Cara Menjalankan Tinjauan Penglibatan Orang Berkesan & Meningkatkan Pengekalan

A people engagement survey is one of the most effective tools for identifying engagement gaps and making data-driven improvements. Take HubSpot, a fast-growing tech company that struggled with high attrition and low morale. Despite various employee programs, they couldn't pinpoint the root causes of disengagement.

By conducting a People Engagement Survey, HubSpot uncovered key problems like poor communication, unclear career paths, and misaligned benefits. Using these insights, they introduced structured development programs, improved internal communication, and better employee benefits—resulting in higher satisfaction and reduced turnover.

This guide will help you design a People Engagement Survey that gathers valuable insights, asks the right questions, and leverages data to boost engagement and create a thriving workplace.

What are people engagement surveys?

A people engagement survey is a structured method for measuring how connected, motivated, and committed employees feel toward their organization. Unlike traditional satisfaction surveys that assess whether employees are happy at work, engagement surveys go more profound—they evaluate emotional commitment, workplace enthusiasm, and the likelihood of employees going above and beyond in their roles.

Engagement is about more than just enjoying a job—it reflects how invested employees feel in the company’s mission, values, and long-term success. A well-designed people engagement survey helps HR teams and leadership:

• Identify gaps in motivation and workplace culture before they affect retention.
• Measure how well employees connect with leadership, their teams, and company goals.
• Track engagement trends over time and ensure employees feel valued and heard.
• Address pain points such as lack of career growth, poor management, or work-life balance challenges.

People engagement surveys are typically conducted at regular intervals, such as quarterly or bi-annually, to track shifts in engagement and provide real-time feedback. Organizations that prioritize continuous feedback through these surveys are better equipped to drive employee satisfaction, reduce turnover, and foster a positive work environment.

Why are people engagement surveys important?

A disengaged workforce can seriously impact productivity, retention, and overall business success. When employees feel disconnected from their work, they are more likely to underperform, seek new job opportunities, or become disengaged to the point where they mentally check out even if they remain in the organization. 

This is why people engagement surveys are crucial—they provide data-driven insights that help organizations understand how employees feel and take proactive steps to improve engagement.

Key benefits of people engagement surveys

1. Reduce turnover & improve retention

High turnover is expensive, both in terms of recruitment costs and lost institutional knowledge. Engagement surveys help identify the reasons employees may be leaving before they resign, allowing companies to address concerns early.

2. Boost employee productivity & performance

Engaged employees are more committed to their work and consistently perform at higher levels. Organizations with highly engaged teams see increased efficiency, better collaboration, and stronger business outcomes.

3. Enhance workplace culture & employee experience

A strong workplace culture leads to happier employees who feel valued and supported. Engagement surveys help businesses understand what’s driving workplace satisfaction and what needs improvement.

4. Strengthen leadership & managerial effectiveness

Employees don’t leave companies—they leave bad managers. Engagement surveys can reveal leadership blind spots, helping organizations develop better managerial support, coaching programs, and leadership training.

5. Drive data-backed decision making

Instead of relying on guesswork or assumptions, engagement surveys provide quantifiable data that helps HR and leadership make informed, strategic decisions to enhance employee engagement.

Organizations that consistently run people engagement surveys and take action on the results build a culture of trust, transparency, and continuous improvement. Without these insights, companies risk creating a disengaged workforce that leads to lower morale, high attrition, and decreased business performance.

Key metrics measured in people engagement surveys

A well-designed people engagement survey goes beyond general job satisfaction—it examines specific factors that influence how engaged and committed employees feel in the workplace. By measuring these key engagement drivers, organizations can pinpoint what’s working, what’s lacking, and where improvements are needed.

Here are the key metrics that an effective people engagement survey should measure:

1. Job satisfaction & workplace happiness

Understanding whether employees enjoy their work and feel fulfilled is crucial for long-term retention and performance. This metric examines:

• Whether employees find their tasks meaningful and rewarding.
• How satisfied they are with their role, responsibilities, and daily work experience.
• Whether they feel motivated and excited about their work.

2. Leadership & managerial effectiveness

Managers play a critical role in employee engagement. Surveys should assess:

• Whether employees trust their leadership and feel aligned with company goals.
• How well managers support, communicate, and provide feedback to employees.
• Whether employees feel heard and valued by their direct supervisors.

