Employee satisfaction survey (MTO): 25 sample questions

A Employee satisfaction survey (MTO) provides HR with a broad overview of how employees experience their work and work environment, from leadership and collaboration to appreciation and development. Use the 25 sample questions below as a basis for your own MTO. The value lies in patterns that HR and managers can discuss and follow up on.

What is an employee satisfaction survey?

An MTO is a periodic questionnaire about multiple aspects of the employee experience. It is broader than a pulse survey. With an MTO survey, you can broadly assess the strengths and weaknesses. A pulse survey can then be used to monitor some priority topics more frequently.

Preferably combine survey data with other signals. These seven measurement points for employee experience help to look at satisfaction alongside, for example, engagement and retention.

25 sample questions for your MTO

For examples of statements, use:

1 = completely disagree, 2 = disagree, 3 = neutral, 4 = agree, 5 = completely agree.

Keep the same scale if you want to compare your results later.

Work and working conditions

1. I know what is expected of me in my position.
2. My workload is generally manageable.
3. I have the information and resources to do my work well.
4. I have enough time to perform my tasks properly.
5. My tasks fit within the time I have available for them.

Leadership and trust

6. My supervisor listens to the signals and concerns from the team.
7. I receive clear information about decisions that affect my work.
8. I feel free to discuss mistakes, worries, or problems.
9. Agreements within my team are kept.
10. I know who to turn to if I need support.

Low scores on openness and responsiveness require a conversation about it. trust in the workplace, Not directly about a new HR program.

Appreciation and recognition

11. My contribution is noticed when I contribute something valuable.
12. The appreciation I receive feels specific and genuine.
13. Less visible work also receives attention within our organization.
14. Good contributions are acknowledged fairly within my team.
15. I notice that my work matters to the team or the organization.

A dedicated theme deserves praise. An MTO can make it visible and help employees feel that their efforts are seen and appreciated. Read also how recognition and employee satisfaction can be connected with each other.

Development and feedback

16. I receive feedback that allows me to improve my work.
17. I have enough space to develop new knowledge or skills.
18. My talents are being put to good use in my current job.
19. I know which development opportunities are available within the organization.
20. I can talk openly with my supervisor about my development.

Engagement and connectedness

21. I understand how my work contributes to the goals of the organization.
22. I feel connected to my immediate team.
23. I feel heard when I bring forward ideas or suggestions for improvement.
24. I would recommend this organization as an employer.
25. I see myself working at this organization again in twelve months.

A low score on being heard takes on more meaning if you also pay attention to signals from others. a team that doesn't feel heard. Do you want to assess involvement more broadly? Then combine the MTO with other ways to Measuring employee engagement.

This is how you turn your MTO into a usable HR tool

• Determine in advance what you want to investigate with the MTO. Choose topics on which HR or managers can actually exert influence.
• Keep the core questions the same. This allows you to track trends between measurement points.
• Analyze by theme. An average satisfaction score does not tell us whether the bottleneck is work pressure, leadership, development, or appreciation.
• Discuss the figures. Survey data provides direction; conversations provide context. Be sure to pay attention to this as well. signs of silent discontent.
• Make follow-up visible. Share what you have learned, what actions follow and when you will return to it.

MTO and pulse surveys complement each other

Use an MTO for broad diagnosis and pulse surveys for targeted follow-up. For example, if the score for satisfaction is low, you can with a short pulse survey Follow-up or employees in the following months will more often experience specific recognition.

This creates a logical rhythm: broadly measure, prioritize, follow up and re-discuss. If appreciation remains a focus point, concrete examples will help Employees appreciate it in the workplace to translate numbers into daily behavior.