A Complete Guide on Employee Engagement: What, Why, How and a lot more

Employee engagement is the emotional involvement and attachment that an employee has with her company. Organizations today are realizing this to be one of defining competitive advantages they could have.


min read

A major challenge faced by a majority of organizations these days is to create high levels of employee engagement and commitment. Employee Engagement works as a catalyst for HR Managers to ensure successful modern businesses, as it indicates how committed your workforce is to the organization. It refers to the kind of dynamics or relationship that the two share with each other. Employee engagement is when one feels totally included as a team member, being focused on clear goals, being trusted and empowered, having regular and constructive feedback, being supported in acquiring new abilities, and being praised and recognised for accomplishments.

Employee engagement cannot be achieved through a mechanistic method that manipulates employees' commitment and emotions. This is because employees can soon see through such methods and often tend to get  disappointed.

The more personally invested you are in something, the more it matters to you. Improving employee engagement necessitates equal efforts from all members of the leadership team. This combined with an effective engagement strategy necessitates careful preparation. Don't let this stop you, because a highly engaged  workforce would increase profitability, efficiency, and employee retention, taking your organization to the next level.

What is employee engagement?

Employee Engagement is defined as the emotional involvement and attachment that employees have with their organization. Positive attitudes and behaviors lead to enhanced business outcomes in a way that triggers and reinforces one another. This is pretty much what employee engagement is all about. Employee involvement refers to company actions that are in line with the company's ideals. It is about promises that were kept or even an explanation for why they couldn't be maintained.

Let’s break this concept down a little into something simple. You become a bigger stakeholder in whatever it may be, be it your kids, your health, or your career. And you will be far more likely to put more into it if the result is worthwhile to you. Employee engagement is founded on an organization's members' trust, integrity, two-way commitment, and communication. It's a strategy that helps businesses succeed by improving organizational and individual performance, productivity, and well-being. It is quantifiable. It ranges from mediocre to excellent. The same goes for your employees as well. The more personally invested they are in their work, the more it matters to them and encourages them to keep contributing more. This is an amazing way to raise everyone's level of personal investment, paving the way for more and more positive contributions to the organization.

How important is employee engagement for your organization

Did you know that engaged employees outperform other employees by up to 202%

Pretty mind-boggling right! Well, it's true.

Effective Employee Engagement leads to the emotional investment of employees in your company, going above and beyond what is needed and thus, delivering exceptional results.‍

Employee engagement is so much more than just a  fancy foosball table in the break room or flashy perks like flexible work hours. Employees who are truly engaged are more likely to produce their best work every day and stay with a company that prioritizes employee engagement. 

Have you ever wondered why exactly is employee engagement so crucial for your workplace? 

Well, here’s why:

1. Boosts productivity:

Various studies have proven that employees who are invested in their jobs are more productive than those who are not. Apart from this, employees who are engaged are also said to be 21 percent more productive than those who are not. Finding ways to engage your employees, whether through a challenge or more responsibility, means you're also increasing the productivity of your company. In a nutshell, it benefits everyone involved.

2. Customer satisfaction at its best

Why and how is it that people who are passionate about their work are often the best people to interact with your customers. Well, that’s probably because passion is infectious and your customers can never go without taking notice. When your employees are engaged in the best possible manner, they tend to put in a lot more effort, translating into buzzing productivity levels at your organization, almost in no time! Those who believe in the importance of assisting customers and who believe they are respected by their employer are considerably more likely to provide a better customer experience and boost satisfaction.

3. A sign of success

This does not necessarily just mean business success. Rather, it is crucial to understand that engagement is usually the result of personal or team success.

In other words, engaged employees are engaged not because they’re productive or easy to work with, but because they feel valued and that their work matters. And when their successes are recognized by everyone else in the organization, your people will feel like they have succeeded in making a meaningful impact at work.

A fast-growing body of research demonstrates that employee engagement is a huge mover of fundamental metrics like retention and revenue. This is probably why senior executives and CEOs try their best to grasp and reap the bottom-line benefits of employee engagement to the organization.

4. Enhances culture

You would have noticed that people who are often engaged in what they do are, in general, easier to work with! Turns out, that’s true!

When you focus on the wrong things, not knowing how to consistently raise the level of personal investment by your employees is one humongous flaw that comes in the way and ends up ruining things for your organization.

In order to understand what motivates the personal investment of an employee, you will first need to understand how motivation even works, ie, what makes your employees feel good about work. This will lead to enhancing the culture of your organization even better.

How to measure employee engagement?

Some things are pretty easy to measure. This is because they are concrete. 

For example, the time it takes you to drive to your office or the number of red lights you can hit without being late! When it comes to employee engagement it is a bit more difficult. It isn’t concrete and is influenced by quite a few factors. An engagement survey would be just what you would need to know if you’re on the right track. 

However, keep in mind that it is not a place for random questions or curiosities. It is a designed measurement mechanism with several important components that represents the behaviors or feelings of an engaged employee. These questions typically measure several perceptions including organizational pride and advocacy. 

