Engagement survey options

The Total Engagement survey is the most comprehensive option available in 15Five. Taking about 7 minutes to complete, it combines everything you need to deeply understand employee engagement and what’s driving it.

This survey includes:

• The 7 core statements used to calculate your Engagement Score
• Statements aligned to the 17 drivers of engagement, so you can identify what’s helping — or hindering — engagement across your organization
• The 8 Manager Effectiveness survey statements, which capture how employees perceive their direct manager’s support, leadership, and impact
• An eNPS (Employee Net Promoter Score) question and open response, measuring employee loyalty and organizational commitment

The Engagement Score survey is a streamlined option that includes only the 7 core statements used to calculate your organization’s overall Engagement Score. It’s a fast, focused way to assess how employees are feeling about their work — without the added detail of driver-level insights.

The Engagement + Drivers survey includes the 7 questions used to calculate your organization's overall Engagement Score plus questions aligned with 17 key drivers of engagement for a deeper look at what’s shaping the employee experience.

This survey is designed to help you evaluate manager effectiveness across your organization based on 15Five’s core manager competencies. It collects anonymous feedback from employees about their direct managers, offering a clear picture of how managers are supporting, developing, and leading their teams.

The results from this survey can also be integrated into your organization’s HR Outcomes Dashboard, giving you a powerful way to track and measure manager effectiveness over time.

Help Center article 💡: Run a Manager Effectiveness Engagement Survey

When you include the Employee Net Promoter Score (eNPS) in your engagement campaign, employees are asked a simple but powerful question: “On a scale from 0 to 10, how likely are you to recommend [Organization] as a great place to work?”

They’ll also have the opportunity to provide context by answering an open-ended follow-up: “What was the primary reason for your answer?”

This survey helps you gauge overall employee loyalty and advocacy, and the optional comments give valuable insight into the “why” behind the score.

Help Center article 💡: Add eNPS to an engagement campaign

When employees have autonomy in their work, they are trusted to use their expertise to make decisions about how to do their jobs. Autonomy helps us understand where employees may feel micro-managed or empowered in their roles.

The statements included in this driver survey are:

• I can make meaningful decisions about how I do my job.
• I have the freedom to do my job in the best way I see fit.
• I am not micro-managed at my job.

Capacity reflects how employees feel about the emotional and psychological resources that are needed to invest themselves in their roles. Think of capacity as a gas tank that employees rely on to determine what they can bring to their daily work.

The statements included in this driver survey are:

• I am confident in my ability to handle competing demands at work.
• I am confident in my ability to deal with problems that come up at work.
• I am confident in my ability to think clearly at work.

The coworker relationships driver points to positive relationships among employees that work closely together. When there are rewarding interactions and healthy communication between coworkers, this can lead to a higher level of engagement.

The statements included in this driver survey are:

• My coworkers value my input.
• I trust my coworkers.
• My coworkers and I have mutual respect for one another.

The Fairness driver reflects how employees feel about the rewards and treatment of individuals within the organization. It helps us to understand if their perception is that employees are treated fairly on unfairly.

The statements included in this driver survey are:

• Decisions here about people are made using a fair process.
• I feel the rewards I get are equitable given the work I do.
• Overall I feel this organization is just and fair in the way it treats and rewards employees.

The feedback driver measures how employees feel about the feedback they receive at work. This driver helps leaders understand the effectiveness of their communication with employees.

The statements included in this driver survey are:

• I get sufficient feedback about how well I am doing.
• I get feedback that is constructive.
• I receive feedback on a regular basis.

Goal Support measures how organizations help to remove barriers and enable employees to achieve their work goals. It helps us understand if employees feel blocked from achieving outcomes due to circumstances in their work environment or related to organizational processes.

The statements included in this driver survey are:

• There is a great support system at this organization that helps me achieve my work goals.
• My organization helps to limit the number of distractions that keep me from achieving my goals.
• My organization provides me with what I need to help achieve my goals.

This driver allows you to see if your leaders are available: that is, approachable, visible, accessible, and readily available to all employees in the organization.

The statements included in this driver survey are:

• The leaders of this organization are often connecting with people at work.
• The leaders of this organization make themselves available to the employees.
• The leaders of this organization can be easily reached by the employees.

Leader Integrity is the perception of leaders, based on their commitment to do what is best for employees and the company and their ability to follow through on that commitment.

