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Employee pulse surveys are complex to get right. To run successful pulse surveys, you should ask questions that will give you responses you can do something with.
Respons yang boleh diukur boleh membantu anda memahami apa yang berfungsi, perkara yang tidak, dan cara memperbaikinya.
Salah satu cara paling mudah untuk mendapatkan jawapan tinjauan yang berjaya ialah bertanya soalan yang betul dengan betul.
💡A few of those traits, as shared by Glassdoor, include:
↠ Employees are engaged and empowered to do their best work.
↠ Honest feedback is valued and encouraged.
↠ Employees have a sense of purpose and understand the impact they make.
Employee engagement is a key driver of business success. Research shows that highly engaged teams increase productivity, profitability, and customer satisfaction while reducing turnover. One of the most effective ways to measure engagement and gather employee feedback is through employee pulse survey questions.
Pulse surveys allow HR teams to collect real-time employee satisfaction, loyalty, and workplace experience insights. However, the effectiveness of these surveys depends on asking the right questions. Well-crafted employee engagement employee pulse survey questions help organizations identify improvement areas, track engagement trends, and take meaningful action.
This guide shares the 37-sample employee pulse survey questions to help businesses assess workplace culture and address key engagement challenges. Inspired by Gallup’s Q12 survey, these research-backed questions can be structured as multiple-choice, Likert scale, or open-ended to provide valuable and measurable feedback.
Download Free Survey Templates to Capture Employee Sentiment
Use expert-designed templates to track employee engagement, job satisfaction, and workplace culture. Get instant access to the templates that fit your needs.
Employee pulse survey questions based on leadership and management
Leaders and managers are key in impacting successful teams and driving organizational change. They help motivate employees and provide them with the resources they need to perform at their best.
Tinjauan nadi pekerja boleh membantu pemimpin dan pengurus memahami kesan mereka terhadap pekerja mereka.
1. Adakah anda memahami misi dan matlamat syarikat kami?
According to Gallup, the mission or purpose of an organization makes employees feel their job is important.
Further, IBM’s Employee Experience Index states that 80% of employees reported a positive experience when their work was consistent with their organization’s core values and mission.
Apabila pekerja terlibat sepenuhnya dan dapat melihat bagaimana kerja mereka berhubung dengan misi dan matlamat mereka, mereka akan bermotivasi untuk melakukan kerja terbaik mereka dan kekal dengan syarikat anda.
Soalan tinjauan nadi penglibatan pekerja ini menunjukkan tahap penglibatan dan komitmen pekerja terhadap syarikat anda.
2. Adakah anda mendapati pemimpin dan pengurus kami kelihatan dan boleh diakses?
According to a recent Forbes article, great leaders are present, visible, and accessible. During uncertainty, such as the COVID-19 pandemic, employees look to leaders for clarity and guidance.
When employees can see and access their leaders, they feel safer, building trust and improving their work performance. Often, and as expected, business leaders are busy and inundated with many responsibilities.
Walau bagaimanapun, ia berfungsi untuk kebaikan organisasi anda jika pemimpin menjadikan diri mereka lebih kelihatan dan mudah diakses. Soalan tinjauan nadi penglibatan pekerja ini memberitahu anda jika pekerja mempercayai pemimpin dan berasa selamat di organisasi anda.
3. Adakah anda merasakan pengurus anda mengambil berat tentang anda sebagai orang?
Think about a time when you knew that someone cared for you at work. How did that impact you and your attitude to work? Employees are not machines. They have feelings that can affect their performance, whether positive or negative.
Pekerja perlu tahu bahawa seseorang mengambil berat tentang kejayaan mereka.
Employee pulse survey questions based on employee experience
Employee experience determines if an organization is where employees WANT, not NEED to show up to work.
A great employee experience predicts twice the innovation and 25 percent greater profitability in organizations. Since experiences help us connect with and build relationships with others, measuring the employee experience is essential.