A survey question that depicts the behaviors or sentiments of an engaged employee is referred to as an engagement outcome. These questions are used to gauge feelings of organizational pride, commitment, and advocacy. The current status of employee involvement within your firm might be revealed through these outcomes. Keep in mind that these shouldn't just identify specific actions. Instead, they should be able to identify targets that your organization should maintain or improve.

Top 20 survey employee engagement survey questions 

1. How likely are you to recommend our company to your friends and family?

2. Do you plan to continue at this company in the next two years?

3. Do you feel comfortable contributing your ideas and opinions in our workplace?

4. Do you feel comfortable asking for help if you do not have the skills required to meet your day-to-day goals?

5. Do you feel like coworkers give each other respect here?

6. Do you feel aligned with the goals of the company?

7. Do you feel that the vibe of the workplace is positive and motivating for you?

8. Do you have the basic amenities to feel comfortable at work?

9. Do you think your organization operates in a socially responsible manner?

10. Are you recognized fairly for your contribution to team efforts?

11. Do you feel like this is a good place for you to develop your career?

12. Do you understand how exactly your role correlates to the company’s success?

13. Are you satisfied with the current benefits that the company offers?

14. Do you find your job role fun and challenging?

15. How prominent is office politics in your workplace?

16. Do you think that your company’s wellness policies are enough?

17. Do you receive meaningful rewards on special days like Work Anniversary, Birthdays,etc?

18. Are you provided enough time and the right resources to do your job well?

19. Do you have fun at your workplace?

20. Do you often find yourself working on weekends and holidays?

When should an organization measure employee engagement?

There is no such thing as the perfect time when it comes to measuring employee engagement. An employee engagement survey can be conducted at any time. While the timing of an engagement survey has an impact on survey outcomes, it always helps to discover the rate of engagement of your employees.

It's time to move past contentment and start talking about how to cultivate an engaged workforce. Staff happiness does not always equate to employee engagement. Employee pulse surveys are often conducted on a monthly or weekly basis. These are simpler, more routine employee opinion surveys, usually consisting of 10-15 questions and taking no more than a few minutes to complete. 

The easiest way to follow up and monitor progress from your baseline engagement survey results is to conduct a pulse survey.

A long survey often tends to repeat a question which is why daily surveys are considered to be the most effective when it comes to surveys and measurement of employee engagement. By simply asking a single question  every single day, consistently you can get valuable, accurate feedback that will boost your engagement levels even with a time constraint.

Key benefits of measuring Employee Engagement

1. Tackle obstacles

Measuring engagement on a regular basis will help you tackle obstacles before they become problems. Engagement data can be used to showcase what’s going well and connect weaker departments to stronger ones. Always remember that problems only get big when you let them. There’s no point wondering why your employee retention and sales suddenly plummet if you don’t put in the effort to take care of it.

2. Build trust

It also helps to build trust, for the plain reason being -asking for feedback from employees shows that you care about their opinions and how they feel at work. The data can be further shared with everyone in your organization -leaders, managers, and employees, giving each individual an opportunity to help contribute to a better culture. Trusted employees feel more valued which in turn helps them feel more engaged. A survey conducted by PwC showed that trusted employees are 76% more engaged than those who work in a low trust workplace.

3. Opportunity for Improvement

Surveys provide a clear picture of employee activity and thinking, in a single moment in time, as they struggle to think up thorough answers and complete the questionnaire to get back to work. It is important to encourage employees to keep track of their thoughts and feelings weekly and make sure they speak up. 

Employee engagement surveys are used to determine how motivated and engaged your staff are to give their best at work every day. You can learn about employees' ideas and opinions on their jobs and the entire environment by conducting these questionnaires.

Switch to better measurement tools whenever needed, especially employee-preferred ones. This will help to increase opportunities for improvement and engagement.

4. Helps to create morale

In order to reap benefits, it is important that you make employee morale a top priority in your company. As employee morale rises, productivity rises, enabling you to keep your employees for a longer period of time. Keep in mind to engage workers in constructive dialogue as they become disengaged. This doesn't even have to last the whole lunch hour; even a quick check-in would demonstrate that you care. This way you will be able to gain a better understanding of your employees' concerns as well.

Main Components of employee engagement

Employee engagement consists of elements that an organization needs to support in order to have a truly engaged team. People often believe that engagement is only about organizing team-building activities and providing their workforce a generous compensation. While this may promote short-term engagement, at the end of the day, the truth is that it just isn’t enough. If you wish to build highly engaged global teams, here are a few of the key components of employee engagement that should not be overlooked.

1. Leadership 

Employees yearn for meaningful relationships with their supervisors. 

Did you know that receiving praise from a direct boss is nearly twice as successful as offering workers stock options in terms of empowering them? And it's all for free! 

Achieving employee engagement is a commitment that starts with leadership. In order to get every individual to contribute their best efforts, leaders must have the ability to recognize the factors that cause employees to participate and those that cause them to disengage.