3. Career growth & development opportunities

Employees want to know they have room to grow within the organization. Engagement surveys should measure:

• Whether employees feel there are clear career progression paths.
• The availability of learning and skill development opportunities.
• Whether employees feel supported in their professional growth and aspirations.

4. Work-life balance & well-being

Burnout and stress can significantly impact engagement. Surveys should assess:

• Whether employees feel they can maintain a healthy balance between work and personal life.
• How workload and expectations impact their overall well-being.
• Whether the company provides mental health support and wellness initiatives.

5. Recognition & rewards

Feeling valued is a major driver of engagement. Surveys should evaluate:

• Whether employees feel appreciated for their work.
• The effectiveness of recognition programs and incentives.
• Whether employees believe their contributions are acknowledged by leadership.

6. Workplace culture & team collaboration

A positive and inclusive workplace culture fosters engagement. Surveys should measure:

• Whether employees feel a sense of belonging and inclusion in the workplace.
• How collaborative and supportive teams are.
• Whether employees feel safe to express their ideas and opinions.

7. Organizational alignment & purpose

Employees are more engaged when they feel connected to the company’s mission and values. This metric examines:

• Whether employees understand and support the company’s vision and goals.
• Whether they believe the company’s values align with their values.
• How leadership communicates company priorities and keeps employees informed.

8. Employee net promoter score (eNPS)

This metric measures how likely employees are to recommend the organization as a great workplace. A high eNPS indicates strong employee advocacy, while a low score signals engagement issues that need immediate attention.

By tracking these key engagement drivers, organizations can gain actionable insights into employee sentiment and create strategic plans to enhance workplace satisfaction, performance, and retention.

Drive People Engagement with Actionable Insights

Reka bentuk tinjauan pekerja tersuai, analisis respons dengan AI dan buat keputusan bersandarkan data untuk meningkatkan budaya tempat kerja—semuanya dengan Empuls .

Cubalah Empuls Sekarang

Cara mereka bentuk soalan tinjauan penglibatan orang anda

While crafting your People Engagement Survey questions, focus on those that will result in actionable insight. As the Google example shows, you can run an annual survey like "Googlegeist".

One has to be precise in designing people engagement survey questions to derive meaningful, insightful, and actionable insights. Otherwise, if not done well, it might end up with vague answers and skewed data, leading to inefficient engagement. 

Here are the best practices to follow for designing people engagement survey questions that will drive real insight:

1. Pastikan soalan jelas dan ringkas

Avoid using technical or expert language that could more easily trigger misperceptions among respondents. The questions should be simple and direct. For example, one may ask: How do you perceive the interdepartmental communication channels within this organization? 

How would you rate the communication between different departments?

2. Imbangkan soalan kuantitatif dan kualitatif

Soalan kuantitatif akan merangkumi soalan Likert, seperti: 

Pada skala 1-5, sejauh manakah anda berpuas hati dengan peranan anda sekarang? 

Dan soalan itu akan menghasilkan sesuatu yang boleh diukur dalam data. Soalan kualitatif akan lebih terbuka dan kelihatan seperti: 

Apa yang anda fikir boleh diperbaiki di jabatan anda?

That lets the employee give feedback at greater length. A good Engagement Survey Software will encompass both questions to give a fuller picture of employee engagement.

3. Elakkan memimpin soalan atau soalan dengan berat sebelah

Pastikan semua soalan anda ditulis secara neutral dan tidak akan menimbulkan respons tertentu daripada responden. Sebagai contoh, soalan utama ialah: 

Apakah perasaan anda tentang amalan pengurusan yang baik di syarikat kami?

Assuming practices are good in management. Rather ask, 

How do you feel about our company's management practices?

4. Fokus pada pemacu penglibatan utama

Design questions targeted at significant areas that affect engagement: satisfaction with one's job, relationship with line managers, the growth opportunity within the organization, work-life balance, and appreciation are the key areas. These are areas for which questions may be designed, giving insight into the significant contributory factors impacting engagement. 

5. Tinjauan ujian

Sebelum menghantar Perisian Tinjauan Penglibatan anda kepada seluruh syarikat, ujinya dengan sekumpulan kecil pekerja. Ini akan membolehkan anda menangkap soalan yang mengelirukan atau tidak jelas supaya anda boleh melaraskannya sebelum keseluruhan pelancaran selesai.

