Indagini sulla soddisfazione dei dipendenti: Come misurare e migliorare la felicità sul posto di lavoro

Do your employees genuinely enjoy their work, or are you assuming they are satisfied? Many organizations overlook the importance of gathering real employee feedback, leading to missed opportunities for improvement. Without structured employee satisfaction surveys, businesses risk low engagement, high turnover, and declining productivity.

A well-designed employee job satisfaction survey helps uncover what’s working, what needs improvement, and how employees truly feel about their roles, leadership, and workplace culture. Understanding these insights allows organizations to enhance retention, boost engagement, and create a more motivated workforce.

But how to conduct an employee satisfaction survey that delivers meaningful results? This guide will walk you through everything—from designing the right questions to analyzing responses and taking actionable steps toward building a happier, more engaged workplace.

Che cos'è un sondaggio sulla soddisfazione dei dipendenti?

Employee satisfaction surveys are designed to determine how happy or unhappy your employees are at your company and in their jobs. 

Chiedere direttamente e regolarmente un feedback ai dipendenti è il modo migliore per ottenere queste informazioni: se non lo chiedete, non ve lo diranno. Il processo delle indagini sulla soddisfazione dei dipendenti ha lo scopo di colmare questa lacuna.

Inviate regolarmente un sondaggio anonimo a tutti i vostri dipendenti - ogni mese, ogni trimestre o ogni anno - e chiedete loro cosa va bene e cosa potrebbe essere migliorato.

There are many different ways to set up your employee satisfaction survey. Some organizations do frequent, short pulse surveys to gauge opinions throughout the year.

Molti datori di lavoro fanno un'unica grande indagine completa una volta all'anno. Alcuni combinano questi due metodi. Si tratta di scegliere quello che funziona meglio per la vostra azienda e per i vostri dipendenti.

Why employee satisfaction survey is important?

It’s easy for leaders and managers to assume that employees are satisfied. After all, you’re offering them a good job and decent pay and benefits. It sounds like it should be enough.

But it’s challenging for higher-level people to know what most employees like and dislike about their jobs. There could be many factors you don’t know about that contribute to their dissatisfaction or things you think of as minor factors that cause great employee happiness.

Le congetture o le supposizioni non vi daranno queste risposte. Ma un'indagine ben progettata sui dipendenti sì. E chiedere la soddisfazione dei dipendenti non è solo un esercizio di benessere.

Avere dipendenti felici e impegnati comporta enormi vantaggi per l'azienda.

💡According to research from the University of Warwick, happy employees are more likely to be productive and engaged - 12% more productive. 

Questo può fare la differenza tra avere un anno di risultati commerciali regolari e superare tutte le aspettative.

Perché le aziende devono condurre un'indagine sulla soddisfazione dei dipendenti?

The thought of “why do an employee satisfaction survey” after all might cross your mind. So here are a few important benefits that employee engagement surveys bring to an organization.

1. Aumenta il coinvolgimento dei dipendenti

È facile rimanere bloccati in una routine lavorativa ed entrare in uno spazio in cui i dipendenti si sentono come se avessero il pilota automatico. In questo caso, è facile trascurare il loro impegno. Tuttavia, non bisogna permettere che ciò accada.

Engaged employees will go the extra mile to reach their role targets. So, you want to make sure that they are engaged.

Condurre regolarmente sondaggi sulla soddisfazione dei dipendenti consente alle aziende di conoscere le opinioni e i pareri dei loro collaboratori sul posto di lavoro. Apportando attivamente dei miglioramenti, dimostrate ai vostri dipendenti che apprezzate il loro feedback.

Simply conducting surveys and taking your employees’ thoughts and opinions into account can do wonders for keeping them engaged. It will help make them feel valued and appreciated to garner a more positive outlook on the company. Increasing an employee’s level of engagement can boost their productivity by 20%!

2. Permette una migliore comprensione

Avete pensato a come si sentono i dipendenti?

Quali sono i loro atteggiamenti (sia positivi che negativi)?

