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The DecisionWise Employee Engagement Survey contains a subset of research-based anchor questions that are designed to measure overall engagement. It also measures the five MAGIC keys of employee engagement: Meaning, Autonomy, Growth, Impact, and Connection. Additional employee survey questions measure the factors that drive engagement and satisfaction in an organization. The survey is completely customizable to the needs of every organization.
Using Anchor Questions to Measure Employee Engagement
Measuring the engagement levels of employees is a practice that has been refined at DecisionWise since 1996. DecisionWise uses a set of six anchor questions to measure the level of engagement in the workplace and additional questions to identify the drivers that lead to engagement. Some of these engagement anchor questions include:
- It is easy to become absorbed in my job.
- I would recommend Sample Company as a great place to work.
- My job is stimulating and energizing.
Employee Engagement Index
Based on responses to the anchor questions, DecisionWise creates an Engagement Index that defines various groups of employees from Fully Disengaged to Fully Engaged. The results are further analyzed to show what items cause employees to feel the way they do.
5 MAGIC Keys of Employee Engagement
Based on our extensive research using over millions of employee survey responses, we have found that there are five keys that drive employee engagement. We use one question as a direct measure and three supporting questions to measure each of the five MAGIC keys. This allows organizations to determine which of the five keys is driving or inhibiting engagement and understand how to take action to improve.
- Meaning: Do employees find meaning and purpose in their jobs? Does their work make a difference for others?
- Autonomy: Do employees have freedom, self-governance, and an ability to make choices about their work?
- Growth: Does the job provide development and growth opportunities. Does the work challenge and stretch employees to grow and improve?
- Impact: Do employees feel like they are successful in their work? Do they see that their effort makes a difference and contributes to the success of the organization?
- Connection: Do employees have a personal connection with the people they work with, their boss, and the social community of the workplace?
Don’t Forget About Measuring Satisfaction
Remember, employees need to have their basic needs met or engagement will suffer. Many of the survey items measure concepts that impact employee satisfaction. Some of these items include:
- I have received the training I need to do my job well.
- I have the tools and resources I need to do my job well.
- My supervisor treats people with fairness and respect.
- My supervisor gives me regular feedback on how I am doing.
- We work effectively across departments and functions.
- This organization communicates well with all employees about what is going on.
We find some interesting correlates when looking at satisfaction survey questions. For example, a low score on the item “I have the tools and resources I need to do my job well,” is often identified as a negative driver of engagement.
Open-ended comments provide a wealth of qualitative information and provide detail on the reasons behind employee engagement survey scores. We recommend using two simple open-ended questions:
- What are the greatest strengths of our organization?
- What are the areas that need the most improvement in our organization?
Our research shows that using more than two open-ended questions significantly lengthens the time it takes to complete the survey and doesn’t yield that much more good qualitative information.