4. Bagaimana kemungkinan anda mengesyorkan syarikat kami kepada rakan-rakan?
Companies looking to gain a competitive advantage in their labor market have to pay attention to their employer brand because exceptionally skilled candidates tend to evaluate potential employers before moving ahead with the recruitment process.
Penyelidikan telah menunjukkan bahawa "mulut ke mulut seolah-olah menjadi sumber berpengaruh maklumat pekerjaan positif dalam pelbagai peringkat proses pengambilan."
Oleh itu, jika pekerja anda berasa selesa dan bangga bekerja di syarikat anda, mereka lebih cenderung untuk mempublikasikan syarikat mereka sebagai tempat yang bagus untuk bekerja. Soalan ini memberitahu anda sama ada pekerja anda percaya kepada apa yang dilakukan oleh organisasi anda dan jika mereka berasa bangga untuk bekerja di sana.
5. Adakah anda mendapati makna dalam kerja anda?
A study in the Harvard Business Review has shown that “more than 9 out of 10 employees are willing to trade a percentage of their lifetime earnings for greater meaning at work.”
Other empirical research has “linked meaningful work to important work outcomes such as job satisfaction, work motivation, engagement, performance, citizenship behaviors, and attachment to occupations and organizations.”
Pekerja memerlukan tempat kerja di mana mereka boleh menggunakan kemahiran mereka, berhubung dengan tujuan yang lebih besar, dan mengalami budaya kerja yang kuat dan menyokong.
Adalah penting untuk menyemak dengan pekerja anda untuk mengetahui apa yang mendorong mereka untuk bekerja setiap hari dan mencari cara untuk membantu mereka kekal bermotivasi.
Employee pulse survey questions based on work-life balance
Pekerja yang tidak mempunyai keseimbangan kerja-kehidupan menjadi terdedah kepada tekanan tempat kerja yang teruk, seperti keletihan pekerja.
Consequently, companies suffer from poor employee engagement, low productivity, and high turnover. Employers need to ensure that workers enjoy a healthy balance between their work and personal needs.
6. Adakah anda merasakan syarikat kami mengambil berat tentang kesejahteraan mental dan fizikal anda?
Ignoring employees’ mental or physical health has financial implications for companies. According to the World Health Organization, work stress can lead to physical and mental health problems, resulting in lost productivity.
The cost of illness covers the amount spent on medications, hospitalizations, emergency care, and days off from work. A pulse survey can help you know employees' physical or mental stress sources and identify how your company can support them.
7. Adakah anda mendapati masa yang cukup untuk berehat dan memberi tumpuan kepada keperluan peribadi anda?
The regular 9-to-5 work schedule is gradually becoming extinct because technology has blurred the lines between work life and personal life. We once considered evenings, weekends, and holidays as personal time.
Walau bagaimanapun, kerja nampaknya telah mengambil alih masa peribadi kerana syarikat mengharapkan pekerja tersedia dan boleh diakses pada bila-bila masa.
Sifat kerja yang bertindih ini memberi kesan kepada ramai pekerja dan membawa kepada kemerosotan dalam kesihatan dan kesejahteraan pekerja. Adakah persekitaran kerja anda menggalakkan keseimbangan kerja-kehidupan? Adakah pekerja gembira dengan bertindak balas terhadap kerja, walaupun pada masa mereka?
Employee pulse survey questions based on diversity and inclusion
Research from Catalyst has found diversity and inclusion beneficial to individuals, organizations, teams, and society.
Di antara banyak faedah memaksimumkan bakat, meningkatkan produktiviti, dan mengekalkan jenama majikan yang positif, syarikat dengan kepelbagaian yang lebih besar lebih inovatif dan mendapat lebih banyak pendapatan daripada produk dan perkhidmatan baru.
Kami telah mengenal pasti dua soalan yang perlu anda tanyakan kepada pekerja anda dalam kategori ini:
8. Adakah anda merasa diterima dan dihormati di tempat kerja?
Treating all employees with respect plays a significant role in creating a culture of inclusiveness. A diverse workplace typically consists of people with different demographic identities.