2. Employee Incentives and recognition

Employee recognition, also known as Social Recognition is nothing but the act of publicly acknowledging your employees for who they are and what they do. With employee recognition, workers recognize each other and make the workplace feel more inclusive and human. More than three-quarters of employees stated in a survey that if they were noticed and recognized more, they would work harder. This can be done even in a formal manner, such as years of service or employee-of-the-month schemes, or informal practices, such as business "points" or even small thank-you cards.

3. Culture and communication

It is a given, that employees who want to come to work every morning, have a good workplace culture. Always keep in mind that, the more prosperous the business is, the greater the atmosphere is.

Do you want to know what makes a good manager? 

Well, you can begin with effective communication. Ensure that you interact with your employees in a transparent, frank, and frequent manner.

4. Vision and Values

Employees who are deeply engaged in what they do are aware of the larger picture and how they fit into it. Employees should unite around a clearly communicated vision and declaration of core values. They are also much more likely to go above and beyond and contribute to a larger cause if they feel like they are a part of something bigger than themselves.

How to Improve Employee Engagement?

In today’s digital era, monitoring and improving employee engagement is easier than ever before. There is a plethora of employee engagement tools, software, and platforms that you can implement to keep tabs on your workforce engagement. 

Surveys show that employees who are supervised by Highly Engaged managers are 59% more likely to be engaged than those supervised by Actively Disengaged managers.

In case you’re still not convinced, here are a few practices you can adopt at your workplace, to watch your employee engagement rate reach the skies. Here’s how you can achieve this at your workplace. 

1. Prioritize feedback

Positive manager reviews are associated with optimal levels of feedback. It is always a given that managers who offer too much input to their direct reports are scored higher by their team than those who do not provide enough. 

So what exactly is the bottom line then? Well, employees thrive on feedback, and it does have a significant impact on their level of commitment to the organization.

Many successful leaders consider employee feedback to be one of the most important techniques for professional development – claiming that companies who take a strategic approach to employee feedback can build employee confidence, increase employee satisfaction, and even improve organizational inefficiencies.

2. Create volunteering opportunities

Employees deserve to realize that they work for an organization that is concerned with having a positive impact on society. Volunteering brings employees together for the greater good and allows them to engage on a deeper level. Indeed, workers agree that service events increase productivity more than happy hours and that businesses that support voluntary efforts have a healthier work climate.

3. Provide flexibility

Employee involvement can be boosted by flexible work schedules and remote work opportunities. This level of adaptability satisfies workers' need for a work-life balance. Employees expect their employers to help them balance job and personal obligations, so make sure you do your bit to keep them happy.

4. Evaluate processes

Unnecessary activities and incomplete processes can cost your company a lot of money. Employees, on the other hand, find it quite aggravating. Employees turn on cruise control as a result of the extra measures. This is a sign that they are not engaged with their jobs and a sign that cannot be ignored. Analyze each team's processes carefully and search for ways to improve them for long-term success.

Top 5 Employee Engagement Platforms 

1. SuperBeings

SuperBeings allows an individual to measure, analyze, act and even learn with a set of carefully curated, easy-to-use tools that provide the best results when it comes to keeping a track of employee engagement in your organization. This platform takes daily employee feedback on the organization culture, manager’s leadership skills, and the nature of the employee’s role over existing chat systems such as Slack and MS Teams. Using this feedback, it identifies gaps and recommends personalized learning content and the best possible practices to each manager to close the loop from feedback to action. 

With SuperBeings, managers can even set and track priorities and run custom polls to get additional feedback. They can also automate their recurring stand-ups, 1:1 agenda gathering, and more with the help of this platform. This AI-powered solution for companies helps them drive Employee Engagement, building a high-performing culture. The Pro version is for $5 per employee per month.


  • Easy to use interface
  • Amazing Customer Service
  • Highly affordable
  • Continuous and Real-Time 
  • Holistic approach


  • Being a young platform with a high potential to understand human behavior, it is on the move to update features to meet customer demands and you will have to expect continuous changes.

2. CultureAmp

Culture Amp creates the forum that enables companies to prioritize culture. It aims to provide people with not only a tool, but also the education, network, and other resources they need to do it for themselves in their own business. Also provides top-quality community content such as the blog, whitepapers, webinars, etc. These are great and can help managers and employees improve their skills.

Culture Amp also offers comparable company metrics to show you how you're doing. It also provides benchmarks from similar organizations to show you how you're doing and allows you to track your progress toward company culture develops over time. 

Pricing starts at $4,500 per year for 50 to 200 employees and $10,500 per year for 201 to 2,000 employees.


  • In-depth reporting.
  • Amazing clarity in action for surveys


  • Does not allow collaborators to complete performance reviews together with ease.
  • Admin functionality is not robust.
  • Expensive.

3. Glint

Glint is a People Success Platform that helps global companies increase employee engagement, grow their people, and optimize business performance by leveraging real-time people data. Glint surveys enable your company to elicit your feedback on a regular basis, listen to your concerns, and turn that information into timely, meaningful action. Employees select an answer from an 11-point scale, 0 to 10. Glint pricing starts at $0.01. They do not provide a free version. 

