How to Conduct an Associate Engagement Survey: Questions to Ask

Engaged employees drive business success. They’re more productive and less likely to leave, directly impacting your bottom line. Gallup’s 2025 State of the Global Workplace report shows that fully engaged employees could add $9.6 trillion in productivity. But how do you determine your team's level of engagement?

That’s where the associate engagement survey comes in. It offers data on how your employees feel about their work, including the company culture and leadership. An effective survey can uncover issues early and track satisfaction over time, helping you build a stronger team. Let's explore what an associate engagement survey is, why it matters, the types of questions to ask, and how to use the results to drive change in your business.

What is an Associate Engagement Survey?

An associate engagement survey measures how connected your employees feel to their work, their coworkers, the leadership, and your company’s mission. It differs from satisfaction surveys that focus on surface-level contentment. The employee engagement survey questions dig deeper into motivation and emotional investment.

Engaged employees contribute because they feel valued and see how their work ties to company success. This sense of purpose often leads them to stay longer and perform at higher levels. For small businesses, the impact is even greater. You can act on feedback quickly and use the data to build a stronger company culture. Combine that agility with the fact that highly engaged teams tend to see higher profits, and it can make a real difference.

Employee Engagement Survey Questions to Include

Engagement surveys balance various questions to capture a complete picture of employee sentiment. Start with broad questions, then narrow them down to specific areas that matter most to your business. The more you survey your employees over time, the more you’ll be able to see which questions provide the best insights for action. Here are some questions you can ask:

Work Satisfaction Questions

• How satisfied are you with your current role and responsibilities?

• Do you have the resources and tools needed to do your job well?

• How would you rate your work-life balance?

Management and Leadership Questions

• Do you feel supported by your direct supervisor?

• How often do you receive feedback about your performance?

• Does management communicate company goals clearly?

Growth and Development Questions

• Are you satisfied with the professional development opportunities you have?

• Do you feel your career is progressing at an appropriate pace?

• Would you recommend this company as a great place to work?

Company Culture Questions

• Do you feel your contributions are valued and recognized?

• How well do you collaborate with your coworkers?

• Do you understand how your work contributes to company success?

Choose your associate engagement survey questions thoughtfully and consider the survey's overall length. Too many questions, and you may see lower completion rates. If your survey is too short, you might miss important insights. Aim for 15–25 questions that mix rating scales and multiple choice. You should include a few open-ended prompts as well. For the best balance, blend proven survey questions with unique ones tailored to your organization's specific context.

How to Interpret Employee Appreciation Survey Results

Survey results tell a story, but you may need to read between the lines to understand what your team really needs. Here’s how to interpret the results:

• Look at Response Rates: Low participation often signals that employees don't trust the process or doubt that changes will happen.

• Focus on Patterns: If multiple employees express similar concerns about workload or communication, it's a clear indication that these areas require attention. Open-ended questions and their answers often provide context that numbers alone can't capture.

• Compare Results Across Departments: New employees might have different concerns than long-term team members. Department-specific issues might require targeted solutions rather than company-wide changes.

• Look for Disconnects: You might think your open-door policy is working well, but survey results may show a different reality. They could reveal that employees feel uncomfortable approaching management with concerns.

• Set Benchmarks: Track improvements over time to see whether the changes you implement actually work. Many small businesses see meaningful enhancements within six months of addressing concerns.

Act on Survey Data to Improve Employee Satisfaction

Collecting feedback via an associate engagement survey is only the first step. To build trust and drive real change, you need to act on what you learn. Here are some steps to guide you:

1. Create Measurable Goals: Survey results without action plans or changes often disappoint employees. Use the feedback to create clear goals and communicate them.

2. Build Momentum: Small changes, like flexible lunch breaks, show immediate commitment and build trust for changes that take longer to execute.

3. Address Systemic Issues: Systemic problems, such as unclear career paths or poor training, require long-term solutions. Set realistic timelines and keep employees updated.

4. Involve Your Employees: Form small committees or focus groups to brainstorm improvements. It gives them a voice and increases buy-in for the changes.

5. Budget for Improvements: Some improvements, like new equipment or process upgrades, require financial investment. Consider these costs as investments in productivity and a stronger employee retention strategy.

Getting Results With Honest Feedback

Gathering honest feedback from your team isn’t easy. The right approach can turn awkward silence into valuable insights. Use the tips below to foster trust and open communication.

• Keep it Anonymous: Honest feedback happens when employees feel safe. Use third-party tools to conduct anonymous surveys, particularly for sensitive topics. If you're using internal systems, clearly explain how you'll protect anonymity. Never try to identify who said what, even if responses seem negative.

• Pick the Right Time: Timing also affects survey success. Avoid busy seasons or stressful company moments. Give your employees enough space to respond. 

• Be Transparent: Let employees know why you’re running the survey and how you’ll use the results. 

• Follow up: If you promised changes after a survey, update your team on progress before launching a new one. Otherwise, you risk losing their trust. 

• Consider Other Surveys: Other surveys, such as employee pulse surveys, keep feedback flowing. They help you spot issues early and show an ongoing commitment to employee feedback.

Enhancing Workplace Engagement with Justworks

Over time, the results you get from your associate engagement survey questions provide you with the insights you need to build stronger teams and create positive workplace change. Still, managing employee engagement while handling all your other business responsibilities can feel overwhelming.

The right technology can help. Justworks provides comprehensive HR tools and expert support to help your small business create better employee experiences. From benefits administration to compliance management, our platform streamlines HR processes so that you can focus on your team and growth. Get started with Justworks today.