Cosa pensano dei cambiamenti avvenuti?

Sono d'accordo o in disaccordo con loro?

Indagini regolari sulla soddisfazione dei dipendenti possono tracciare e valutare questi sentimenti e sensazioni nel tempo. In questo modo, la direzione può valutare come vengono soddisfatte le esigenze dei dipendenti.

3. Approfondimenti sulla crescita delle organizzazioni

I sondaggi consentono di determinare meglio il percorso di crescita organizzativa. Ad esempio, danno alle aziende la possibilità di valutare aspetti quali:

• ➡ Fornire ai dipendenti gli strumenti adeguati per svolgere il proprio lavoro.
• ➡ L'efficacia delle strutture di leadership
• ➡ The health of the company culture and where it can be improved upon.

Taking it, a step further allows for better insight into how various departments function and the sentiments surrounding that specific department in comparison to others.

Se alcune parti funzionano bene, pensate a come massimizzare questi punti positivi in altri reparti.

4. Permette ai dipendenti di essere ascoltati

Ci vuole un dipendente volitivo per esprimere i propri sentimenti. A volte, essere brutalmente onesti con un manager può non piacere, e allora il dipendente rischia di essere frainteso.

The survey allows employees to have a platform where they can express their views freely in a safe space. Anonymous surveys are an excellent way to get deeper and more honest insights.

Questo perché i dipendenti sanno che non subiranno alcuna ripercussione se esprimeranno le loro opinioni.

"L'uomo è meno se stesso quando parla in prima persona. Dategli una maschera e vi dirà la verità". - Oscar Wilde.

5. Prevede e riduce il turnover dei dipendenti

Gli alti tassi di turnover dei dipendenti sono una preoccupazione per le aziende, perché hanno ripercussioni sul tempo e sul denaro investito nei dipendenti. I sondaggi forniscono indicazioni preziose su come limitare il numero di dipendenti che pensano di andarsene.

Porre le domande giuste consente di ottenere un quadro chiaro di quanto i dipendenti siano soddisfatti del proprio lavoro. Può anche evidenziare ciò che i dipendenti desiderano e di cui hanno bisogno in termini di carriera nel lungo periodo.

Factors that contribute to employee satisfaction

Analizziamo alcuni fattori di soddisfazione dei dipendenti:

1. Stabilità finanziaria e stipendio

For employees, it could be that everything related to job satisfaction comes second to knowing that the company they work for isn’t going to go out of business soon. Financial security takes a lot of stress off one’s shoulders.

So, it makes sense that this is a top contributor to employee satisfaction. For those that feel unsettled in this regard, an employee satisfaction survey could be a platform where these uncomfortable topics can be addressed.

2. Apprezzamento

Se i dipendenti non si sentono valorizzati e apprezzati, si può essere certi che ciò influirà sulla loro produttività. Non solo, ma ben il 79% dei dipendenti che si sono licenziati dichiara che uno dei motivi principali è la mancanza di apprezzamento.

Non tutti i dipendenti si sentiranno sempre abbastanza sicuri o liberi da parlare apertamente di sentirsi sottovalutati.

Può capitare che pensino che il loro duro lavoro sia passato inosservato. Un semplice "grazie" è molto utile per far sì che i vostri dipendenti si sentano apprezzati e stimati.

3. Buone relazioni con i colleghi e la direzione

Often, poor relationships with co-workers or managers can make facing the workday just a little tougher. A lot of the time, the unpleasantness experienced could be resolved through effective communication.

Perhaps even some team-building activities or a weekly team lunch would help? Having good working relationships contributes to employee satisfaction in many ways.

Questo li fa sentire meglio quando vanno al lavoro, aumenta la produttività e il morale e contribuisce a creare un ambiente di lavoro più positivo.

4. Equilibrio tra lavoro e vita privata

È naturale che i dipendenti si sentano sopraffatti se hanno l'impressione che il loro carico di lavoro sia eccessivo e che stiano lavorando per molte ore. I dipendenti non vogliono che il loro lavoro diventi il centro della loro vita.