It is a really simple tool to launch and gain insight into your entire company's satisfaction; along with easy actions to address concerns or weaknesses identified. It allows organizations to take a holistic approach when it comes to engaging talent, developing people, and inspiring them to do their best work. Glint gathers more frequent feedback through pulses, surveys, and anytime channels and then applies cutting-edge analytics to deliver personalized insights and AI-powered recommendations for action to HR teams, leaders, and managers.


  • Easy and intuitive interface. 
  • The dashboards and reports are clear, with the graphs being the best feature.
  • Frequent pulse surveys let you provide feedback on an ongoing basis.


  • One cannot get access to past survey responses.
  • Survey responses are not integrated with a company's primary HR platform.
  • A little expensive.

4. OfficeVibe

Officevibe is a simple and highly effective forum for team growth. It gives managers the tools they need to improve trust, collaboration, and team performance. The platform helps managers get to know their teams by sending out weekly Pulse Surveys that provide confidential, written feedback options. The platform lets managers understand their teams by distributing weekly Pulse Surveys that include opportunities for anonymous, written feedback. It compiles comprehensive Survey Reports and provides tools for making improvements.

Officevibe also supports managers in mastering 1-on-1s by creating a collaborative structure for tough conversations while providing concrete ways to take action on individual and team goals. 

Officevibe pricing starts at $4.00 per user, per month. The software does offer a free version for users to try out as well. 


  • Provides a good platform for employees to provide anonymous feedback periodically.
  • Keeps track of your team engagement continuously, having a zoomed-in approach to different metrics of engagement


  • Lack of clarity when it comes to the time span for the metrics.
  • Lack of depth and variety in the questions.

5. Amber by Infeedo

Amber by Infeedo is a smart AI-enabled bot that assists in real-time management of employee engagement, predicting turnover, and measuring company culture. Amber connects with employees across organizations to gather actionable information for HR in order to improve employee engagement, reduce potential attrition, and get a real-time sense of general sentiment. Communications here are more timely, personalized, and tailored to key milestones in an employee's career, with an emphasis on not only asking questions but also listening and reacting appropriately.

Amber partners with workers from various companies to gather actionable feedback for HR in order to improve employee engagement, reduce future turnover, and get a real-time sense of overall sentiment. The communications are timely, personalized, and tailored.

With Amber, one can now deliver a seamless experience to their employees for every moment that matters to them in the employee lifecycle and remain human at heart. To use Amber's services, inFeedo has an annual pricing structure and the average cost is $25 per user per annum.


  • The software’s timely reach outs are personalized on a specific milestone in an employee's tenure, making the conversation even more interesting.
  • Outstanding reports and insights.


  • Less satisfactory when it comes to customization.
  • Only suitable for lifecycle surveys.

Never underestimate the power of understanding what’s going on between your employees and their peers as only this can help you identify opportunities to align and motivate teams and individuals.

Like Doug Conant rightly said, 

To win in the marketplace you must first win in the workplace

-it is now time to get ready for some major wins. 

Suggested reading:

Are your Employee Engagement Practices Really Working?

Conducting an Employee Engagement Survey

If you’re looking for a single platform to satisfy all your organizational needs and make the right decisions, SuperBeings would be your one-stop destination to help you shape the right culture for your organization. Book a free demo today!

Garima Shukla

Marketing, SuperBeings

Hello world! I am Garima and I research and write on everything we are doing to make the world of work a better place at SuperBeings

Latest posts

min read

50+ Most Useful Employee Onboarding Survey Questions

‘Onboarding: How to get your new employees up to speed in half the time’ - George Bradt, founder and Chairman PrimeGenesis

Did you know that a strong onboarding process improves new hire retention by 82% and productivity by over 70%? 

However, only 12% of employees strongly agree their organization does a great job at onboarding new employees. 

This clearly states that while employee onboarding has a direct impact on the bottom line, most organizations miss out on how to get it right. 

Don’t let that happen to you. To onboard new employees like a pro, keep reading.

What is an onboarding survey?

By definition, an onboarding survey is a questionnaire that is administered on new hires to gauge their initial experience and level of satisfaction, in an attempt to understand their engagement and retention potential. 

As an HR, you can get multiple insights from an onboarding survey, including:

  • what employees thought about the organization when they heard about it for the first time
  • how their impression changed over time 
  • whether or not their experience aligns with their expectations, etc.

It can help you estimate how long the employees are likely to stay and how you can further optimize your onboarding process to make it more aligned with employee expectations. 

Why are onboarding surveys important?

An effective onboarding survey can help you reflect on your performance through the onboarding process, which directly impacts KPIs for organizational success, including:

1. Retention

93% of employers believe a good onboarding experience is critical in influencing a new employee’s decision whether to stay with the company. At the same time, 25% of a company’s new hires would leave within a year if the onboarding experience was poor. 

2. eNPS

20% of new hires are unlikely to recommend an employer to a friend or family member and an onboarding survey can help you identify the reasons for the same. However, new team members who were asked to provide feedback prior to their start date also had a 79% increase in willingness to refer others. Thus, illustrating how onboarding surveys and feedback can impact eNPS.

