How clear are the priorities for your current role?
Check whether priorities have an understandable order; unclear priorities can coexist with strong commitment to the team.
People at work / Survey guide
People at work · Practical field guide
Employee engagement survey questions
Understand role clarity, resources, support, voice, and growth through a balanced employee questionnaire.
Opens product registration. Example questions are not imported automatically.
FOLLOW THE FEEDBACK
- Understand the context
How clear are the priorities for your current role?
- Investigate the friction
Which resource would help you do your work well?
- Choose a next check
What one change would improve your working day?
A planning aid, not automated analysis of your answers.
A useful starting point
A questionnaire for employee engagement.
Understand role clarity, resources, support, voice, and growth through a balanced employee questionnaire. Choose the questions that fit the experience you are investigating; avoid asking people to evaluate a step they did not encounter.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.
Which resource would help you do your work well?
Identify a concrete resource gap and the task it affects rather than using resources as a proxy for motivation.
How easy is it to ask for support?
Distinguish knowing whom to ask from feeling able to ask; each may need a different response.
What would make contributing ideas more useful?
Find what would make ideas receive useful consideration, rather than assuming that a new suggestion box is sufficient.
Which development opportunity would help your current work?
Connect growth opportunities to current work so development needs are not reduced to promotion expectations.
What one change would improve your working day?
Invite one actionable change while protecting small-group identities; an isolated comment does not establish a workforce-wide trend.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate. How clear are the priorities for your current role? Which resource would help you do your work well? How easy is it to ask for support? What would make contributing ideas more useful? Which development opportunity would help your current work? What one change would improve your working day?
Download the questions as text ↓
Examples to adapt, rather than a validated research instrument.
Choose the response format
Make room for the explanation.
| Question | Suggested format | What to preserve |
|---|---|---|
| How clear are the priorities for your current role? | Short open text | Check whether priorities have an understandable order; unclear priorities can coexist with strong commitment to the team. |
| Which resource would help you do your work well? | Short open text | Identify a concrete resource gap and the task it affects rather than using resources as a proxy for motivation. |
| How easy is it to ask for support? | Short open text | Distinguish knowing whom to ask from feeling able to ask; each may need a different response. |
| What would make contributing ideas more useful? | Short open text | Find what would make ideas receive useful consideration, rather than assuming that a new suggestion box is sufficient. |
| Which development opportunity would help your current work? | Short open text | Connect growth opportunities to current work so development needs are not reduced to promotion expectations. |
| What one change would improve your working day? | Short open text | Invite one actionable change while protecting small-group identities; an isolated comment does not establish a workforce-wide trend. |
Make questions optional where appropriate. If you add a rating scale, label its endpoints, keep one idea per question, and retain a follow-up for reasons. These examples are not a validated measurement instrument.
Before you send it
Check what your wording assumes.
Would you agree that employee engagement survey questions was a completely positive experience?
How clear are the priorities for your current role?
The initial wording assumes a positive evaluation. The revised question asks about the actual situation so a respondent can describe difficulty, uncertainty, or a different experience.
Read the answers carefully
What the answers cannot tell you.
Protect small-group identities and distinguish working conditions from judgments about individual motivation.
Illustrative feedback praises peer support while describing unclear priorities and competing deadlines. This is an illustrative interpretation problem rather than a real customer result. Clarify the current priority order with the team and explain which deadline can move.
A worked interpretation example
From a comment to a practical next step.
Illustrative scenario. These are not customer results.
Keep the finding specific
Illustrative feedback praises peer support while describing unclear priorities and competing deadlines.
Choose an action to test
Clarify the current priority order with the team and explain which deadline can move.
Check the experience again
After testing the action, revisit this original observation: Illustrative feedback praises peer support while describing unclear priorities and competing deadlines. Repeat the relevant experience prompts with people who encountered the change. Compare specific explanations and sample differences; do not claim causation from the before-and-after responses.
From question to next step
Make the feedback useful.
Set the decision
Write down the decision you want this questionnaire to support: understand role clarity, resources, support, voice, and growth through a balanced employee questionnaire.
Invite relevant voices
Invite people who experienced the relevant situation. Explain response handling and include an optional skip or not-applicable route. Protect small-group identities and distinguish working conditions from judgments about individual motivation.
Choose an action
Clarify the current priority order with the team and explain which deadline can move.
Before you send it
Questions, answered.
What should I learn from this employee engagement questionnaire?
Understand role clarity, resources, support, voice, and growth through a balanced employee questionnaire. Start with one decision you can act on rather than using the survey to confirm a preferred answer.
What should I look for in the answer to “Which resource would help you do your work well?”?
Identify a concrete resource gap and the task it affects rather than using resources as a proxy for motivation.
What would a practical next action look like?
Clarify the current priority order with the team and explain which deadline can move. This is an example action to investigate, not a guaranteed improvement.
When should I send this questionnaire?
Ask after respondents have experienced the specific situation in the first prompt: “How clear are the priorities for your current role?” Allow enough time after a proposed change for people to experience it before repeating the questionnaire.
What should I check after changing the process?
After testing the action, revisit this original observation: Illustrative feedback praises peer support while describing unclear priorities and competing deadlines. Repeat the relevant experience prompts with people who encountered the change. Compare specific explanations and sample differences; do not claim causation from the before-and-after responses.
Can I use these questions in SurveyTeams?
Copy the questions or download TXT, CSV, JSON, or a Markdown worksheet and adapt them in your own survey. The product CTA opens registration and does not import the example. Verify the features and terms available in your account.
Does the product screenshot contain this questionnaire?
It shows a separate synthetic event-feedback example used to demonstrate the real builder. Copy or download the questions on this page and adapt them in your own draft. Registration does not import them automatically.
Inside the product
Build and preview your questionnaire in SurveyTeams
Give the feedback request a clear purpose and explain who will read the answers before you add questions. The actual product screenshot shows a separate synthetic post-event demonstration; the example questions on this page are not already loaded in the product.
- Start a manual draft with a title that tells respondents why you are asking. Understand role clarity, resources, support, voice, and growth through a balanced employee questionnaire.
- Copy or download the relevant example questions above, then create and add the questions in your draft. Review the question notes before deciding which prompts to keep.
- Check the respondent preview, especially this wording: “How clear are the priorities for your current role?” Include a way to say none or not applicable, and review your response-handling instructions.
Screenshots demonstrate creation and preview. Distribution and results are separate steps; availability varies by account and plan.
Build with SurveyTeams
Build your own employee engagement questionnaire.
Use these examples to draft your questionnaire. Create a survey draft, add questions, and check the respondent preview in SurveyTeams. Additional features depend on your account and plan.
Create your survey in SurveyTeams
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