Performance og kultur • 9 MIN. LÆSETID
The 30 Best Employee Engagement Survey Questions
JUN 1, 2026
Kvaliteten af dine spørgeskemaspørgsmål afgør kvaliteten af de indsigter, du får. Her er de 30 spørgsmål, som konsekvent giver handlingsbar data.
Principper for god spørgeskemadesign
Effektive trivselsundersøgelser spørger til specifikke, observerbare oplevelser frem for abstrakte følelser. 'Jeg får regelmæssig feedback fra min leder' er mere handlingsorienteret end 'jeg føler mig engageret på arbejdet', fordi det peger direkte på en adfærd, der kan ændres. Brug en konsistent fempunktsskala for enighed. Hold undersøgelserne korte nok til at kunne besvares på fem minutter. Sørg for anonymitet for kvantitative spørgsmål; brug frivillige fritekstfelter til kvalitative indsigter. Gennemfør en fuld undersøgelse årligt og korte pulsundersøgelser (fem til otte spørgsmål) kvartalsvist.
Spørgsmål om rolleklarhed og ressourcer
I know what is expected of me at work. I have the tools and resources I need to do my job well. My role makes good use of my skills and strengths. In the past week, I have had the opportunity to do what I do best. I understand how my work contributes to the goals of this organisation. These five questions cover the foundational conditions of engagement: when any of them score poorly, productivity and satisfaction suffer regardless of how well other elements are managed.
Questions about management and development
My manager provides me with regular, useful feedback. My manager cares about my development. I have had a meaningful career development conversation in the past three months. I have opportunities to grow and develop in my role. My manager treats me with respect. If I raise a concern, I am confident it will be taken seriously. My manager recognises me when I do good work. These seven questions identify management quality issues at the team level before they escalate to grievances or turnover.
Sådan bruges spørgeskemadata effektivt
Survey data is only valuable if you act on it. Share results with managers within two weeks of the survey closing. Require each manager to hold a team discussion of the results and agree two or three actions. Track action completion. Follow up in the next pulse survey to assess whether scores have improved. Employees who complete surveys and see no action taken become significantly more cynical and less likely to participate in future surveys. Closing the loop is the most important part of the whole process.