Read: How to use eNPS for better employee engagement

3. Satisfaction and Engagement

Employees with exceptional onboarding experiences are 2.6x more likely to be extremely satisfied with their workplace and 70% say they have ‘the best possible job’.

4. Performance

77% of employees who went through a formal onboarding process were able to meet their first performance goals. However, 49% of individuals who failed to reach their first performance milestone had no official onboarding instruction. An onboarding survey can help you determine the effectiveness of your onboarding process.  

5. Other

In addition, your new employees might also have an inclination towards providing feedback as a part of the onboarding survey, which you will lose out if you don’t conduct the same. Research shows that only 26% of new employees recall being asked for feedback on their candidate journey and the hiring process before their start date wherein 91% of new hires are willing to provide this feedback. 

Employee onboarding survey: Best practices

Now that you understand the importance of an employee onboarding survey, let’s quickly discuss how to effectively run an onboarding survey. 

1. Set the cadence

You must coincide your employee onboarding survey with important milestones for the new employee in the organization. Mostly, these milestones coincide with the end of the first few months. Thus, you should circulate your onboarding survey after 30, 60 and 90 days respectively, with different objectives for each. Furthermore, you can send interim surveys in case you feel the need, for instance, when the employee starts a project, or when the orientation process is over. 

“Effective employee onboarding isn’t about swag, stickers, & company value pamphlets on their desk the 1st day. But, how you help them understand their goals & how co values are interwoven in operating are more important.”- Suhail Doshi, founder and chairman of Mixpanel, Inc.

2. Identify critical areas and build questions

Based on the milestones or cadence you have set up, it is important to identify areas you would want to cover with each milestone. For instance:

In the first 30 days, you should focus on themes like: 

  • Orientation process
  • Initial thoughts
  • Expectation alignment 
  • Recruitment process
  • Onboarding experience

In 60 days, you can touch on themes like:

  • Knowledge transfer
  • Level of engagement and satisfaction
  • Induction process

By the end of 90 days, focus should shift towards:

  • Manager support
  • Role clarity
  • Likelihood to stay
  • Organizational alignment

Once you have decided the themes, you can start building questions, a snapshot of which is covered in the next section or you can download the template now here. The themes can be fluid across milestones, depending on the context for your organization. 

3. Roll out the survey for participation

Once the milestone arrives, you should roll out the onboarding survey and drive participation. It is important to explain to your new employees why the onboarding survey is important and how they can fill it up. Give them the requisite time, deadlines and communicate what will be the next steps to encourage them to participate. 

4. Follow up

Simply rolling out the survey is not enough. You must reach out to your new employees to remind them to fill the onboarding survey as amidst numerous new things, they might lose track of it. Don’t push too hard, yet send subtle reminders to get genuine responses. For instance: employee survey tools such as SuperBeings integrate with chat tools like Slack, Teams, Gchat to send personalized nudges to fill out the survey in the flow of work at set intervals as well as allows them to participate directly without switching context. 

Unlock a wide array of survey questions and employee analytics. See how SuperBeings can help

5. Take action

Once your onboarding survey responses are in, slice and dice them to get insights into what your employees feel and leverage the data points to further refine your onboarding process to facilitate engagement, retention and advocacy from the beginning. 

Sample onboarding survey questions for 30-60-90 day review

Taking cue from the section above, here are 50+ onboarding survey questions that you can leverage to gauge the pulse of your new employees as they complete different milestones.

You can also download these questions as a template and use it whenever you need. Click here to download

1. Onboarding survey questions for 30 day review

a) Onboarding and orientation process

  1. How can we change or improve the onboarding process?
  2. What did you like most about the onboarding process?
  3. Was the orientation interactive and engaging?
  4. Did the onboarding process meet your expectations?
  5. Do you feel welcome and proud to be working here?
  6. How would you rate the duration and quality of your onboarding experience?
  7. How would you describe your first day?

b) Decision related questions

  1. What were the top 3 reasons for joining this company?
  2. Do you think those reasons have been met?

c) Technical training and knowledge transfer

  1. Have you received the training that you were promised during your induction?
  2. Did the training meet your expectations and was accurately described during the hiring process?
  3. Is the training relevant to your roles and responsibilities?
  4. Were adequate tools and materials shared during training to facilitate knowledge transfer?

2. Onboarding survey questions for 60 day review

a) Engagement related questions

  1. Would you recommend the company to others in your network?
  2. Do you see yourself working here in 2 years?
  3. Do you feel motivated to come to work in the morning?
  4. Do you feel prepared for your role?

b) Onboarding experience

  1. Did the first 30 days of onboarding go as expected?
  2. What is the one thing you would like to change from your experience so far?

c) Company policies

  1. Are you clear on the different company policies shared with you?
  2. Do you have any concerns about any of the policies that you would like to highlight?
  3. Do you think any policy is missing that you think must be a part of our governance?

d) Questions about team

  1. Have your team members been integral in smooth onboarding?
  2. Have you been able to connect and collaborate with all your team members?
  3. Do you consider your team members to be welcoming and inclusive?
  4. What is the thing you would like to change about how your team works currently?

e) Reflection questions

  1. Have you been able to achieve the goals you set out for your 60 days?
  2. How has your journey been so far?
  3. What has been your biggest accomplishment in 60 days?
  4. What are some achievements you would like to ensure in the next 30 days?