They want to spend time with their families and friends and have time for their hobbies and other things they love. This is especially true when it comes to millennials.

5. Sviluppo della carriera

Come incentivo, l'apprendimento e lo sviluppo della carriera sono considerati fattori importanti quando si guarda alla soddisfazione dei dipendenti. I dipendenti vogliono sapere che l'azienda per cui lavorano ha un forte interesse a far progredire la loro carriera.

Le aziende offrono loro l'opportunità di apprendere nuove competenze o di sviluppare quelle in cui sono bravi e appassionati? Anche questo aspetto è importante per capire quanto i dipendenti siano disposti a dare di più se sentono di essere investiti regolarmente.

Come misurare la soddisfazione dei dipendenti

Measuring employee satisfaction goes beyond assumptions—it requires structured feedback, data analysis, and continuous improvement. Here are the most effective ways to assess how satisfied your employees truly are:

1. Conduct employee satisfaction surveys

A well-crafted employee satisfaction survey is one of the most reliable ways to measure workplace happiness. Use a mix of quantitative (rating scales, multiple-choice) and qualitative (open-ended) questions to get a comprehensive view. A few key areas to cover include:

• Job role satisfaction
• Equilibrio tra lavoro e vita privata
• Management support
• Career growth opportunities

2. Use employee job satisfaction surveys at key touchpoints

A single survey isn’t enough. Conduct employee job satisfaction surveys at different stages of the employee lifecycle, such as:

• Onboarding surveys – Assess new hires’ first impressions.
• Quarterly or annual engagement surveys – Track long-term trends.
• Exit surveys – Understand why employees leave and how to improve retention.

3. Leverage pulse surveys for continuous feedback

Regular pulse surveys offer real-time insights into employee sentiment. Short, frequent surveys help identify emerging issues before they escalate, making it easier to implement timely improvements.

4. Analyze eNPS (employee net promoter score)

eNPS measures how likely employees are to recommend the company as a great place to work. It categorizes responses into Promoters (9-10), Passives (7-8), and Detractors (0-6) to provide a quick snapshot of overall satisfaction.

5. Monitor workplace engagement metrics

Track employee retention rates, absenteeism, and productivity levels to identify underlying satisfaction trends. High turnover and frequent absences often signal disengagement and dissatisfaction.

6. Conduct one-on-one check-ins & stay interviews

Personal conversations with employees provide deeper insights into their concerns, motivations, and overall job experience. Regular stay interviews help identify what keeps employees engaged and what might push them to leave.

7. Encourage open feedback through anonymous channels

Employees may hesitate to share honest opinions directly. Providing anonymous feedback tools ensures they feel safe expressing concerns, leading to more accurate insights into workplace satisfaction.

Measuring employee satisfaction isn’t a one-time process—it requires ongoing feedback, analysis, and action. By using a combination of surveys, engagement metrics, and direct conversations, organizations can build a workplace culture that values and prioritizes employee well-being.

Measure & Improve Employee Satisfaction with Empuls

Unlock real employee insights with Empuls’ employee satisfaction survey tool. Create customizable surveys, gather honest feedback, and take data-driven actions to boost workplace happiness and retention.

Provate ora i sondaggi Pulse

How to conduct an employee satisfaction survey that delivers actionable insights

A well-executed employee satisfaction survey goes beyond collecting responses—it should reveal real workplace sentiment and drive measurable improvements. Here’s how to structure and execute a survey that provides valuable insights rather than just data.

1. Define a clear objective

Before drafting questions, determine what you want to measure. Are you assessing overall job satisfaction, identifying reasons for turnover, or evaluating leadership effectiveness? A survey without a clear focus will lead to scattered insights that are difficult to act on.

2. Use a mix of question types

Avoid surveys that rely solely on rating scales. Instead, balance quantitative (Likert scale, multiple-choice) and qualitative (open-ended) questions to capture both trends and deeper insights. Examples:

• On a scale of 1-10, how satisfied are you with your career growth opportunities?
• What’s one thing the company could do to improve your work experience?

