomplishments.
• Provides feedback that is balanced, highlighting strengths as well as areas for development.
• Promotes the employee survey as a good tool for providing feedback to the company leadership.
• Values and recognizes the efforts of employees.
• Gives feedback that is specific and actionable, not vague or generic.
• Gives feedback that strengthens employee skills and confidence.
• Acknowledges contributions publicly when appropriate.
• Provides constructive feedback that helps employees grow.
• Proactively identifies, recognizes and publicizes great performance.
• Acknowledges progress and accomplishments as they happen.
• Lets the team know when they have done a good job.
• Gives timely input that helps employees adjust their work before issues arise.
• Gives timely feedback to employees on their job performance.

Input from Employees

• Respects and takes employees seriously.
• Encourages employees to share ideas that improve processes and outcomes.
• Considers employee input when decisions are made.
• Respects employee input, even when it differ from others.
• Keeps employees informed about what is going on.
• Gives employees opportunities to provide input and influence policies and practices that affect my job.
• Values employee opinions and suggestions.
• Provides feedback to without hesitation to be acted upon.
• Enables employees to give suggestions for improving the department.
• Listens to employees.
• Takes employee suggestions seriously.
• Listens to the suggestions from staff.
• Listens to ideas from others.
• Values contributions of employees during discussions.
• Gives employees a voice and say in important decisions affecting them.
• Includes employees in discussions that affect the team's work.
• Actively seeks input from the team before making decisions.
• Asks employees to share their perspectives on matters that affect work.

Supports Employees

• Gives feedback that helps employees improve immediately, not just during annual reviews.
• Actively supports career development of team members.
• Lets employees know if they're on the right track.
• Provides clear guidance and help when needed.
• Supports our team.
• Is available to answer questions and provide feedback when needed.
• Helps employees as needed.
• Gives advice and guidance when asked.
• Supports employees so they feel good about working in the department.
• Concerned about employee's wellbeing.
• Provides employees with support.

Satisfaction

• Looks forward to coming to work each day.
• Gets a sense of accomplishment from their job.
• Always wants to do their best at work.
• Enjoys coming to work each day.
• Ensures employees are motivated, happy and committed to their work.
• Is happy to come to work each day.
• Loves coming to work each day.
• Happy to be working here many years from now.

Interpersonal Relations

• Has meaningful connections with colleagues that make work more enjoyable and fulfilling.
• Helps employees feel included and part of the team.
• Builds trusted friendships at work that strengthen collaboration and morale.
• Fosters a sense of camaraderie and belonging among coworkers.
• Is involved in activities of the department.
• Connects with colleagues, managers and wider organization.
• Forms a close connection to the people in the department.
• Willing to participate in departmental social events.
• Interacts regularly with employees.
• Engages in social activities outside of working hours.
• Engages with team members at a high level.
• Work well with other people in the department.
• Enjoys giving a helping hand if needed.
• Builds workplace relationships to foster a sense of inclusion and engagement.
• Creates strong social bonds at work contributing to enhanced engagement and motivation.

Values

• Values the contributions that employees make toward the team's success.
• Believes in the values of the company.
• Values employees in the department.
• Places a high value on employees who go the extra mile in their job.
• Treats safety as a priority at the Company.
• Values employees who are committed to their job.

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Employee Opinion Survey Items

From an organizational perspective, highly engaged workforces enable companies to operate with greater consistency, agility, and long‑term strength. When employees feel connected to their work and committed to shared goals, organizations experience fewer disruptions, smoother collaboration, and stronger alignment across teams. This creates an environment where performance is more predictable, communication is clearer, and strategic initiatives gain traction more quickly.

They also enable companies to innovate, adapt, and compete more effectively in changing markets. Engaged employees are more willing to share ideas, challenge outdated processes, and take ownership of improvements that drive meaningful progress. As a result, organizations can respond to emerging opportunities with confidence, build a reputation for excellence, and sustain a culture where people and performance reinforce one another.