3. Onboarding survey questions for 90 day review

a) Role and expectation clarity

  1. Do you have an understanding of what is expected from you as a part of this role?
  2. Is your role similar to what was communicated to you during the hiring process?
  3. Do you have the necessary resources you need for the role?
  4. Do you have clarity of your goals?
  5. Do you understand how your work will be evaluated?
  6. Does your role meet your career aspirations?
  7. What do you think is the most difficult part about your role?
  8. What excites you most about your current role?
  9. Do you understand the importance of the work you do?

b) Organizational alignment

  1. Do your values align with the organizational values?
  2. Do you believe in the vision and mission of the organization?
  3. Do you believe your ideas are valued?
  4. Do you have clarity on the organization’s future plans and do you align with them?
  5. Do you see yourself as a part of this organization 5 years from now?

c) Manager support

  1. Have your conversations with the managers been effective?
  2. Does your manager support your career aspirations?
  3. Does your manager provide you with the necessary support to perform your role effectively?
  4. Do you receive regular feedback from your manager?
  5. Does your manager include you in key discussions, wherever applicable?

d) Other questions

  1. What are some of the challenges you have faced so far?
  2. Do you feel your onboarding was successful?
  3. How can we help you in improving the overall experience?
  4. Do you feel included and accepted by everyone in the team?
  5. How do you see yourself progressing from here?
  6. Do you have access to all the information you need?

Wrapping up (TL:DR)

By now, it would be very clear to you that an employee onboarding survey can help you in multiple ways to create a high performance culture. It can enable you to augment retention, engagement, satisfaction and advocacy among employees to ensure that there is minimal turnover and you are able to attract high quality talent. Ensure that you roll out an onboarding survey at 30/60/90 days frequency to check onboarding experience, knowledge transfer, manager support, role clarity, etc. 

You should focus on other forms of employee feedback on culture, training and development opportunities, level of engagement, manager effectiveness, workplace collaboration, work-life balance, among others. 

Finally, you should focus on leveraging technology and automation to add efficiency and effectiveness to your onboarding survey and process. 

Research shows, automating onboarding tasks resulted in a 16% increase in retention rates for new hires.

Thus, consider partnering with a survey platform which enables you to:

  • Use science-backes best practices onboarding survey templates
  • Track employee milestones automatically and roll out surveys on due date with zero to minimal manual intervention 
  • Integrate surveys with existing chat tools for reminders and sending out survey questions
  • Use NLP for decoding sentiments behind open comments to understand the reason behind each response
  • Use other employee engagement surveys to get the whole picture of new hire engagement

Related Reading

How to use employee engagement survey comments

Best employee engagement survey tools in the market today

min read

How to Give Constructive Feedback? (With Examples)

When it comes to performance management for employees, you would agree that feedback plays an important role. However, only offering positive feedback and appreciating the performance of your employees is not enough. You need to give them an equal amount of constructive feedback which is specific to ensure high levels of performance. If you feel that your employees may not embrace constructive feedback, think again.

Research shows that 92% of people believe that constructive feedback is effective at improving performance.

In this article we will help you understand how you can give constructive feedback and examples you can leverage. 

What is constructive feedback?

Constructive feedback is essentially a tool that most forward looking professionals leverage to help others in their team with specific and constructive inputs on areas where one’s performance can be improved. Put simply, if you have an employee who doesn’t pay attention to detail, constructive feedback involves helping them acknowledge that this is a problem area, and more than that, enabling them with the support to overcome the same. It involves not only identifying a performance problem, but also, providing action items and ways to address the same. 

Importance of constructive feedback

Now that you have an understanding of what constructive feedback means, let’s quickly look at some of the top reasons why constructive feedback is important. Constructive feedback:

  • Improves performance: It enables your team members to understand how they can perform better with specific inputs on areas of improvement
  • Reinforces expectations: It helps your employees clearly gauge what is expected out of them in terms of performance, and sets clear deliverables and measurement parameters to avoid any surprises during performance appraisal
  • Boosts morale and confidence: It involves also appreciating employees for a job well done and illustrates how they can become a better version of themselves
  • Facilitates employee stickiness: It ensures that employees see your organization which cares about their professional growth and encourages them to stick around longer, and even act as advocates for others.

Positive feedback vs constructive feedback 

When delivering feedback, you must understand the difference between positive and constructive feedback and ensure that you use both of them where they fit the best. Here a quick distinction between positive feedback vs constructive feedback:

  • Positive feedback focuses on a job well done and highlights where an employee has excelled. Whereas, constructive feedback talks about areas of improvement and action items for desirable outcomes. 
  • While positive feedback seeks to reinforce the positive behavior, constructive feedback focuses more on facts and traits.
  • Positive feedback is a reflection of the past performance and doesn’t necessarily have a futuristic orientation, however, constructive feedback takes reference from the past to feed better performance in the future.  
  • “Your presentation during the board meeting was crisp and informative” is an example of positive feedback. Whereas, “While your presentation was informative, you can focus more on articulation to ensure that all your research is communicated in a way that everyone is able to understand. Using pointers can help here”, is an example of constructive feedback.
In a nutshell, positive feedback is a reinforcement tool, whereas constructive feedback is a mechanism to facilitate development. 