3. Keep It concise but comprehensive

A survey that takes more than 10 minutes to complete risks low participation. Aim for 15-20 targeted questions covering key areas like:

• Job satisfaction and role clarity
• Leadership and management effectiveness
• Work-life balance and flexibility
• Growth and learning opportunities
• Recognition and workplace culture

4. Ensure anonymity for honest feedback

If employees fear backlash, they will provide diplomatic answers instead of real insights. Use an anonymous survey tool to ensure confidentiality and communicate this clearly in survey instructions.

5. Choose the right timing and frequency

• Quarterly pulse surveys work well for tracking engagement trends.
• Annual deep-dive surveys provide comprehensive insights but require strong follow-up actions.
• Exit surveys capture why employees leave and how retention strategies can improve.

6. Drive participation with transparent communication

Low response rates often stem from poor communication. To increase participation:

• Explain why the survey matters and how feedback will be used.
• Get leadership buy-in—when managers encourage participation, employees are more likely to engage.
• Send reminders but avoid excessive follow-ups that feel pushy.

7. Act on feedback and close the loop

The biggest mistake companies make is collecting data but not acting on it. After analyzing results:

• Share high-level findings with employees—transparency builds trust.
• Prioritize key action areas rather than trying to fix everything at once.
• Assign ownership to HR or leadership teams to implement improvements.
• Follow up with employees to show what’s being changed based on their feedback.

8. Measure the impact over time

A one-time survey won’t fix engagement issues. Compare results over time to assess whether changes are working. If scores remain stagnant, refine the survey questions or explore additional engagement strategies.

When conducted correctly, an employee satisfaction survey becomes a powerful decision-making tool that helps companies retain talent, boost morale, and create a thriving workplace culture

Esempi di domande per il sondaggio sulla soddisfazione dei dipendenti

Now that you know what employee satisfaction surveys are, why they’re vital to your business's success, and what factors truly make employees satisfied, you can think about creating your own employee satisfaction survey.

You can find plenty of employee satisfaction survey question samples: SHRM has a valuable template for creating your own survey. The Gallup 12-question framework is also popular for many businesses to measure engagement and satisfaction.

If you're looking for a complete employee engagement solution, you can work with a system that creates a survey for you, like Empuls.

Volete maggiori indicazioni sulle domande per un sondaggio sulla soddisfazione dei dipendenti? Ecco alcuni suggerimenti per iniziare.

1. Siete ispirati dalla missione e dallo scopo della nostra azienda?

Ai dipendenti piace lavorare in un posto con valori forti e una missione chiara, che si tratti di fare del bene al mondo o di servire i clienti con eccellenza e integrità.

So, how is your company measuring up?

2. Vedete un percorso di avanzamento e di crescita della vostra carriera con noi?

Even if employees enjoy working at your company, they won’t stay satisfied if they don’t see a long-term growth path there. According to research from Deloitte, they will then leave - lack of career development opportunities is the top reason your employees leave to work for another company. So, measuring how you’re doing in this area is very valuable.

3. Vi piace la nostra cultura aziendale?

Forse avete lavorato duramente per creare una cultura consapevole e chiara nel vostro ambiente di lavoro, o forse non sapete da dove cominciare.

Chiedere ai dipendenti se apprezzano la cultura dell'ambiente di lavoro è un buon modo per iniziare a creare una forza lavoro sana e felice.

4. Trova che il suo lavoro sia significativo?

We all want to do work that isn’t just checking off boxes on a to-do list - it has real meaning. Your employees will all have different definitions of meaning in their work but asking them if they feel their work matters in some way is a good way to measure engagement and happiness.

In fact, the ability to do meaningful work is so vital to employees that 9 out of 10 people surveyed by researchers would take a significant pay cut to do work that matters more to them.

5. Come giudica il suo equilibrio tra lavoro e vita privata?

Work-life balance is vital for having happy, productive employees. Burnout from not having enough time off or working long hours all the time drives down satisfaction. 53% of employees say work-life balance is critical to them.