Walaupun sesetengah identiti itu kelihatan, yang lain tidak. Tidak kira identiti yang dibawa oleh pekerja, seperti jantina, bangsa, asal negara, status sosio-ekonomi, orientasi seksual, umur, atau kecacatan, mereka perlu merasa diterima dan dihormati.
According to Glassdoor, candidates evaluate companies and job offers for diversity. This question tells you if employees consider your workplace truly diverse and inclusive.
9. Adakah anda selesa menyumbang pendapat anda kepada organisasi kami?
Do you focus on the same faces or voices during every meeting? It could be that only the opinions of senior managers seem to matter over the rest of your team.
Globally, only one in four employees agree that their opinions matter at work, according to Gallup. Companies need to be intentional about creating opportunities for employees to share their ideas and opinions.
You’ll notice that many of the companies with ground-breaking innovations are companies that value diversity and inclusion. For example, Apple recognizes that an inclusive and diverse workforce drives innovation and makes them stronger. This pulse survey question will help you identify and support diverse voices.
10. Adakah anda merasakan syarikat kami komited untuk memupuk tempat kerja yang pelbagai dan inklusif?
Many companies make bold promises about diversity and inclusion, but the data and recent events show slow progress. Is your company a truly diverse and inclusive workplace?
Does everyone on your executive team look or think the same? With this pulse survey question, you’ll find out what your employees feel about your company’s diversity, equity, and inclusion practices.
Download Free Survey Templates to Capture Employee Sentiment
Use expert-designed templates to track employee engagement, job satisfaction, and workplace culture. Get instant access to the templates that fit your needs.
Employee pulse survey questions based on support
Memberi sokongan kepada pekerja dapat membantu mereka melakukan yang terbaik, merasa dihargai, dan terlibat di tempat kerja.
11. Do you understand the duties and expectations of your role?
Ideally, managers should address job duties and expectations during onboarding; however, not many companies give onboarding the priority it needs.
As a result, employees struggle to perform well in their roles. According to Gallup Q1, “clear expectations are the most basic employee need,” contributing to better employee engagement.
Employees must see how their roles connect to the entire organization or existing team projects. This pulse survey question will uncover why employees struggle or whether you need to revamp your onboarding process.
Employee pulse survey questions based on job satisfaction & work environment
A positive work environment plays a major role in employee satisfaction and engagement. When employees feel valued, supported, and equipped with the right tools, they are more likely to stay productive and motivated. These employee pulse survey questions help organizations assess how employees perceive their roles and overall workplace experience.
12. How satisfied are you with your current role and responsibilities?
Employees who find their work fulfilling are more likely to stay engaged. This question helps identify whether employees feel challenged, aligned with their job roles, or in need of better role clarity.
13. Do you feel your work contributes meaningfully to the company’s goals?
Employees want to know that their efforts have an impact. If they feel disconnected from the company’s vision, engagement levels may drop. This question helps assess whether employees see a clear link between their work and company success.
14. Are you provided with the necessary tools and resources to do your job effectively?
A lack of proper tools or outdated systems can frustrate employees and reduce productivity. This question identifies whether there are gaps in technology, training, or workplace support that need to be addressed.
15. Do you feel comfortable discussing work-related concerns with your manager?
Employees need to feel safe voicing their concerns without fear of judgment or backlash. If employees hesitate to share feedback, issues may remain unresolved, leading to disengagement.
16. How would you rate your overall work-life balance?
An imbalance between work and personal life can lead to burnout and decreased motivation. This question helps determine if employees are overworked or if they feel supported in maintaining a healthy balance.
17. Do you feel recognized and appreciated for your contributions?
Recognition plays a key role in keeping employees motivated. If employees don’t feel appreciated, they may disengage or look for opportunities elsewhere. This question helps gauge the effectiveness of an organization’s recognition efforts.
Employee pulse survey questions based on workplace culture & inclusion
An inclusive workplace fosters collaboration, trust, and a sense of belonging. Employees who feel respected and included are more likely to contribute meaningfully and remain committed to the organization. These questions help evaluate whether employees feel valued and supported within the workplace culture.