How to give constructive feedback

With an understanding of the fundamentals of constructive feedback, let’s quickly jump to the best practices which can help you deliver constructive feedback in a nuanced and effective manner. 

1. Decide when to give the constructive feedback

The first thing you need to focus on is ensuring that the timing of the constructive feedback is ideal. For instance, a busy period when the employee is putting in a lot of effort may not be ideal for giving them feedback about their performance from three months ago. At the same time, ensure that you provide constructive feedback regularly and consistently, to avoid recency or primacy bias. However, don’t offer feedback when you are angry about their performance either. 

2. Set the context and build trust

Before you get down to giving the feedback, set the tone. Share with the employee the purpose of the meeting and make them comfortable prior to sharing your reflections. It is important that you build trust so your employees can share their perspective and don’t feel intimidated by what you have to say. 

3. Share your reflections

Once the context and tone is set, start sharing your reflections. Your focus should be on sharing what you have observed about their performance. However, ensure that you also share how the same is likely to impact their career growth as well as organizational success. For instance, if you are providing constructive feedback about missing deadlines, you can use the impact of losing clients for the organization and a casual attitude marker for the employee.

4. Give specific examples

When sharing reflections, use specific examples of when you noticed a particular behavior. For instance, in the above example, you can share instances of when the employee missed his/her deadlines. Ensure that you use examples which illustrate a pattern, rather than a one off incident, which is very uncommon. Furthermore, always use concrete examples and not interpretation of what you hear or see.   

5. Balance positive and negative

With constructive feedback, your focus should be on helping the employee improve their performance and work on their areas of development.

However, simply pointing out their weaknesses or negatives in their performance will not help. You need to also talk about some of the positive aspects of their performance and how those qualities can help them absorb and implement their constructive feedback. 

6. Be empathetic

Emotional intelligence is extremely important when delivering constructive feedback. You cannot be apathetic towards your employee when delivering the same. Put yourself in their shoes to choose your phrases carefully. We will share some examples in the next section. Also, use your EQ to read the situation when you are delivering the feedback. If you see that the employee is getting uncomfortable, take a pause and comfort them first. Read their gestures and body language to ensure that the employee is not feeling attacked. 

7. Don’t make it personal

Like it or not, constructive feedback involves pointing out one’s weaknesses and areas of improvement. However, you should refrain from equating the performance of the employee with his/her personality or whole self. For instance, if someone misses deadlines, encourage them to be more organized or prioritize important work, than labeling them as a procrastinator. 

8. Encourage response from the other side

While you are delivering the constructive feedback, you have to make sure it is a dialogue.

The idea is to give the other person enough room to share their side of the story.

Try to understand whether or not they agree with your feedback and how they perceive the same. They may share the lack of support or resources, which have resulted in a weak performance. Be open to some reverse feedback as well. Again, your EQ must be at play here. If your employee has an outburst, or reacts negatively, you need to stay composed and calm them down. 

9. Discuss potential solutions

Once you and your employee are aligned on the areas of improvement, the most important part of constructive feedback is to provide adequate solutions to address the performance challenges. Don’t give abstract or vague solutions like be punctual if the employee misses deadlines. Rather, give very specific and action oriented solutions which are directed towards a particular outcome. The idea is to collectively understand the cause of the weak area of performance and use concrete solutions to remedy the same. 

10. Create a time bound action plan

Now that you have shared some potential solutions, you must revise the top action items with your employee to avoid any confusion. At the same time, you should focus on creating a time bound plan with key milestones to ensure that development is taking place. Summarize what was discussed and how you will proceed from there. Best is to set up a date to review the progress to ensure constructive feedback is paid heed to. 

Read our article on Start Stop Continue Feedback to give action oriented feedback

20 Constructive feedback examples 

Here are top 20 constructive feedback examples that you can use during your next conversation. To make your constructive feedback more effective, we have also illustrated examples of what you should steer away from.

1. Communication skills

Example of how to give constructive feedback

I would really like to know how you have progressed on the tasks assigned to you last month. It would be ideal if you could share a progress update on what has been achieved with a small summary of challenges/ support needed at the end of every week to ensure everyone is on the same page.

Example of how not to give constructive feedback

You have not kept your team updated about your work, this is highly unprofessional.

2. Attention to detail

Example of how to give constructive feedback

I was going through the work you submitted last week and I can see you have put in a lot of effort. However, I could see that there were some small errors and inaccuracies in the report across multiple sections. I believe that if you proofread your work thoroughly before turning it in, it will reduce the number of iterations and improve your quality of work. 

Example of how not to give constructive feedback

You seem completely distracted as you have been submitting flawed and below average work, this will not be tolerated. 