Personal Connection

• I feel connected to my job and try to do the best I can every day.
• My coworkers have a positive attitude toward working for the company.
• I am proud to be an employee of Company.
• I find my work challenging and engaging.
• 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 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.
• The company employees are an engaged and motivated workforce.
• I would recommend Company as a great place to work.

High Energy

• 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.
• Employees who go the extra mile strengthen their team's success, creating a deeper sense of belonging.
• 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.
• 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.

Enthusiasm

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

Commitment

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

Alignment

• I feel confident I am able to meet the needs of my job.
• I think the company is going in the right direction.
• I support the mission and vision of our company.
• Decisions by my manager are aligned with the direction of the company.
• Employees feel aligned with the department/organization goals.
• 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 support the direction my supervisor is taking the department.

Impact

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

Autonomy

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

Employee Development

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

Role Clarity

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

Aware

• 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.
• I am familiar with the employee handbook.
• I know where to seek advice regarding pay or benefits.
• The company regularly keeps us informed of important changes.

Feedback and Recognition

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

Input from Employees

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

Support from Supervisors

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

Satisfaction

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

Interpersonal Relations

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

Values

• 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.

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Self-Assessment Items

Personal Connection

• You have a high level of engagement with the company.
• You are an engaged and motivated employee.
• I have a positive attitude toward working for the company.
• You find work challenging and engaging.
• You work to develop and nurture an environment that supports highly engaged employees.
• I would recommend Company as a great place to work.
• You are involved in day-to-day roles to contribute toward the success of the organization.
• You are proud to be an employee of company.
• I feel connected to the job and try to do the best every day.
• You feel personally connected to the job and your work at the company.

High Energy

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

Enthusiasm

• You approach work with enthusiasm, pride, and a strong sense of the importance of work for the organization.
• I provide enthusiasm for coworkers that is contagious.
• I create a positive team environment where team members feel more connected to work.
• You provide a level of enthusiasm that make collaboration for the team more enjoyable and rewarding.
• I am passionate about building momentum that carries the whole team forward.
• You are enthusiastic about getting involved in different aspects of the business.
• You have enthusiasm and passion about your work.
• I am eager to find solutions to problems.
• I am enthusiastic about coming to work each day.

Commitment

• I am dedicated to build strong connections with colleagues and contribute to high-quality work.
• You try to do your best every day.
• You go the extra mile to finish work.
• You are committed to the success of the organization.
• I am committed to our core values.
• You show commitment through meaningful collaboration and a focus on achieving outstanding results.
• I commit to supporting employee engagement efforts.
• I demonstrate that I want to do my job.
• You are committed to work for the company.
• You are committed to our company's success.
• You are committed to do your best each day.
• You demonstrate commitment by fostering collaboration and consistently delivering superior performance.

Alignment

• You support the direction the supervisor is taking the department.
• You are aligned with the department/organization goals.
• I support the mission and vision of the company.
• I demonstrate a high degree of alignment with the mission and values of the company.
• You recognize that the company is going in the right direction.
• I make decisions that are align with the direction of the company.
• You are confident in being able to meet the needs of the job.
• I have work, decisions, and attitudes that are connected to the broader mission, vision, and strategic direction of the organization.

Impact

• I give recognition to employees for contributions make to the company.
• I am involved in real opportunities that influence decisions made in the department.
• I implement employee ideas and suggestions.
• You encourage employees to experiment with new approaches and propose improvements.
• I encourage employees to make improvements or take initiative.
• You let employees know how their work contributes to a positive impact on the community.
• I help employees see how their work impacts the local community.
• I have a positive impact on the organization.
• You make a significant contribution to the department.
• You create effective and impactful teams.
• You go above and beyond the job duties to help move the company forward.
• I have a significant impact on the department.
• I hold employees accountable for meaningful outcomes.
• You give employees a strong sense of social responsibility and impact on the community.

