Employee Satisfaction Survey (17 Core Statements Rationale)

1. I feel my pay is fair.

  • Invites a review of overall compensation practices.

2. I have the tools and equipment I need to do my job.

  • Equipment can also mean having access to the right materials (passwords, logins) and is a key component in engagement.

3. Considering everything, I am satisfied working for this organization at the present time.

  • Determines the need to review employee relations policies and practices to mitigate against unplanned turnover.

4. I feel that the work I do directly impacts the success of my organization.

  • Management should consistently make individuality a highlight, which leads to better performance and less turnover since individuals feel connected to management and thus the business.

5. I have sufficient freedom to determine how I carry out my job responsibilities.

  • A self-motivated, self-managed employee will keep overhead costs down. Simultaneously, this statement sheds light on management style and if it is effective or not.

6. I understand my Organization’s goals and objectives.

  • Clear articulation and communication of the organizational direction will reduce waste and create focus.

7. My organization is making the changes to be successful.

  • Given the general competitiveness created by the market, organizations must constantly reinvent themselves and communicate these changes. Employees should be informed about both the nature of the change and the logic behind it, before the change occurs.

8. I understand how my work contributes to the organization.

  • Cascading objectives from company to employees ensures “firing on all cylinders” and maximizes engagement.

9. In the last month my direct supervisor has encouraged me to be innovative and creative.

  • The boss has a role to tap into the mindset of the people doing the work to ensure productivity improvement. Individuality plays a key factor, everyone is different – and Supervisors need to understand their workforce.

10. I care a great deal about the quality of my work.

  • Commitment and loyalty of the employee to the organization.

11. In the last month I have been recognized for my efforts at work by my direct Supervisor.

  • A “pat on the back” at minimum is a crucial component to bond the supervisor with the employee.

12. I feel my organization values me.

  • There needs to be a personal connection to the organization – what do your employees love most about their jobs? Why? The relationship between the organization and the employees is integral in productivity.

13. I am willing to put in as much effort as necessary to get my job done.

  • One of the best gauges to determine the level of organizational loyalty, commitment and work ethic.

14. The organization where it can, strives to create opportunity for work life and home life balance.

  • Our evolving workforce with forecasted labour shortages demands a reflection about this issue.

15. My direct Supervisor in this organization behaves in an honest manner.

  • A respectful supervisor/employee relationship is the cornerstone for a productive and engaged workforce.

16. I feel as an organization we listen to the needs of our customers.

  • Confirmation that the employee understands the importance of the customer to ensure the organization’s success. Employees who feel connected to the business have more of an incentive to treat their customers better.

17. The organization is strongly committed to its policy to prevent sexual harassment in the workplace.

  • The harassment and sexual harassment policy is necessary to be compliant with Occupational Health and Safety. Employees need to know, and understand, what sexual harassment means in the workplace to ensure the employer is OHS compliant.