Employee Motivation Survey
Your employees can be completely satisfied with your company and their jobs. But this doesn’t mean that they are motivated to do their best for your organization’s success.
That’s because satisfaction and happiness differ quite a lot from engagement and motivation. It is not enough to have satisfied employees that don’t bring their passion to work.
Truly motivated employees are much more productive, creative, and more likely to show full ownership. They also tend to stay in the same company longer reducing employee churn.
Keeping up motivation should be your top priority, not only for your organization’s bottom line, but also for the team spirit and company culture. Imagine a scenario where your entire team is motivated to achieve a common goal? Wouldn’t that make your company that much more successfull?
Our employee motivation survey template allows you to identify key motivators in your organization as well as detect what could increase employee motivation.
When to use motivation survey:
- Post-Organizational Change: After a significant shift, like a merger, acquisition, or restructuring, to assess its impact on employee motivation and morale.
- Annual Performance Review Period: To complement the review process, ensuring that strategic decisions align with current motivation levels and employee sentiment.
- During Strategic Planning: As part of a broader initiative to align employees with new company mission or goals, ensuring that motivation levels are in sync with upcoming challenges and opportunities.
5 Sample Employee Motivation Survey Questions
Question #1: “How stimulating and engaging is your work?”
💡Insights it gives: helps you understand if employees find their tasks interesting and challenging. A high score suggests that employees feel energized and mentally stimulated by their work, likely contributing to job satisfaction and productivity. A low score may indicate boredom or disconnect, flagging a need for more varied or challenging tasks.
Question #2: “I feel inspired to do my best at work every day.”
💡Insights it gives: assesses overall inspiration at your organization. High scores indicate that your environment and leadership do a good job in motivating employees to perform at their best. Low scores might mean a lack of motivation or connection, which means people need more inspiration from leadership or a clearer mission.
Question #3: “I am motivated to go the extra mile at work.”
💡Insights it gives: reveals whether your employees are willing to exceed basic job requirements. A high score tells you there’s a strong commitment and intrinsic motivation. A low score though could signal dissatisfaction or disengagement suggesting you could explore your reward systems or autonomy.
Question #4: “I feel I am contributing to the overall goals of my organization.”
💡Insights it gives: checks alignment and purpose. A high score shows that your employees see how their work matters in the bigger picture, which boosts motivation and engagement. Low scores tell you there might be a disconnect and you need to communicate how individual roles fit into organizational objectives more clearly.
Question #5: “The recognition I receive from my direct manager motivates me to do my best.”
💡Insights it gives: gauges the impact of leaders’ feedback on motivation. High scores suggest that recognition culture is effective in driving performance. Low scores may indicate a lack of or mismatch in recognition efforts, pointing to opportunities for management training or a revamp of recognition strategy.
Here are all our sample questions! Download our free template to explore all 18 questions from our motivation survey.