Best practices for conducting people engagement surveys

Creating a well-structured people engagement survey is just the first step—how you conduct it determines the quality of responses and the effectiveness of the insights gathered. Poorly executed surveys can lead to low participation, inaccurate responses, and distrust among employees. To ensure high engagement, honest feedback, and actionable results, follow these best practices:

1. Set expectations with clear communication

Employees are more likely to participate if they understand:

• Why the survey is being conducted (e.g., improving workplace culture, career development, leadership support).
• How the results will be used to drive real workplace improvements.
• What changes employees can expect based on the feedback they provide.

2. Assure anonymity for honest responses

Employees may hesitate to give honest feedback if they fear repercussions. To build trust:

• Use third-party survey platforms that ensure anonymity.
• Avoid asking for personally identifiable information.
• Aggregate results by department or team instead of showing individual responses.

3. Keep the survey short & focused

Survey fatigue is real—long, complex surveys often lead to half-hearted responses or dropouts.

• Stick to 10-20 well-structured questions.
• Ensure surveys take no more than 5-10 minutes to complete.
• Prioritize key engagement drivers like leadership, work culture, and job satisfaction.

4. Choose the right timing

The when of conducting a survey matters. Avoid launching surveys:

❌ During peak workload periods (e.g., end of the fiscal year, major project deadlines).

❌ Right after layoffs or significant structural changes, as emotions may skew results.

✅ Ideally, conduct surveys during stable periods when employees can respond thoughtfully.

5. Make participation easy

The more accessible the survey, the higher the participation rate. Ensure:

• Surveys are mobile-friendly so employees can complete them on any device.
• The survey platform integrates with workplace tools like Slack, Microsoft Teams, or HR portals.
• Employees can pause and resume surveys if they need more time to answer thoughtfully.

6. Encourage leadership & managerial support

When employees see leaders actively promoting the survey, they’re more likely to engage.

• Encourage managers to discuss the survey with their teams and emphasize its importance.
• Have senior leaders personally invite employees to participate.
• Show commitment by sharing past survey results and actions taken to build trust.

7. Act on feedback & close the loop

Nothing damages trust more than survey results being ignored. Once feedback is collected:

• Analyze the results thoroughly, identifying trends, strengths, and problem areas.
• Share the findings with employees, summarizing key insights transparently.
• Develop an action plan with concrete steps to address concerns and improve engagement.

A people engagement survey is only as valuable as the actions it inspires. Following these best practices ensures your survey gathers meaningful insights, encourages honest participation, and drives workplace improvements that make employees feel heard and valued.

People engagement surveys with Empuls

A successful people engagement survey goes beyond just collecting feedback—it should lead to actionable insights, meaningful workplace improvements, and a stronger organizational culture. This is where Empuls stands out as a comprehensive employee engagement platform that helps organizations design, distribute, analyze, and act on survey results effectively.

Why Choose Empuls?

✅ Customizable, research-backed surveys: Use pre-built or tailored engagement surveys backed by SHRM and Gallup Q12 models.

✅ AI-driven sentiment analysis: Identify trends, risks, and key engagement drivers with real-time insights.

✅ Automated pulse & lifecycle surveys: Run quarterly pulse surveys, onboarding surveys, and exit interviews effortlessly.

✅ Seamless integration: Conduct surveys directly in Slack, Microsoft Teams, and HRIS platforms like BambooHR and Workday.

✅ Actionable reports & manager nudges: Get AI-powered recommendations and engagement playbooks to guide leadership action.

✅ Mobile-friendly & multi-language support – Ensure high participation across global teams

Untuk membungkus

A well-designed people engagement survey is more than just a tool—it’s a strategic approach to building a motivated, committed, and high-performing workforce. Organizations that consistently measure and act on employee feedback create a culture of trust, transparency, and continuous improvement.

To make engagement surveys truly effective:

• Ask the right questions that uncover meaningful insights.
• Ensure anonymity to encourage honest feedback.
• Act on results by implementing tangible improvements.
• Track progress over time with follow-up pulse surveys.

With Empuls, organizations can go beyond data collection to gain real-time insights, drive engagement, and build a thriving workplace. Investing in people engagement surveys isn’t just about measuring satisfaction—it’s about creating a workplace where employees feel heard, valued, and empowered to succeed.

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