Autonomy

• I support employees when they have to make decisions on the job.
• You enable employees to have the freedom to make their own decisions.
• You trust employees to take full ownership of projects without micromanaging them.
• You determine how best to complete tasks.
• You are able to make your own decisions at work.
• You give employees the ability to choose the methods and tools use to accomplish work.
• You support the decisions employees make.
• I permit employees to make decisions.
• I provide employees more autonomy to foster independent thinking and innovation.
• You adjust priorities when unexpected challenges arise.
• You are able to make decisions that have an impact on the department.
• I allow staff to organize workflows in a way that best suits their needs.
• I allow employees to have flexibility over when tasks are to be completed.
• You give employees control over their schedule to be creative when needed.
• I enable the team to resolve issues independently without always needing approval.
• You give employees the authority to make decisions that impact their daily work.

Employee Development

• I get involved in bigger and more important projects.
• You give employees opportunities to take on challenges that help them grow as professionals.
• You give team members an opportunity to grow and learn.
• I co-create opportunities that help advance employee careers.
• You provide stretch goals to employees to help them develop.
• I provide others with opportunities to develop their career at the company.
• You give employees an opportunity to develop new skills and work on cross-functional projects.
• You help staff identify areas for growth and offer constructive suggestions.
• I give employees challenging tasks to maintain their engagement and prevent boredom.
• You are willing to participate in train outside of normal working hours if it helps our department/company.
• You support career development and progression.
• I am willing to take train classes to help advance the department.

Role Clarity

• I ensure that employees have clearly defined goals for their job.
• You understand the company's history and vision for the future.
• You understand how your job contributes to the bottom line.
• I understand the goals that need to be accomplished.
• You communicate clearly about roles and responsibilities.
• You have a clear understanding of your job role and responsibilities.
• You clearly understand your purpose and role in the department.
• You understand job duties and responsibilities.

Aware

• I am aware of business operations and work with others to improve performance and benefit the organization.
• You ensure that employees are aware of what is expected of them at work.
• You are aware of the company policies and procedures.
• I always keep employees up-to-date.
• I regularly keep employees inform of important changes.
• I keep employees informed about what is going on at the company.
• I know where to seek advice regarding pay or benefits.
• I am familiar with the employee handbook.
• I ensure that employees are aware of changes take place.

Feedback and Recognition

• I provide feedback that leads to visible changes or improvements.
• I value and recognize the efforts of employees.
• You provide feedback that is balanced, highlighting strengths as well as areas for development.
• I give timely feedback to employees on their job performance.
• You acknowledge progress and accomplishments as they happen.
• I celebrate team successes as well as individual accomplishments.
• I proactively identify, recognize and publicize great performance.
• You give feedback that strengthens employee skills and confidence.
• You promote the employee survey as a good tool for providing feedback to the company leadership.
• I give feedback that is specific and actionable, not vague or generic.
• I provide constructive feedback that helps employees grow.
• I give timely input that helps employees adjust their work before issues arise.
• I let the team know when they have done a good job.
• I acknowledge contributions publicly when appropriate.

Input from Employees

• You encourage employees to share ideas that improve processes and outcomes.
• I take employee suggestions seriously.
• You listen to employees.
• You actively seek input from the team before making decisions.
• You value employee opinions and suggestions.
• I respect and take employees seriously.
• You listen to the suggestions from staff.
• I respect employee input, even when it differ from others.
• I enable employees to give suggestions for improving the department.
• You give employees a voice and say in important decisions affecting them.
• I ask employees to share their perspectives on matters that affect work.
• You give employees opportunities to provide input and influence policies and practices that affect their job.
• I value contributions of employees during discussions.
• You listen to ideas from others.
• You provide feedback to without hesitation to be acted upon.
• You include employees in discussions that affect the team's work.
• I consider employee input when decisions are made.
• I keep employees inform about what is going on.

Supports Employees

• I provide clear guidance and help when needed.
• I support employees so they feel good about working in the department.
• You are available to answer questions and provide feedback when needed.
• I am concerned about employee's wellbeing.
• I give feedback that helps employees improve immediately, not just during annual reviews.
• You provide employees with support.
• You help employees as needed.
• I give advice and guidance when asked.
• I actively support career development of team members.
• You let employees know if they're on the right track.
• I support our team.

