Workplace Happiness Survey
The workplace happiness survey evaluates how satisfied or happy your employees are at work. This survey’s questions are designed to determine how your employees feel about the current company culture, environment, and policies. And the results will help management implement the necessary changes to improve the workplace culture and environment.
- Are you satisfied with your job? – Job satisfaction plays a critical role in the employee’s ability to complete tasks quickly and efficiently. Low job satisfaction levels translate into low productivity and general employee unhappiness. If not checked, this can spread from employee to employee, severely hampering the company’s ability to function optimally and generate a profit.
- Do you feel that you are taken into management’s and your colleagues’ confidence during the decision making process? – Employee self-confidence is a state of mind, and it arises when employees feel that their opinions are valued, and these opinions are considered during the decision-making process. If employees feel that their opinions are not valued, their self-confidence levels will drop, reducing their ability to complete tasks quickly and successfully.
- Do you feel part of a healthy work community? – A healthy workplace is essential for employees to succeed. A group of people working together does not necessarily make a healthy work community. It is essential to measure whether employees feel part of a healthy work community and implement interventions to ensure that the workplace remains healthy and vibrant.
- Do you feel that management is fair? – Fairness in the workplace, or the perception of management fairness, can greatly enhance or reduce employee productivity levels. When employees are treated fairly by management, trust increases, workplace relationships strengthen, and productivity improves.
- Do you feel that management is impartial? – Impartiality in the workplace is closely aligned with fairness in the workplace. If employees believe management is impartial, then trust improves, relationships between management and employees strengthen, and productivity levels rise. This translates into increased income and improved ROI.
- Do you feel that your remuneration is fair? – Employee perception about how fairly they are renumerated and rewarded directly affects their engagement, job satisfaction, productivity, and employment tenure. If employees believe they are fairly paid, they will engage, work hard, and complete tasks quickly and efficiently. Otherwise, they will disengage and their productivity levels will decrease.
- Do you receive adequate support and encouragement in the workplace? – Employee recognition is the acknowledgment of an individual’s or team’s success that supports the organization’s objectives and has gone beyond normal expectations. Appreciation is a fundamental human need. When employees feel appreciated and recognized, they will go beyond what is normally expected to complete their tasks quickly, efficiently, and professionally.
- How competent do you feel management is? – Competent management is described as management’s capacity to meet organizational goals and aims, utilize available resources effectively, sustain high levels of employee performance and professionalism, and implement exceptional customer service methodologies. If employees feel management is competent, they will engage with management and buy into organizational objectives.
- How well does your organization communicate? – Effective communication across all levels of the business organization is essential to the optimal functioning of the organization. Continuous conflict and playing the blame game are counterproductive to a healthy working environment. Transparency and accountability are two essential signs of communication success and will ensure employee trust and engagement.
- Is management trustworthy? – Trust in management and leadership is vital to the functioning of a team or organizational unit. Trust is intangible, but it forms the foundation for healthy functioning work relationships and co-operation between employees and management. When employees trust management, they are willing to engage with managers and increase productivity levels.
- Do you feel that your workplace is safe and motivating? –
A quintessential part of employee engagement, productivity, and efficiency is the extent to which employee workplace safety. Workplace safety is integral to employee happiness. It is essential to put measures and policies in place that ensure that all employees, irrespective of personal differences, beliefs, and opinions, feel safe.
Employee Satisfaction Survey
The employee satisfaction survey evaluates how satisfied or comfortable your employees are at work. The questions linked to this survey are intended to ascertain how your employees feel about the prevailing organizational culture, policies and methodologies, and working conditions.
- Would you refer to your friend or family member for a job at your company? – Suggesting that a friend or family member works for the same company as you do, is a statement to how satisfied you are at work. If you are satisfied with your current job, you will happily refer friends, former colleagues, and family.
- Do you have a clear understanding of your career path or promotion path with the company? – A clear path for career growth improves employee motivation and engagement. Employees need to know that there are opportunities for promotion and what path they must follow to achieve the promotion, allowing them to set achievable goals in pursuit of advancements in their careers.
- Do you feel as though your company promotes a healthy work-life balance? – Striking a healthy work-life balance can be a challenge for the driven employee. Schedules are getting busier as time passes by. And, this can create conflict between the employee’s work and home life. Employers must ensure that employees understand that they are allowed to create a healthy work balance.
- Do you feel valued at work? – If employees don’t feel valued at work, they won’t stay with the company for very long. Therefore, it is imperative for management to make sure that their employees feel valued and appreciated. Ensuring that employees know their work efforts are valued will reduce employee churn and increase productivity levels.
- Do you receive recognition for your accomplishments from your manager? – Employee recognition goes hand-in-hand with employee value and appreciation. If employees’ work efforts and successes are recognized, then they will be more willing to remain engaged and work harder to help the company achieve its stated goals and aims.
- Do you believe you’ll be able to reach your full potential here? – Reaching your full potential in the workplace is the ability to be the best you can be. Most employees know how they would like their careers to unfold. And they are aware that it takes hard work and dedication. Management must support these employees so that they reach their goals.
- If given the chance, would you reapply to your current job? – The answer to this question shows how satisfied employees are. Employee job satisfaction is integral to organizational success. If employees are happy, fulfilled, and satisfied, they will respond positively to this question; otherwise, the answer will be a resolute negative.
- Do you foresee yourself working here one year from now? – Do employees’ longterm goals include remaining with the company for the foreseeable future, or at least the next twelve months? If they are satisfied in their current job roles, with a clear career upgrade path, the answer to this question will be yes; otherwise, the answer will be no.
