Your human resources department needs to be on top of everything going on at your organization when it comes to your team and any potential issues or red flags they need to be aware of. Speaking to team members is one way to do this, but it’s not the only (or even the most effective) option for doing so. Instead, many organizations rely on HR surveys to keep their finger on the pulse of their employees and collect the important data they’re looking for.
HR Survey Questions to Get the Pulse of Your Team
Today, we’re going to share several HR survey questions for different purposes to consider including on your own surveys.
Employee satisfaction
- How many times in a typical work week do you feel stressed?
- How meaningful is your career?
- Do you find your work challenging?
- Do you believe you’re well paid for the work you do?
- Is it important that your coworkers have a high opinion of you?
- Do you feel you get adequate opportunities to learn new skills at work?
- Do you feel you have the opportunity to move up at this company?
Diversity, equity, and inclusion survey questions
This post from WorkTango is an incredibly helpful resource complete with several DEI survey question examples, including:
“DIVERSITY
Question: On a scale from 1 to 5, where 1 is Strongly Disagree and 5 is Strongly Agree, how would you rate the following statements?
Statement: “Name of your Organization” values diversity.
Statement: Leadership understands that diversity is critical to our future success.
Statement: “Name of your Organization” invests time and energy into building diverse teams.
INCLUSION
Question: On a scale from 1 to 5, where 1 is Strongly Disagree and 5 is Strongly Agree, how would you rate the following statements?
Statement: I feel my unique background and identity (i.e. my differences) are valued at “Name of your Organization”.
Statement: I feel a sense of belonging at “Name of your Organization”.
Statement: I feel respected by my colleagues.
EQUITY
Question: On a scale from 1 to 5, where 1 is Strongly Disagree and 5 is Strongly Agree, how would you rate the following statements?
Statement: The process for career advancement/promotion is transparent to all employees.
Statement: People from all backgrounds and with a range of identities have equitable opportunities to advance their careers at “Name of your Organization”.
Statement: I feel supported in my career growth at “Name of your Organization”.
Relationship with the supervisor and employee satisfaction survey
- Do your leaders, seniors, managers encourage you to do your best at work?
- Do you feel as though your efforts are noticed and appreciated at work?
- On a scale of 1-5, how much do you feel your opinions are valued by your superior, with 5 being the most and 1 being the least?
- Do you think your supervisor treats all the team members equally?
- How often do you receive feedback from your supervisors?
- Are you comfortable going to your supervisor for help or guidance when you need it?
Work environment questions
- Do you feel safe in your work environment?
- Do you believe (company name) safety policies and procedures are adequate?
- On a scale of 1-10, 10 being the most, how satisfied are you with the resources available to you at work?
- What would make your work environment more comfortable and conducive to productivity?
Other Tips for HR Survey Questions
These questions are a great place to start, but it’s important to tailor your HR survey questions to the specific needs or concerns in your company. For example, if your organization conducts a lot of meetings, this might be a useful topic to survey your team about.
It’s also important to remember to act on the survey feedback you collect. After all, it’s one thing to find out from an HR survey that a lot of employees don’t feel as though the safety policies in place are adequate. But once you actually change these policies, it shows that your organization values not only its employees’ feedback, but also the employees themselves.
Finally, don’t forget to offer the ability to conduct surveys anonymously. In many cases, employees might not be comfortable speaking up about the things that are challenging, stressing, or upsetting them at work. When you give them the chance to share this feedback anonymously, you’re a lot more likely to collect the accurate data you need to move forward in the right direction.