Satisfaction

• I get a sense of accomplishment from my job.
• You enjoy coming to work each day.
• I always want to do my best at work.
• I am happy to come to work each day.
• I look forward to coming to work each day.
• I will be happy to be working here many years from now.
• I ensure employees are motivated, happy and committed to their work.
• I love coming to work each day.

Interpersonal Relations

• I engage in social activities outside of work hours.
• I foster a sense of camaraderie and belonging among coworkers.
• You engage with team members at a high level.
• I help employees feel included and part of the team.
• You build workplace relationships to foster a sense of inclusion and engagement.
• You build trusted friendships at work that strengthen collaboration and morale.
• You enjoy giving a helping hand if needed.
• You form a close connection to the people in the department.
• You work well with other people in the department.
• You interact regularly with employees.
• You create strong social bonds at work contributing to enhanced engagement and motivation.
• I am willing to participate in departmental social events.
• I am involved in activities of the department.
• I have meaningful connections with colleagues that make work more enjoyable and fulfilling.
• I connect with colleagues, managers and wider organization.

Values

• You believe in the values of the company.
• I value employees in the department.
• You place a high value on employees who go the extra mile in their job.
• I value the contributions that employees make toward the team's success.
• You value employees who are committed to their job.
• You treat safety as a priority at the company.

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Job Interview Questions

Personal Connection

• Are you able to have a high level of engagement with the company?
• Did you find work challenging and engaging?
• Are you an engaged and motivated employee?
• If hired, how would you work to develop and nurture an environment that supports highly engaged employees?
• What steps would you take to ensure your staff is involved in day-to-day roles to contribute toward the success of the organization?
• Give an example of how you would would recommend company as a great place to work.
• Do you feel personally connected to the job and your work at the company? Explain.
• Did you feel connected to the job and try to do the best every day?
• Do you have a positive attitude toward working for the company?
• How do you foster and sustain your employees' personal commitment to the company and its success?

High Energy

• Can you consistently work hard to earn greater trust and responsibility, deepening a sense of ownership?
• Give an example of how you went the extra mile strengthening the team's success, creating a deeper sense of belonging.
• Give an example of how you would excite teammates to feel motivated to stay engaged.
• Did you work harder and enjoy more successes on the job?
• Give an example that shows how you come to work each day with a high level of energy and professionalism.
• What steps would you take to enable the team to have high levels of energy and mental resilience at work?
• Share an example from your previous position, in which you put in extra effort to be recognized by peers and leaders.
• How would you bring energy that inspires coworkers to give their best effort?

Enthusiasm

• Are you enthusiastic about coming to work each day? Explain.
• Are you eager to find solutions to problems? Explain.
• Do you approach work with enthusiasm, pride, and a strong sense of the importance of your work for the organization?
• Share an example from your previous position, in which you had enthusiasm and passion about your work.
• Describe your approach to building enthusiasm and momentum that carries the whole team forward.
• Are you enthusiastic about getting involved in different aspects of the business?
• Give an example of how you have created a positive team environment where team members felt more connected to work.
• What would you do to provide a level of enthusiasm that makes collaboration for the team more enjoyable and rewarding?
• Tell me about a time when you provided enthusiasm for coworkers that was contagious--sparking interest by others in the project.

Commitment

• Give an example of how you were committed to our core values.
• In your previous position, did you commit to supporting employee engagement efforts?
• Tell me about a time when you were dedicated to building strong connections with colleagues and contributing to high-quality work.
• In your previous position, did you go the extra mile to finish work?
• Explain how you are committed to doing your best each day.
• Give an example of how you demonstrated commitment.
• How committed are you to our company's success?
• Describe your approach to showing commitment through meaningful collaboration with others.
• Give an example of how you try to do your best every day.
• Are you committed to the success of the organization? Give some examples.
• Give an example of how you demonstrated that you want to do your job.
• What drives your commitment to the company?