Potreste avere una politica di ferie generosa, ma quanto la cultura aziendale e il management incoraggiano la fruizione del tempo libero?

6. La nostra azienda vi fornisce gli strumenti e le tecnologie per svolgere bene il vostro lavoro?

Se avete dipendenti che amano il loro lavoro e sono bravissimi, ma non date loro gli strumenti essenziali per svolgerlo, saranno frustrati e infelici. Può trattarsi della mancanza di software o computer aggiornati o di altri elementi necessari per svolgere il proprio lavoro.

7. Quanto è soddisfatto del suo lavoro?

Se volete sapere se i vostri dipendenti sono felici sul lavoro, chiedete loro se sono felici! È semplice ma efficace chiedere direttamente il loro livello di soddisfazione.

8. Vi sentite apprezzati per il vostro contributo?

Recognizing and appreciating your employees' contributions to your company every day seems so basic - but so many leaders and managers fail to prioritize it.

Use this question to check how your culture treats employee recognition and if employees feel like their work is valued. If not, you have work to do.

Get Ready-to-Use Employee Satisfaction Survey Templates

Save time and collect meaningful feedback with expert-designed survey templates from Empuls. Choose from customizable templates to measure employee satisfaction, engagement, and workplace culture effortlessly.

Download Templates Now

30 Additional employee satisfaction survey questions you must include

A well-structured employee satisfaction survey should cover multiple aspects of the workplace experience. Here are 30 carefully categorized questions to ensure a comprehensive understanding of employee sentiment.

Employee job satisfaction & role clarity survey questions

Understanding how employees feel about their roles and responsibilities is crucial to maintaining engagement and productivity. These questions assess whether employees find their work fulfilling, aligned with their skills, and clearly defined.

1. Quanto è soddisfatto del suo attuale ruolo e delle sue responsabilità?
2. Do you have a clear understanding of your job expectations and goals?
3. Do you feel your work contributes meaningfully to the company’s success?
4. Are you excited about your daily tasks and projects?

Employee survey questions about workplace culture & environment

A positive workplace culture fosters collaboration, trust, and inclusivity. These questions help identify whether employees feel valued, supported, and comfortable in their work environment.

5. How would you describe the overall work culture in the organization?
6. Do you feel included and respected as part of your team?
7. How comfortable are you sharing ideas and concerns at work?
8. Does the company promote a strong work-life balance?

Employee survey questions about leadership & management

Effective leadership plays a significant role in employee engagement and satisfaction. These questions assess how well managers and leaders support, communicate, and guide their teams.

9. How effectively does your manager provide feedback and guidance?
10. Do you feel comfortable approaching your manager with concerns?
11. Do you believe leadership is transparent about company goals and decisions?
12. How often do you receive recognition and appreciation from your manager?

Employee survey questions about compensation & benefits

Fair pay and benefits directly impact employee motivation and retention. These questions evaluate whether employees feel adequately compensated and supported with perks and incentives.

13. Do you believe your salary fairly reflects your contributions and responsibilities?
14. Are you satisfied with the benefits offered by the company (healthcare, bonuses, paid leave, etc.)?
15. How would you rate the company’s rewards and recognition programs?
16. Do you feel the company provides financial incentives that align with your performance?

Employee survey questions about career growth & development

Employees want to feel like they have room to grow within an organization. These questions explore whether employees feel supported in their professional development and career progression.

17. Do you have opportunities for learning and career advancement?
18. Do you feel that the company invests in your professional growth?
19. Are there clear paths for career progression within the company?
20. How often do you receive constructive feedback that helps you improve?

Employee survey questions about workload & productivity 

Workload management directly affects employee stress levels and engagement. These questions assess whether employees feel supported in maintaining a balanced and productive workflow.

21. Do you feel that your workload is reasonable and manageable?
22. How often do you experience stress or burnout due to work?
23. Are you provided with the necessary tools and resources to perform your job efficiently?
24. Does your team collaborate effectively to achieve shared goals?

