Are your employees enthusiastic about their work? Are they involved, committed to the success of the organization?

Employee engagement plays a crucial role in the success of any organization, yet low engagement costs the world economy an estimated $438 billion in 2024 according to Gallup’s latest *State of the Global Workplace* report.

As the workforce becomes increasingly detached, caused by a breakdown of communications, companies need to take action to understand their employees’ experiences, foster motivation, and create a thriving workplace culture.

One step an organization can take is through an employee engagement effort. You can measure key factors like morale, job satisfaction, retention rates, and manager effectiveness. By collecting feedback, companies can pinpoint strengths and identify areas needing improvement. More importantly, this can provide a roadmap for managers to help with long-term organizational growth.

Asking the Right Questions, in a survey, is the key.

You are looking for a snapshot of employee sentiment that will help guide leadership decisions. Some of the best questions include:

• Would you recommend this company as a great place to work? A strong recommendation signals overall job satisfaction.

• Can you see yourself still working here in two years? This question helps assess retention amid shifting workforce trends.

• Do you have the resources needed to do your job? Ensuring employees have the right tools fosters productivity and success.

• Are you recognized for doing good work? Studies show that acknowledgment significantly boosts morale and reduces turnover.

• Does your manager provide the support and direction needed to complete your work? Effective managerial guidance tends to enhance performance and workplace harmony.

• Do you enjoy working with your co-workers, as a team? Employees who like working together typically have lower stress levels and are more cooperative.

• Do you get enough Feedback from your manager? Many employees are dissatisfied with the amount of feedback from supervisors.

• Are you motivated to do a good job? A supportive manager knows how to motivate his/her team both individually and collectively. This can play a big role in keeping employees engaged, which will increase retention.

These questions, among others, offer a glimpse into employees’ experiences, allowing organizations to make informed decisions that strengthen workplace engagement.

WHAT NOT TO ASK

While good questions drive meaningful improvements, some can yield unhelpful responses. For instance, asking employees whether they “enjoy their work” or their thoughts on “the leadership team” can feel subjective and ambiguous. Instead, surveys should focus on actionable insights that drive meaningful change.

STEPS FOR SUCCESS

Managers have two choices. One is to help the organization create an “engagement survey” to administer electronically. This should include anonymous responses. To do this first determine your goals and the purpose of the survey. Organizations often set a schedule, planning to conduct a survey annually. This ensures continuous monitoring.

Or, two … managers can elect to conduct verbal discussions with employees by asking a version of the questions above. As you collect data look for trends, patterns that provide valuable insights, that can be used to make improvements.

Transparency is key: sharing findings with employees fosters trust and collaboration.

In today’s competitive environment, maintaining employee engagement is no longer optional — it’s a necessity for sustainable success. A manager needs to have in his/her playbook a method to ask questions, use appropriate surveys, and take action based on results. The goal is to boost morale, enhance retention, and ultimately drive organizational excellence.

For questions or comments contact us at amanagersplaybook.com.

(John Stevens is a professor at St. Bonaventure University and a consultant. Brittany Thierman is an adjunct professor at SUNY Alfred State College and a small business owner.)