Alignment

• Give an example of how you have supported the direction the supervisor is taking the department.
• Describe your approach to connecting your work, decisions, and attitudes the broader mission, vision, and strategic direction of the organization.
• How have you supported the mission and vision of the company?
• How confident are you in being able to meet the needs of this job?
• What have you done to align your goals with the department/organization goals?
• Share an example from your previous position, in which you demonstrated a high degree of alignment with the mission and values of the company.
• As a new manager, how would you recognize if your department is aligned with the organization?
• What steps would you take to make sure that your decisions that are aligned with the direction of the company?

Impact

• Give an example of how you would encourage employees to experiment with new approaches and propose improvements.
• Did you give recognition to employees for contributions they made to the company?
• Are you able to have a significant impact on the department?
• Share an example from your previous position, in which you had a positive impact on the organization.
• Describe how you would help employees to see how their work impacts the local community.
• Were you able to implement employee ideas and suggestions?
• Give an example of how you have let employees know how their work contributed to a positive impact on the community.
• Explain how you would make a significant contribution to the department.
• Do you encourage your employees to make improvements or take initiative?
• Are you involved in real opportunities that influence decisions made in the department?
• Did you go above and beyond the job duties to help move the company forward?
• In your previous position, did you give employees a strong sense of social responsibility and impact on the community?
• Have you created effective and impactful teams?
• Do you hold employees accountable for meaningful outcomes?

Autonomy

• What steps would you take to permit employees to make decisions?
• Do you trust employees to take full ownership of projects without micromanaging them?
• Share an example from your previous position, in which you gave employees the ability to choose the methods and tools use to accomplish work.
• What benefits did you get by enabling employees to have the freedom to make their own decisions?
• Share your thoughts on giving employees the authority to make decisions that impact their daily work.
• As a new manager, how would you provide employees more autonomy to foster independent thinking and innovation?
• Did you support the decisions employees made?
• Give an example of how you have allowed employees to have flexibility over when tasks are to be completed.
• Share your thoughts on allowing staff to organize workflows in a way that best suits their needs.
• Give an example of how you have supported employees when they had to make decisions on the job.
• Are you able to make decisions that have an impact on the department?
• What steps would you take to give employees control over their schedule so that they can be creative when needed?
• Are you able to make your own decisions at work?
• Did you adjust priorities when unexpected challenges arose?
• In your previous position, have you enabled the team to resolve issues independently without always needing approval?
• In your previous position, how did you determine how best to complete tasks?

Employee Development

• Give an example of how you supported career development and progression.
• Could you provide others with opportunities to develop their career at the company?
• Are you able to get involved in bigger and more important projects?
• Are you willing to take classes to help advance the department?
• Describe your approach to giving employees an opportunity to develop new skills and work on cross-functional projects.
• How would you give team members an opportunity to grow and learn?
• Explain how you would provide stretch goals to employees to help them develop.
• In your previous position, did you participate in training outside of normal working hours?
• Describe how you would help staff identify areas for growth and offer constructive suggestions.
• Share an example from your previous position, in which you gave employees opportunities to take on challenges that helped them grow as professionals.
• Did you co-create opportunities that help advance employee careers?
• Give an example of how you gave employees challenging tasks to maintain their engagement and prevent boredom.

Role Clarity

• Are you able to clearly understand your purpose and role in the department?
• In your previous position, did you have a clear understanding of your job role and responsibilities?
• Have you communicated to others clearly about their roles and responsibilities?
• Share your thoughts on the company's history and vision for the future.
• Do you understand the goals that need to be accomplished?
• Do you understand how your job contributes to the bottom line?
• Describe the job duties and responsibilities of your last position.
• Why did you ensured that employees had clearly defined goals for their job?

Aware

• Did you ensure that employees were aware of changes taking place?
• Do you always keep employees up-to-date?
• In your previous position, were you aware of business operations and work others did to improve performance and benefit the organization?
• Do you know where to seek advice regarding pay or benefits?
• Are you aware of the company policies and procedures?
• Are you familiar with the employee handbook?
• What steps would you take to regularly keep employees informed of important changes?
• Do you keep employees informed about what is going on at the company? How?
• Share an example from your previous position, in which you ensured that employees were aware of what was expected of them at work.