Employee engagement & motivation survey questions

Understanding what motivates employees can help businesses build a high-performing workforce. These questions evaluate engagement levels and factors that drive workplace enthusiasm.

25. Do you feel motivated to do your best work every day?
26. Does the company foster an environment that encourages innovation and creativity?
27. Do you feel recognized for your contributions?
28. How satisfied are you with the level of autonomy in your role?

Employee survey questions about company communication & transparency

Clear communication builds trust and strengthens employee commitment. These questions measure how well employees understand company goals and feel informed about business decisions.

29. Do you feel informed about company updates and strategic changes?
30. How transparent is leadership when communicating important company decisions?

A well-structured employee satisfaction survey should address key factors that impact workplace happiness, including role clarity, culture, leadership, compensation, and growth opportunities. Regularly collecting feedback helps companies make data-driven improvements and enhance overall employee experience.

How do you keep employees satisfied at work?

These are just a few sample questions you can include in your employee satisfaction survey. It would be best to prioritize asking questions that link to business goals or areas you’re trying to improve.

Su quali aree è importante concentrarsi?

Ecco le principali categorie che contribuiscono alla soddisfazione dei dipendenti:

1. La cultura

La cultura del vostro posto di lavoro è fondamentale per la felicità dei dipendenti. Avete creato un ambiente pieno di competitività, stress e sovraccarico di lavoro? Oppure siete in procinto di creare una cultura in cui i dipendenti si sentano sicuri, apprezzati e stimolati a crescere?

Your workplace culture might have a clear guiding mission or be composed of unstated norms. But you certainly have one - so work to ensure it’s positive.

2. Collaboratori

Do you have a best friend at work? Your employees might - and that’s a great thing. It leads to twice the engagement level if you do. If you think about it, we spend more time with our coworkers than most other people in our lives.

So, it makes sense that having coworkers you trust, like, and respect is critical to employee happiness. Are you hiring people who create that positive environment?

3. Rapporto con il manager

Managers significantly impact the employee experience's vital parts - the kind of work employees get to do, their career path, and their day-to-day experience at work.

4. L'autonomia

When you hire the best people, you want to trust them to do their jobs well. Micromanaging is frustrating for employees, especially for your top performers who are great at their jobs.

Permettete ai dipendenti di avere autonomia e proprietà sul loro lavoro? Questo porta a una maggiore soddisfazione e felicità.

Empuls: The smart way to conduct employee satisfaction surveys

Understanding employee sentiment is key to fostering a positive work culture. Empuls' employee satisfaction survey tool makes it easy to collect, analyze, and act on employee feedback, ensuring organizations stay connected to their workforce.

Why use Empuls for employee satisfaction surveys?

• Ready-to-use templates & custom surveys – Choose from expert-designed templates or create your own to ask the right questions.
• Automated pulse & lifecycle surveys – Capture real-time feedback at different employee journey stages, from onboarding to exit.
• AI-Driven insights for smarter decisions – Identify key engagement trends, uncover hidden disengagement factors, and take action based on data.
• Seamless feedback collection & sharing – Easily distribute surveys through Slack, Microsoft Teams, or email, making participation effortless.
• Confidential & bias-free responses – Encourage honest feedback with anonymous survey options that build trust and transparency.

With Empuls, organizations can go beyond just measuring satisfaction—they can recognize achievements, boost engagement, and create a thriving workplace.

Conclusione

A well-structured employee satisfaction survey is more than just a feedback tool—it’s a strategic approach to improving workplace culture, boosting engagement, and retaining top talent. Understanding how to conduct an employee satisfaction survey ensures organizations collect accurate, actionable insights that lead to meaningful improvements.

By designing the right employee job satisfaction survey and fostering an environment where employees feel heard, businesses can identify key engagement drivers, address workplace concerns, and enhance overall productivity.

However, collecting feedback is only the first step—acting on survey results is what truly strengthens trust, motivation, and long-term commitment.

When organizations prioritize employee satisfaction, they create a culture where employees are more engaged, productive, and invested in business success.

Domande frequenti