- Do you feel like coworkers are equally respectful to each other in the workplace? – Mutual respect for workplace diversity is an essential value to instill in the workplace. Diverse employees bring depth, richness, and vibrancy to the workplace culture and environment. This increases the company’s potential for sales and profitability.
- Do you believe that the leadership team takes your feedback seriously? – Feedback is an essential part of healthy employee-management relationships. Employee feedback can include unique insight into specific workplace challenges. Employees must feel that management values their feedback and is prepared to act upon it. They will only share their thoughts and opinions if they believe management takes their feedback seriously.
- Do you feel that the management team is transparent? – Authentic management transparency is essential to a positive, vibrant, productive workplace culture. If employees feel that management, although verbal about the need for transparency, does not act on their need for transparency, they will ignore what management says, or they will react negatively to what management has to stay.
- With your eyes closed, can you recite your company’s organizational values? – The ability to recite a company’s organizational values translates into the level of engagement that employees display. If employees have bought into the company’s ethos, vision, and values, they will have an insight into what they are and be able to recite them.
- Do you feel comfortable giving upward feedback to your supervisor? – Seeing your manager, team leader, or supervisor in many different roles such as client meetings, presentations, and negotiations, and one-on-one meetings will probably give you insight into their performance. And, under normal circumstances, it would be useful to share this insight.
- Do you believe your coworkers and management live authentically by the company’s stated organizational values? – An authentic and transparent work environment is crucial to employee creativity, productivity, and satisfaction. If there is a lack of trust between employees and management, employees will be less willing to engage with management. And the organization will not grow if employees are afraid to be authentic and genuine.
- Does the executive team contribute to a positive work culture? – Workplace culture is a necessary part of determining whether the organization is successful or not. The way the executive team treats each other and their subordinates set the tone for the workplace culture. A positive workplace culture results in improved teamwork, employee engagement and productivity, and increased employee retention rates.
How well does the organization communicate?
- Management informs me about vital changes and issues.
- Management ensures that I understand their expectations of me.
- Management provides straight answers to my questions.
- I feel like I can approach management anytime.
- I have a clear understanding of how my job contributes to the company’s goals.
How competent is the management?
- Management runs the business competently.
- New hires are well-vetted. They fit their roles and the company’s culture in general.
- Management is good at task management (assigning jobs and coordinating projects).
- Management doesn’t hover nor micromanage. They trust me to do a good job.
- Management entrusts people with major responsibilities.
- Management has clear goals and strategies for achieving those goals.
- Management is good at training managers for higher leadership roles.
- Management is good at bringing in new talent for key positions.
Is the management trustworthy?
- Management keeps its promises.
- Management practices what it preaches.
- Termination policies are closely followed. People are never laid off without basis.
- Management operates the business honestly and ethically.
Do you receive adequate support and encouragement?
- Management provides training opportunities for my professional growth.
- Management provides me all the resources I need to perform my job well.
- Good work is appreciated and rewarded.
- Innocent mistakes/human errors are regarded as part of doing business.
- Employee performance is evaluated objectively and impartially.
Are you taken into confidence during decision making?
- Management actively seeks news ideas and acts on suggestions.
- Management consults me on changes and decisions that directly impact my job.
Is your workplace safe and motivating?
- Our workplace is safe and secure.
- Our workplace fosters emotional and psychological health.
- Our workplace amenities create good working conditions.
- Management encourages work-life-balance.
- Management regards me as an individual, not just as another cog in the wheel.
- Management provides good benefits.
- Management lets me go on breaks/vacations when I need some time off from work.
Do you feel your remuneration is fair?
- Management provides fair wages commensurate with the work performed.
- I’m given my fair share of profits from this business.
- Every employee has a fair chance of receiving special recognition and/or bonuses.
- Management treats everyone fairly regardless of position.
Do you feel the management is impartial?
- Promotions are done fairly, ensuring they go to qualified and deserving employees.
- Managers are generally impartial; they don’t play favourites.
- People generally avoid negative office politics (backstabbing, spreading malicious rumours, etc.).
Do you feel the management is fair?
- There is no discrimination or prejudice on the grounds of someone’s age.
- There is no racism or casteism.
- There is no gender bias.
- I’m confident that I can formally complain and receive a fair hearing in the event of unfair treatment.
Are you satisfied working here?
- I feel my job is important–it makes a real difference.
- My work is meaningful and my contributions are valuable.
- I feel proud of what we as a company have accomplished.
- People here willingly go the extra mile to accomplish a goal.
- I can see myself working in this company for many years.
- I’m proud to be a part of this company.
- I’m proud of this company’s contributions to society.
- There are career-growth opportunities available to me.
Do feel as a part of a healthy community?
- I’m not afraid to be myself at work.
- Special events (like birthdays and festivals) are celebrated here.
- People genuinely care about each other in the company
- People here are generally friendly.
- It’s fun to work here.
- New hires are welcomed warmly.
- Those who move internally to other roles or units get a friendly reception.
- There is a feeling of teamwork and family here.
- There is a strong sense of solidarity, unity, and teamwork here.
- People are generally cooperative and collaborative.
Workplace happiness metrics are key to understand how the organization is doing as a whole, understanding employee satisfaction and areas of growth are important elements that result from a workplace happiness survey.
Most organizations work towards employee satisfaction but they are often unaware of the specific aspects that affect each employee, conducting an employee satisfaction survey makes it simple to aggregate and analyse information from all your employees and take decisions that can improve overall employee happiness.
The happiness survey questions we recommend can be modified per the needs of your organization, these are simple questions that apply to most types of organizations.