Follow

Engagement Questions


The following are our standard engagement questions in Culture Amp. These can be modified - however, they represent a great basis for an engagement index. If you keep these questions consistent, you can also use our benchmarks to compare against other similar organizations. Our engagement index contains 5 questions. The general intent of each question is shown in bold:

  • Pride: I am proud to work for ACME
  • Recommendation/Net Promoter Style: I would recommend ACME as a great place to work
  • Present Commitment: I rarely think about looking for a job at another company
  • Future Commitment: I see myself still working at ACME in two years’ time
  • Motivation: ACME motivates me to go beyond what I would in a similar role elsewhere

Read on for a more in-depth look into each of our engagement questions.

Question Explanation
I am proud to work at ACME  

Why would I ask this question?

This question is sometimes referred to as the 'BBQ test' - would an employee be proud to tell someone where they worked if asked at a BBQ? Scores on this questions reflect levels of brand and mission affiliation. It is sometimes a lag indicator when a company has a strong brand but it is important that employees are connected and proud of your brand and it can make them want to stay with you. It can also give you some crowd-sourced insight into how your external brand is viewed internally which is great People Intelligence. This question is an excellent engagement question, however, on its own, it's usually not enough. This is why we combine it with several other engagement questions to create a robust engagement index.

What other options are there?

Benchmark Variants Other Options (not benchmarked)
I am proud to be associated with ACME I am proud of the culture we have at ACME
I am proud to tell people I work at ACME  

 How should I think about results?

The benchmark for this question is actually 80%-90% which is quite high - and probably reflects the quality of brands in the benchmark data. However, scores for this question should be quite high in most cases - at least above 70% - and if not there might be some concern about your brand or if you're really communicating an effective mission and vision to your employees.

I would recommend ACME as a great place to work

Why would I ask this question?

This is our version of the Employee Net Promoter Score question which is also often asked using a 0-11 scale and then calculated in a particular way. Our research tells us that the special calculations don't alter what is being measured and so we prefer to keep our question and calculations simple. This is a great question to include in an engagement index but we feel it may be over used as a single question measure for a variety of reasons. Sometimes people will say they will recommend but never actually do; sometimes people will recommend you but are still planning on leaving themselves; and sometimes people will recommend working in a company but feel completely unmotivated (e.g. overpaid with good perks but uninspired).

What other options are there?

Benchmark Variants Other Options (not benchmarked)
I would recommend ACME as a great place to work to friends and family I often recommend ACME as a great place to apply for a job
I would recommend ACME as a great place to suitable colleagues I would recommend ACME as a great place to work to anyone who asked

How should I think about results?

Benchmarks for this score are in the 80%-90% band amongst our clients - which is a very strong score on this measure. Scores on this question tend to indicate that people really like the conditions and the experience of working there - although it is not always matched by them being motivated or inspired. This question is a great guide to what it is like on the ground working there for the most part. Score lower than 60% tend to suggest day to day problems or concerns working there.   

I rarely think about looking for a job at another company

Why would I ask this question?

This is often referred to as a commitment or stay question and it can be a nice reality check for companies that have very high scores on the other engagement questions. We ask people whether they think about looking for a job elsewhere because it is very easy for most people to answer and those who are truly engaged often find they just don't think about it very often. Like most questions though we don't use the word 'never' because such words usually lead to almost everyone disagreeing. This question also tends to show greater variation than other questions because even slightly disengaged employees start to consider looking elsewhere and this can lead to areas of companies showing quite low scores on this.

What other options are there?

Other Options (not benchmarked)
Even if I was offered a similar job for similar pay at another company I would stay at XYZ.com
It would take a lot to make me consider leaving XYZ.com
I’m not interested in looking for a job at another company

How should I think about results?

Benchmarks for this question tend to be moderate and even amongst our clients the average band is 55%-60%. 70% on this question is generally a very strong score for example. The question can be very useful when a company had very high scores on the other engagement questions and it can also show greater variation across demographics so can help you identify where engagement levels are lower and higher in the company. Scores below 40% are typically a strong indicator of potential churn.

I see myself still working at ACME in two years’ time

Why would I ask this question?

Similar to the commitment question "I rarely think about looking for a job at another company" but with a specific time frame in mind. This question is useful to assess how employees currently see your company within the context of their career because even employees who are not looking for another job may not intend to stay for another two years. The question often has similar responses to the other commitment question but not always and it can also be combined with that question to form a retention index if that is of particular interest.  

What other options are there?

Non-Benchmark Variants
I see myself still working at XYZ.com in one years time (2013 benchmark only) I am planning to stick around at XYZ.com for the foreseeable future
I see myself still working at XYZ.com in three year's time (2013 benchmark only) Even if I had another job opportunity I think I would still view XYZ.com as the best option for me

How should I think about results?

Similar to the above question benchmark scores are moderate and the benchmark for this question is in the 65%-75% range. This question helps to provide extra context for the other commitment type question above - except it places a specific time frame around people's intentions. We often suggest looking at these two questions together to see if they tell you a similar story. If your score is higher on this question then you can discount concerns from the above question a little but typically they do move together and can form a good retention guideline together.

ACME motivates me to go beyond what I would in a similar role elsewhere

Why would I ask this question?

This is a discretionary effort question and tries to tap into whether the company is energizing people to try their very best. This is for some people the most important question we can ask and even more important than whether people are staying or going - especially in industries or positions where tenure is accepted as being low anyway (e.g. part-time retail positions). Sometimes you may see this sort of question more simply as 'I am motivated to go above and beyond in my role' but this version has some problems. If you frame it as an 'I' question people will tend to view it as being about their own effort or laziness and rate themselves very high - resulting in little variation in scores. However, what we're really after is whether something about the company or their work motivates them and in the context of the type of role they have also.

What other options are there?

Benchmark Variants Other Options (not benchmarked)
XYZ.com motivates me to try my best almost every day XYZ.com inspires me to do my very best
XYZ.com energizes me to do great work almost every day  
XYZ.com helps me stay motivated to do my best work almost every day  

How should I think about results?

The benchmark for this question is in the 70%-75% range and this represents a tougher question to do well on than many others typically used. One often sees companies with high scores on the pride question above but low scores on this question -  scores roughly below 55% are sometimes a sign that people are not connected with the companies mission or don't feel enabled to get things done etc. (even though it might be pleasant working there). Focusing on the key drivers will tell you what is most likely effecting this - with common causes being related to poor development opportunities, lack of recognition and concern over where the company is heading.

 

To find out more on this topic, take a look at our primer video on employee engagement or look at our engagement template



Was this article helpful?
1 out of 1 found this helpful
Have more questions? Submit a request

Comments