20+ employee morale survey questions to ask in a questionnaire

Just as the gear wheels need to be oiled and maintained, the employees' wishes who keep the company running should be listened to. They are the main elements of a business to continue as it is and should not be overlooked.

In this article, we gathered more than 20 questions for employee morale survey examples, touched upon why you need an employee morale survey, and how to create one in 4 easy steps. Now, let us get started with the definition. 

What is an employee morale survey?

An employee survey is a type of survey where Human Resources and management ask pre-determined questions to team members to ask them about their employee experience.

The survey results of an employee engagement survey help management understand the inner dynamics and day-to-day satisfaction of employees.

The morale levels of the workers affect the internal communications within the departments and, therefore, can have a negative or positive impact on productivity. The best way to collect survey responses from a target audience is to do it in a structured method. Let us see 20+ question examples to ask in an employee morale survey.

Why do you need an employee morale survey?

Gathering employee morale pulse survey questions is good for collecting valuable insights into the working environment and the effectiveness of the leadership team. It is an invaluable tool for making both short-term and long-term adjustments. The reasons and benefits why you would need an employee morale survey include:

Using employee wellness survey questions on your employee survey will let you identify specific areas that need improving. It is also a great method to find out personal challenges and aspirations.

20+ question examples to ask in your employee morale survey

We have gathered some question examples for your next employee morale survey, also known as the employee pulse survey. You can see the questions and their descriptions, which will help you analyze them. We also added some answer options as well. You can choose the questions best fitting to your objective and build your survey in no time. Now, let us get started with the first one:

1. On a scale of 1-10, what is the level of challenge you experience at work?

This is a great question to ask to find out how your employees cope with the level of challenge they face in every work they do. If they choose a high number, you can ask more about it to see what makes the job challenging for them. It could be because of the difficulty of the tasks, their coworkers, or something else entirely.

2. Do you feel you get recognition for the work you do?

With this question, you can see whether or not the employees feel appreciated for their efforts. You can choose to collect answers as “Yes” or “No” and go into the details if you wish. Or you can choose a different scaling system, such as:

Not at all - moderately - slightly - very much - extremely 

3. Are there any changes you would like to see to improve the morale?

Work environments that have a lot of people within the company have so many details that can mess up the workflow or the general satisfaction levels of the people. By asking a broad question like this, you can identify hardships you did not even think about asking.

4. Do you feel like you have sufficient access to the resources you need to do your job?

Whether you are working in the office or working remotely, it is important to have enough material resources to do your job. If you are struggling to collect the materials to do your job efficiently, it puts a huge mental load to start your work. And if this is the case for any employee, it should be eliminated immediately.

5. How effective are the team meetings? Do you have any suggestions for improvement?

This question is important to make sure the company is not wasting time by having unnecessary meetings. They are a good way to improve teamwork and share information; however, you do not want to waste precious time by having meetings that have people thinking, “Well, this could have been an email.”

6. How likely are you to recommend this workplace to a friend?

This is an excellent question to get an overall idea of the opinions of the employees. The result of this question directly indicates how satisfied the employees are with the culture, management, or operation of the whole company. The answer options for this question are:

7. Does stress in your workplace affect your life outside of work?

This question leads to an understanding of the work-life balance of the employees. When there is no balance in their lives, and they feel crushed under their pile of work, this may lead to stress and overall dissatisfaction with the business. If work stress is a factor in employees’ everyday lives, companies should find ways to balance it out.

8. Are your responsibilities clear?

Sometimes, the employee responsibilities may not be as clear-cut as other lines of work. This may lead to being abused by superiors and coworkers about the workload. This question may look simple in nature, but it gives out so much information. If the answer is no, it means transparency is needed when assigning tasks and projects.

9. Do you feel management cares about you?

Many businesses may say that they are a family, but only a handful of them can live up to this claim. When the employees do not feel like they are an important part of the business, they may not care about the work they do either.

10. Do you think your team collaborates well together?

When a group of people needs to work alongside and with one another, work sharing and inclusion are a big part of collaboration. If there are some weak links or problems within teams, they should be addressed before a more significant issue arises.

11. Do you feel like you are part of a team?

A sense of being part of a team or being able to rely on your peers is essential for working together. The people in the team should trust each other and work together. Work engagement can be encouraged if there is a problem in this aspect.