18. Do you feel valued and respected by your colleagues?
Employees thrive in environments where mutual respect is a priority. This question measures how well teams collaborate and whether there are any concerns regarding interpersonal relationships.
19. How inclusive do you find the company’s culture?
A truly inclusive workplace makes employees feel accepted regardless of their background, gender, or beliefs. This question helps organizations assess whether their diversity and inclusion efforts are effective.
20. Have you experienced or witnessed any workplace bias or discrimination?
Bias and discrimination can erode trust and morale. Organizations must identify any underlying issues and address them proactively to create a fair and equitable work environment.
21. Do you feel comfortable expressing your opinions and ideas at work?
Employees should feel safe sharing feedback and contributing ideas without fear of criticism. If employees hesitate to speak up, it may indicate a lack of psychological safety in the workplace.
22. Does the company promote a positive and inclusive work environment?
An inclusive workplace is more than just policies—it’s about day-to-day experiences. This question helps measure how well employees perceive the company’s commitment to fostering an inclusive culture.
23. How well does leadership support diversity, equity, and inclusion initiatives?
Leadership plays a crucial role in driving an inclusive culture. This question helps assess whether employees feel that DEI initiatives are more than just symbolic efforts and whether leadership is actively involved in creating a diverse and fair workplace.
Measure Employee Sentiment in Real Time with Pulse Surveys
Keep track of engagement levels with Empuls’ employee pulse survey. Get instant feedback, identify concerns, and take action to create a more engaged workforce.
Employee pulse survey questions based on growth & career development
Employees want to grow within their organizations. If they don’t see clear opportunities for development, they may look elsewhere. These questions help assess whether employees feel supported in their professional growth and whether the company offers meaningful career advancement opportunities.
13. Do you feel you have enough opportunities to grow within the company?
Employees who see a future within their organization are more likely to stay engaged. This question helps assess whether employees feel they have room to advance or if they see career growth as limited.
24. Does your role challenge you and help you develop new skills?
Employees want work that challenges them and helps them grow. If their role feels repetitive or stagnant, engagement may decline. This question measures whether employees feel intellectually stimulated in their roles.
25. How satisfied are you with the training and development opportunities available?
Continuous learning is essential for employee growth. If employees feel that training programs are lacking, they may struggle to keep up with industry trends or feel undervalued.
26. Do you receive mentorship or guidance for career progression?
Employees benefit from mentorship programs that help them navigate their careers. This question helps determine if employees feel supported in their professional development.
27. Do you feel supported in achieving your professional goals?
Employees should feel that their managers and the organization are invested in their long-term career success. This question helps assess whether employees feel encouraged to pursue their aspirations.
28. How often do you discuss career growth with your manager?
Regular career discussions help employees stay on track and set realistic goals. If career growth conversations are rare, employees may feel uncertain about their future within the organization.
Employee pulse survey questions based on change management
Change is inevitable in any organization, but how it is managed determines whether employees embrace it or resist it. Effective change management ensures employees feel informed, supported, and engaged during transitions. These pulse survey questions help assess how employees perceive organizational changes and whether they feel equipped to navigate them.
29. Do you feel well-informed about recent changes in the organization?
Clear and timely communication is essential for managing change effectively. If employees feel left in the dark, uncertainty and resistance can grow. This question helps gauge whether leadership is providing enough information about changes.
30. Do you understand how these changes will impact your role?
Employees need clarity on how changes affect their daily responsibilities. Without a clear understanding, they may feel anxious or disengaged. This question helps identify whether additional guidance is needed.
31. Do you feel leadership is managing this change effectively?
Employees look to leadership for direction during transitions. If leadership appears unprepared or disconnected, employees may struggle to trust the process. This question helps measure confidence in leadership’s ability to navigate change.
32. Do you feel supported in adapting to recent changes?
Support from managers and peers is crucial in helping employees adjust to change. If employees feel unsupported, morale and productivity may decline. This question identifies whether employees have the necessary resources and encouragement.
