Take the guesswork out of engagement

Overall engagement

We’ll start with the big picture. These questions are designed to give you a general idea of how employees feel about the work they do and their future at your company.

They’ll also give you a sense of how proud people are to be part of your team.

Ask them to rate each statement using the following scale:

1 = Strongly Disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly Agree

• I feel proud to work at this company.
• I would recommend this company as a great place to work.
• I see myself working here a year from now.
• I am motivated to go above and beyond in my role.
  

Leadership support

Want to gauge how supported your people feel by their manager and senior leaders?

These questions shed light on everything from whether managers are checking in on wellbeing, to how clearly the company’s vision is being communicated from the top.

• My manager genuinely cares about my wellbeing.
• I receive regular, constructive feedback from my manager.
• Leadership communicates a clear vision for the company’s future.
• I trust the decisions made by senior leadership.

Recognition & growth

These questions paint a picture of whether people feel recognised and if they have the space to grow.

They cover things like celebrating achievements, hitting milestones, and how supported they consider themselves when it comes to learning and moving forward.

• I feel recognised for my contributions.
• There are good opportunities for me to grow and develop professionally.
• My efforts are noticed and appreciated.
• I have the resources and support to achieve my career goals.

Work-life balance & flexibility

For a long time, balance and flexibility at work didn’t get the attention they deserved. But since the pandemic, that’s changed. People now expect more time for family, more space to recharge, and more freedom in how they work.

This section helps you figure out if you're giving your people the flexibility they need and want – not just your current team, but the talent you're hoping to attract too.

If the balance isn’t quite right, these questions will help you spot where there’s still work to be done.

• I can balance my work responsibilities with my personal life.
• My workload is manageable.
• I have the flexibility I need to do my best work.
• The company respects boundaries between work and personal time.

Culture, wellbeing & belonging

As work-life balance has become more of a focus over the last few years, so has wellbeing and inclusivity.

These questions touch on whether people feel supported in their wellbeing, accepted for who they are, and comfortable speaking up in a culture that values openness and trust.

• I feel a sense of belonging in my team.
• The company fosters an inclusive and respectful culture.
• My wellbeing is a priority here.
• I feel safe to express my ideas and opinions without fear of negative consequences.

Open-ended questions

Sometimes, a simple scale doesn’t tell the full story. Open-ended questions give your people the space to share more freely, helping you get a clearer picture of how they really feel.

They’re also a great way to spark deeper conversations and surface anything your survey may have missed.

You could ask:

• What’s one thing we’re doing well that helps you stay engaged?
• What could we improve to give you a better experience here?
• Any other comments or suggestions?

Making sense of the results

Once you’ve sent the survey out and gathered your answers, it’s time to dig into the feedback. Each quarter, track the average score per section to spot trends, strong points, and any warning signs.

You can use this simple scoring matrix:

• Red flag: Average score below 3
• Healthy: Average score between 3.5 – 4.2
• Thriving: Average score of 4.3 and above

Make it your own

Every workplace is different, so don’t be afraid to tweak this survey to suit your industry and the kind of roles your people do. A little tailoring can make your questions feel more specific to the everyday experiences of your team.

For example:

• Healthcare: Consider adding questions around emotional workload or patient outcomes.
• Tech: You might want to include questions around innovation, learning new tools, or cross-functional collaboration.
• Retail: You could ask employees about flexibility, physical demands, or if they need more support during busy periods.

You can also tweak your questions depending on how and where your people work. Remote teams need questions on communication, feeling seen, and staying in the loop, while managers might benefit from questions around decision-making or leadership support.

Think about what really matters day to day – for your people, and for your industry – and let that shape your survey

Timing & tips

Once your survey’s ready to go, people need enough time to take part (and enough confidence to give honest answers!)

Here’s a quick checklist to help you roll it out smoothly and get the most out of your results:

• Cadence: Run your survey quarterly to keep track of engagement.
• Channels: Share the survey link in whatever way works best for your team, whether that’s a company-wide email, your internal newsletter, a Teams message, or your usual comms platform.
• Anonymity: Keep it anonymous to encourage honesty. You’ll get more useful insights if people feel safe to speak freely.
• Survey duration: Leave the survey open for 7–10 business days to give everyone enough time to have their say.
• Follow-up: Share a summary of the results and what you plan to do with them within 2–3 weeks. This shows people their feedback matters.

How Perkbox can help

Keeping engagement high isn’t always easy, but the right tools can make it feel like a natural part of your everyday culture.

Perkbox brings together wellbeing, benefits, and recognition in one simple platform. We can help you act on what your people need, keep the momentum going, and build a culture where everyone feels valued – wherever and however they work.

To learn more, get in touch with our team today.