The statements included in this driver survey are:

• The leaders in this organization follow through with what they say they are going to do.
• The leaders in this organization are reliable.
• I can depend on the leaders of this organization.

This driver measures the relationships between employees and their managers. It looks at how the employee feels about being respected, treated fairly, and developed.

The statements included in this driver survey are:

• My manager treats me fairly in the way they interact with me.
• My manager helps me develop confidence in my own ability to do my job well.

This driver measures the extent to which employees feel their work has value and purpose. It reflects how the organization helps employees find a sense of value in their roles, including aspects like purpose, financial reward, status, and influence.

The statements included in this driver survey are:

• My job activities are personally meaningful to me.
• I feel that the work I do on my job is valuable.
• The work I do on this job is very important to me.

The Professional Development driver measures whether or not the organization promotes and encourages employees' professional development.

The statements included in this driver survey are:

• I am encouraged to expand my skills and abilities.
• There is someone at work who encourages my professional development.
• I have opportunities to increase my influence in the organization.

The Psychological Safety driver measures an individual's sense that they can show and employ their true selves at work without fear of negative consequences to self-image, status, or career.

The statements included in this driver survey are:

• I am not afraid to be myself at work.

• I do not sense any kind of threatening environment at work.

• I am free to express my opinions at work.

The Purpose driver is intended to assess the employee's understanding, belief, and alignment with your organization's purpose. Organizations express this in different ways so our survey items are general expressions of understanding and alignment.

The statements included in this driver survey are:

• I know why this organization exists.
• I feel a shared sense of purpose with my work group.
• I have a good idea of what this organization is trying to accomplish.

Taking time to rest is an integral part of the work experience. This driver measures whether the organization gives employees a sense that they can take time off when needed.

The statements included in this driver survey are:

• I feel like I can take a vacation when I need it.
• I feel like I can take personal time off when I need it.

The Role Clarity driver measures whether the organization connects an employee's daily work tasks to the purpose of the business and provides clarity about what that work is.

The statements included in this driver survey are:

• Overall, I have a good understanding of what I am supposed to be doing in my job.
• There is a clear link between what I do and organizational objectives.
• I understand how my role fits into the purpose of the organization.

Safety is the sense within an individual that they can show and employ their true selves at work without fear of negative consequences to self-image, status, or career.

The statements included in this driver survey are:

• I am free to express my opinions at work.
• I do not sense any kind of threatening environment at work.
• I am not afraid to be myself at work.

Shared Values are a measure of an employee's relationship with their coworkers. In this driver, employees reflect on whether or not their coworkers share common work attitudes.

The statements included in this driver survey are:

• The people who work here share common work values.
• I have shared work values with my coworkers.

The Utilization driver measures whether or not the organization effectively uses employees' abilities and skills in their roles.

The statements included in this driver survey are:

• My job challenges me in a positive way.
• My skills are being utilized to their fullest potential.
• My job makes good use of my skills and abilities.

This survey helps you evaluate employee sentiment about the current benefits provided and gather feedback on potential improvements. Employees are asked to respond to the following statement using a 5-point Likert scale (from Strongly disagree to Strongly agree):

• Do you feel that the benefits currently offered are adequate?

This survey helps you assess employee burnout levels and identify areas for improvement. Employees are asked to respond to the following statements using a 5-point Likert scale (from Strongly disagree to Strongly agree):

1. My work hours rarely interfere with my personal life.
2. I receive feedback from my manager on a regular basis.
3. There are career growth opportunities for me at this organization.
4. I feel that I am able to meet the deadlines set for me at work.
5. The number of hours I work each week is reasonable.
6. I get sufficient feedback from my manager about how well I am doing.
7. I have a promising future with this organization.
8. I am confident in my ability to handle competing demands at work.
9. I have adequate time to recover after periods of heavy work.
10. I am satisfied with how often my manager communicates with me.
11. Overall I feel this organization is just and fair in the way it treats and rewards employees.
12. The responsibilities of my job are clear.
13. I feel like I can take a vacation when I need it.
14. My manager cares about me as a person.
15. I am proud of how this organization treats its employees.
16. Overall, I have a good understanding of what I am supposed to be doing in my job.
17. I am rarely overwhelmed by pressure at work.
18. My manager understands what situations create stress for me.
19. This organization values the work that I do.
    It is clear which work responsibilities belong to me versus my colleagues.

In addition to these questions, employees are asked to provide an open-ended response to the question, "What suggestions do you have for this organization to help prevent or better manage issues related to employee burnout?"