33. Do you have the tools and training needed to succeed in this new environment?
Organizational changes often require employees to learn new skills or use new tools. If proper training isn’t provided, employees may feel overwhelmed or underprepared. This question helps assess whether additional training or resources are needed.
Employee pulse survey questions based on total rewards
Total rewards encompass an employee’s base pay, bonuses and incentives, benefits, recognition, advancement opportunities, and other perks in human resources management.
At Empuls, we believe in bringing your organizational values to life by aligning rewards with your mission and goals. It’s necessary to help your employees understand how their actions contribute to organizational growth.
Kami telah mengenal pasti empat soalan untuk membantu anda meneroka bagaimana perasaan pekerja tentang jumlah program ganjaran syarikat anda.
34. Do you feel appreciated for your work contributions?
35. How satisfied are you with our current employee benefits?
36. Do you have opportunities to learn and develop new skills?
37. Do you feel that our company supports your career goals?
Total rewards are helpful because they help to attract, retain, and motivate talent.
Empuls: The smart way to design employee pulse survey questions
Crafting the right employee pulse survey questions is crucial for gathering meaningful feedback and improving workplace engagement. Empuls' pulse survey tool simplifies this process, helping organizations create targeted, research-backed questions that uncover real employee sentiment.
How Empuls enhances your pulse surveys
- Expert-designed question templates: Access pre-built, research-backed employee pulse survey questions that measure engagement, motivation, and workplace satisfaction.
- AI-driven analytics: Identify patterns and trends in employee responses, making it easier to address concerns and improve engagement strategies.
- Real-time feedback loop: Automate surveys to run regularly, ensuring continuous employee feedback without overwhelming your workforce.
- Confidential & anonymous surveys: Foster trust and encourage honest responses with built-in privacy settings.
- Seamless integration: Easily launch surveys within Slack, Microsoft Teams, or email, allowing employees to respond without disrupting their workflow.
With Empuls' employee pulse survey tool, organizations can create well-structured, effective survey questions that lead to actionable insights and real improvements in workplace engagement.
Kesimpulan
A well-designed employee pulse survey is a powerful tool for understanding employee sentiment, identifying challenges, and driving positive workplace changes. However, the effectiveness of these surveys depends on asking the right questions—ones that are targeted, clear, and aligned with your organization’s engagement goals.
Organizations can gain actionable insights and address concerns before they escalate by including questions related to job satisfaction, leadership, workplace culture, and growth opportunities. It’s equally important to analyze responses, communicate the results transparently, and take meaningful action to show employees that their feedback truly matters.
When used effectively, employee pulse survey questions improve employee engagement and retention and foster trust, collaboration, and organizational growth. Create a survey process that empowers your workforce, promotes open dialogue, and leads to long-term improvements in employee satisfaction and productivity.
Soalan lazim
1. How often should employee pulse surveys be conducted?
The frequency depends on your organization’s goals. Some companies conduct monthly pulse surveys to track engagement trends, while others prefer quarterly or biannual surveys to avoid survey fatigue while still capturing meaningful insights.
2.What types of questions should be included in an employee pulse survey?
A well-rounded pulse survey should include job satisfaction, leadership effectiveness, workplace culture, career growth, and work-life balance questions. These help organizations identify key areas of improvement and understand employee sentiment.
3.How can we ensure employees provide honest feedback in pulse surveys?
Anonymity and transparency are key. Let employees know that their responses will remain confidential and that feedback will be used for positive workplace improvements. Regularly acting on survey insights also encourages honest participation.
4. What should we do after collecting employee pulse survey responses?
After analyzing survey results, share key findings with employees, acknowledge areas of concern, and outline the steps the company will take to address them. Following up with visible improvements builds trust and encourages future participation.
5. How do pulse surveys differ from annual employee engagement surveys?
Annual engagement surveys provide a broad, in-depth analysis of workplace satisfaction, while pulse surveys offer frequent, real-time feedback on specific issues. Pulse surveys help track ongoing engagement trends and allow for quicker interventions.