12. What do you like most about your job?

This question is the best way to figure out what the company is getting right. It is also an excellent way to see employees’ strengths and what you can trust them with. You can lean into their strong sides when needed.

13. What do you dislike most about your job?

This question allows employees to be as honest as they want. They may need help with the management, or what bothers them the most can be the coffee machine not working from time to time.

14. How satisfied are you with the salary?

Money is a big part of daily motivation for working. Even if it is the job they are most happy about, most people will look for other job offerings if they feel underpaid for their efforts. It is essential to check their satisfaction with their salaries. 

15. How comfortable do you feel giving feedback to your supervisors?

This is a good question to figure out the power dynamic within the company. When there is a healthy power dynamic, the employees should not feel discouraged from giving management feedback, which is the most effective way.

16. Do you trust the leadership and direction of the company?

Employees feel confident in their leaders and the direction of the company when they fully trust the organization. When there is a lack of trust among the employees, it can reflect on their work, too.

17. Is there an open communication within the company?

This question shows the effectiveness and transparency of the communication in the company when there is a problem in communication or information sharing that can lead to further problems and misunderstandings. 

18. Are you able to manage your workload effectively?

With this question, you can see how well the employees manage their workload. The equal distribution of work is important to maintain a balanced environment. When the fact that one employee is overworked is understood, the problem should be eliminated. 

19. Do you feel secure in this job?

When an employee gets fired after a little mistake or gets humiliated among their peers, it sends a negative message to everyone. If the employees can not feel secure in their jobs, they may feel the need to look for other opportunities. 

20. Is your direct manager someone you can trust?

A good and respected relationship between managers and subordinates is vital for effective working. It is one of the most important things for employee morale. If work-engaged employees say they encounter problems with their direct managers, then some changes are needed.

21. Do you think your opinion matters to your team?

When an employee feels unheard or unvalued, that may affect their motivation. And their overall progress can be affected as well. Managers should make sure everyone feels part of a team.

How to create your own employee morale survey (in quick 4 steps)

Creating a survey to collect data is always a smart option to go with. You can make sure every submission is suitable for analysis by carefully building your survey. It is also an equally smart option to do your survey using a survey maker, such as forms.app. When you do an online survey using an employee morale survey template, the employees can send their submissions in no trouble. Let us see how to create one in 4 quick steps:

Essential steps to create an employee morale survey

1. Gather appropriate questions

Although using a questionnaire to improve response rates is quite effective, what you decide to ask is equally important. You should always be mindful of what kind of data you want to gather from the employees and ask about that subject. You can ask open-ended questions to go into detail, or you can go with a quick survey with close-ended questions to get the jist of it.

💡 It is best to avoid only using simple “yes or no” questions.

2. Keep it simple

Humans usually do not appreciate lengthy and intrusive questions that go into “too much” detail. Be mindful of this fact, and keep your survey as simple as possible. Also, make sure not to ask leading or biased questions if you want to collect honest opinions.

💡 You can make your surveys more responsive by using the recall answer method.

3. Test the survey

Once you are finished with the survey, it is time to test it and share it with your employees. You can test in on yourself, or you can pick a small group to survey them initially. Ensure the survey is accessible to all.

💡 Communicating the purpose of the survey can make the employees understand the value of it.

4. Start collecting submissions

Now it is time to collect survey results from your employees. Once you share the survey, you can put a deadline on it and remind them to do it. Afterward, you can gather up the data to analyze it and make conscious decisions. You can also survey them on a regular basis to see the changes. But make sure not to overdo it.

💡Encourage employee participation by offering them rewards and incentives. Even if they know the importance of it, they may not prioritize it on their to-do lists.  

Conclusion

It is essential to keep an eye out for your employees who do not feel as engaged in the company as the rest. It may be easier to distinguish them with the right help, and you may lose your employees for reasons you are not even aware of. That is why it is crucial to check on your employees to ask about their satisfaction levels with their work environments, their relationship with the managers, and their work-life balance.

Everybody wants to work in a place where they feel appreciated. And you can have this in your company by simply using an employee morale survey. That is why we have gathered 20+ question examples to get you started. 

You can choose your questions easily and create your survey by using forms.app, follow the steps we mentioned, and you are good to go! Lastly, if you want to see more question examples, you can also check out 35 questions to ask in an employee satisfaction survey.