This survey helps you gain insights into remote employees' well-being by identifying challenges like burnout and distractions while gathering feedback on work support. Employees are asked to respond to the following statement using a 5-point Likert scale (from Strongly disagree to Strongly agree):

1. I feel like I need a day off.
2. I often feel tired before I start work for the day.
3. I feel emotionally drained while working.
4. After work I have enough energy for my personal life.
5. I feel like I can take personal time off when I need it.
6. At home, I have a dedicated workspace that I am using.
7. I am regularly distracted while working from home.
8. Working from home is causing work and home life to combine in unhealthy ways.
9. I have sufficient direction for my work each day.
10. I have freedom to do my job in the best way I see fit.

In addition to these questions, employees are asked to provide an open-ended response to the question, "What could your manager and/or organization change to help you be healthy and effective while working from home?"

This survey helps you evaluate retention and turnover risk by assessing employees' commitment levels to the company, confidence in its future, and suggestions for improvements. Employees are asked to respond to the following statement using a 5-point Likert scale (from Strongly disagree to Strongly agree):

1. I rarely think about looking for a job somewhere else.
2. I see myself working here for at least the next year.
3. I believe we are going to be successful over the next three years.

In addition to these questions, employees are asked to provide an open-ended response to the question, "What could the organization do to retain you as an employee?"

This survey helps you identify areas for improvement and gather feedback on fairness, respect, and belonging in the workplace, ensuring every voice is heard. Employees are asked to respond to the following statement using a 5-point Likert scale (from Strongly disagree to Strongly agree):

1. Employees at my organization are treated fairly on the basis of race, ethnicity, gender, gender identity, sexual orientation, and age.
2. Leaders at my organization have made me feel I can approach them regarding issues of fairness, equity, inclusion, and diversity.
3. My organization is taking action to address issues of fairness, diversity, equity, and inclusion.
4. Diversity and inclusion should be a top priority at my organization.
5. I would feel comfortable speaking up if I saw unfairness, discrimination, or injustice.
6. I am comfortable discussing matters of diversity and inclusion with my manager.
7. My manager has shown a commitment to diversity and inclusion.
8. My organization would take strict action against discrimination or prejudice.
9. The people I work with every day respect employees of different races, sexual orientations, genders, gender identities, and ages.
10. My organization communicates frequently about its diversity policies and practices.
11. I'm proud of the progress my organization is making on issues related to fairness, diversity, and inclusion.
12. People of all backgrounds have a fair chance to be hired and promoted at my company.
13. On the whole, I feel I am treated fairly and with respect by the people I work with.
14. I have never witnessed or experienced any form of discrimination or prejudice at my organization.
15. I consider myself a part of a member of a minority or marginalized group.

In addition to these questions, employees are asked to provide an open-ended response to the question, "What suggestions do you have to help the organization to improve in areas of diversity, inclusion, and fairness?"

The 7 statements used to calculate your Engagement Score are:

1. The work that I do gives me a sense of pride.
2. I feel a sense of happiness when I am working very hard.
3. I find it very easy to stay focused on what is most important for me to accomplish at work.
4. I find my work to be full of meaning and purpose.
5. When I wake up, I feel like going to work.
6. I am able to get into a state of complete focus while working.
7. I love the feeling of working.

Each question is answered on a 5-point Likert scale (from Strongly Disagree to Strongly Agree).

You can find the specific statements used to calculate how your team is performing with regard to specific engagement drivers in the "Engagement Driver Surveys" section of this article.

The 8 statements used to measure manager effectiveness are based on 15Five's manager effectiveness competencies. Employees respond anonymously to the following on a 5-point Likert scale (from Strongly Disagree to Strongly Agree):

1. I understand what is expected of me at work.
2. My immediate manager contributes to my productivity.
3. My immediate manager frequently provides feedback that helps me improve my performance.
4. My immediate manager effectively directs our people and resources toward our most important priorities.
5. My immediate manager positively influences others and our culture.
6. My immediate manager effectively balances doing work, delegating work, coaching, and influencing others.
7. My immediate manager actively supports my career growth and development.
8. My immediate manager values my opinions.

When you include the Employee Net Promoter Score (eNPS) in your engagement campaign, employees are asked a simple but powerful question: “On a scale from 0 to 10, how likely are you to recommend [Organization] as a great place to work?”

They’ll also have the opportunity to provide context by answering an open-ended follow-up: “What was the primary reason for your answer?”