Feedback and Recognition

• In your previous position, did you promote the employee survey as a good tool for providing feedback to the company leadership?
• How do you let the team know when they have done a good job?
• Did you provide feedback that led to visible changes or improvements?
• How can you provide constructive feedback that helps employees grow?
• What steps would you take to acknowledge contributions publicly when appropriate?
• What steps did you take to give timely feedback to employees on their job performance?
• Did you give timely input that helped employees adjust their work before issues arose?
• Do you celebrate team successes as well as individual accomplishments?
• Have you acknowledged progress and accomplishments as they happened?
• Describe your approach to giving feedback that strengthens employee skills and confidence.
• Tell me about a time when you gave feedback that was specific and actionable, not vague or generic.
• Did you provide feedback that was balanced, highlighting strengths as well as areas for development?
• How would you proactively identify, recognize and publicize great performance?
• How do you value and recognize the efforts of employees?

Input from Employees

• How do you respect employee input, even when it differs from others?
• Give an example of how you have valued contributions of employees during discussions.
• Did you respect and take employees seriously?
• Share an example from your previous position, in which you kept employees informed about what was going on.
• How much do you value employee opinions and suggestions?
• In your previous position, did you actively seek input from the team before making decisions?
• Have you asked employees to share their perspectives on matters that affected work?
• Share an example from your previous position, in which you enabled employees to give suggestions for improving the department.
• Are you able to give employees a voice and say in important decisions affecting them?
• As a new manager, how would you include employees in discussions that affect their work?
• Describe your approach to receiving employee suggestions.
• How would you consider employee input when decisions are made?
• Give an example of how you listened to employees.
• Tell me about a time when you listened to the suggestions from staff.
• In your previous position, how did you provide feedback to employees?
• Describe how you would listen to ideas from others.
• How do you encourage employees to share ideas that improve processes and outcomes?
• What steps would you take to give employees opportunities to provide input and influence on policies and practices that affect their job?

Supports Employees

• How do you support our team?
• In your previous position, did you give regular feedback that helped employees improve immediately?
• Tell me about a time when you were concerned about an employee's wellbeing.
• Were you available to answer questions and provide feedback when needed?
• Have you given advice and guidance when asked?
• How would you support employees so they feel good about working in the department?
• In your previous position, did you actively support career development of team members?
• Do you help employees as needed?
• Give an example of how you would let employees know if they're on the right track.
• Give an example of how you provided clear guidance and help when needed.
• Describe your approach to providing employees with support.

Satisfaction

• Do you get a sense of accomplishment from your job?
• Do you look forward to coming to work each day?
• As a new manager, how would you ensure employees are happy to come to work each day?
• Did you expect to be happy to be working here many years from now?
• In your previous position, did you enjoy coming to work each day?
• Do you always want to do your best at work?
• Describe how you would ensure your employees are motivated, happy and committed to their work.
• Give an example of how you love coming to work each day.

Interpersonal Relations

• Do you work well with other people in the department?
• Do you participate in departmental social events?
• Tell me about a time when you had meaningful connections with colleagues that made work more enjoyable and fulfilling.
• Describe your approach to fostering a sense of camaraderie and belonging among coworkers.
• Are you able to connect with colleagues, managers and other employees outside of work?
• Explain how you would build trusted friendships at work that strengthen collaboration and morale.
• Are you involved in activities of the department?
• Share an example from your previous position, in which you formed a close connection to the people in the department.
• In your previous position, did you enjoy giving a helping hand when needed?
• Do you engage in social activities outside of work hours?
• Are you able to engage with team members at a high level?
• What steps would you take to help employees feel included and part of the team?
• Describe how you would build workplace relationships that foster a sense of inclusion and engagement.
• Give an example of how you interacted with employees.
• How would you create strong social bonds at work contributing to enhanced engagement and motivation?

Values

• What steps would you take to value employees who are committed to their job?
• Do you treat safety as a priority at the company?
• Describe your approach to valuing employees in the department.
• How do you value the contributions that employees make toward the team's success?
• In your previous position, how did you place a high value on employees who went the extra mile in their job?
• Share your thoughts on the values of the company.

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