3. Time management

Example of how to give constructive feedback

I understand that you are working on multiple projects, however, you need to ensure that the most important projects are not overlooked and their timelines are not missed. Therefore, I would suggest you create a list of tasks you are working on and check with the respective reporting managers on the priority and set clear expectations to ensure that no deadlines are missed. 

Example of how not to give constructive feedback

You have missed your deadline again, it seems like you are not serious about you work. 

4. Goal achievement

Example of how to give constructive feedback

I see that you have been able to achieve only a part of the goals that you set out for this year. Maybe you were trying to spread yourself too thin. I would suggest you reduce the number of projects you are working on and ensure that the goals you set you are able to achieve. Furthermore, you must be vocal about the support or resources you need to achieve your goals. 

Example of how not to give constructive feedback

Are you even serious about your work, your level of goal achievement indicates otherwise. 

5. Absenteeism

Example of how to give constructive feedback

I see that you have been taking some time off lately, without any prior intimation. Let’s try to understand if there is a particular reason for the same. We can work on your schedule to make it more flexible. 

Example of how not to give constructive feedback

You have been missing all meetings lately, this tardiness is not appreciated. 

6. Problem solving

Example of how to give constructive feedback

I see that you are excellent at execution of ideas. However, I believe that you need to focus more on coming up with solutions on your own. I would suggest participating more in the brainstorming sessions and coming up with solutions. Try to think on your own, before you reach out to others with the problem.

Example of how not to give constructive feedback

You lack any problem solving capabilities, and will be stuck to execution for the rest of your career.

Wrapping up

Constructive feedback is integral to organizational success. Here are a few things to keep in mind:

  • Always use facts and examples to deliver constructive feedback
  • Don’t forget to differentiate between positive and constructive feedback
  • Make sure you have practical tips or suggestions 
  • Leverage specific constructive feedback examples for specific performance problems, instead of being vague

Related Reading

50 top 360 degree feedback question examples

150 performance review phrases

min read

How to Use Performance Management Cycle for High Performance Teams

While performance management has been a key priority for organizations, for a long time, year end reviews were considered to be the most effective way to facilitate the same. However, recently organizations are observing a shift towards continuous performance management with an introduction of the performance management cycle. This article will focus on different aspects of the performance management cycle and how it enables unlocking the potential of high performance teams. 

What is a performance management cycle?

Before going into the diverse aspects, you should first understand what a performance management cycle essentially is. If you have an idea of what continuous performance management is, you’re already a step ahead in the understanding. Performance management cycle primarily is a way or a model in which you evaluate or focus on the performance of your employees throughout the year. The idea is to break down the different elements of employee performance into different stages and focus on them consistently. It starts with setting goals and ends with rewards for a job well done, which leads to setting of new goals and the performance management cycle resets.  

Understanding 4 stages of the performance management cycle

While you may want to divide your performance management cycle into any number of stages, mostly there are four stages. 


The first stage, at the very beginning of the performance management cycle, focuses on creating a plan for the performance ahead. The idea is to have a clear understanding on what your employee must achieve and how you will eventually review and evaluate them. During the planning stage, you and your team member, collectively should:

  • Set SMART goals of OKRs based on the performance expectations
  • Have clear KPIs or metrics which you will use for performance appraisal
  • Clarify how individual goals or OKRs contribute to organizational vision

Thus, the planning stage of the performance management cycle sets the tone for the year ahead and ensures there is clarity at all levels. 


Once the goals have been set in the planning stage, you enter the monitoring stage of the performance management cycle. This stage essentially focuses on ensuring that things are moving as planned. The idea is to ascertain that your team members are more or less on track for specific milestones outlined as a part of goal setting. Additionally, this stage will help you address any performance challenges that you may observe, sooner than later. Monitoring stage includes:

  • Regular one-on-one meetings to review performance so far
  • Providing feedback to your team members on what you think has been going well and what needs to improve
  • Relooking at goals in case they are behind or ahead of schedule in terms of achievement
  • Understanding the kind of extra support or resources your team members might need to improve their performance
  • Having candid conversations with your employees on wellbeing, professional development objectives, and other factors which may impact performance, morale and engagement 

The monitoring stage essentially focuses on tracking the performance of your employees against the set goals to provide constructive feedback and help them perform better. 


The third stage of the performance management cycle comes into existence towards the end. It involves reviewing the performance and providing ratings based on the established KPIs and metrics. While this is the formal review process, if you have been constantly monitoring the performance of your employees, this will essentially be a consolidation of all the reviews and feedback shared overtime. While delivering performance reviews, ensure that you:

  • Shed any performance review biases that might come your way, including primacy effect, recency bias, halo/horns effect, etc. 
  • Give your employees concrete examples and facts to support your review, rather than being vague and ambiguous
  • Should try to get 360 degree feedback and review for your team members
  • Answer some of the following questions to create an informed review:
  1. Did the employee achieve the goals set out?
  2. What were the key enablers in their achievement?
  3. Did you observe growth in the employee during the performance management cycle?
  4. Did the employee share any concerns, and were they addressed?

Since you have been connecting regularly with your employees, the reviews will not come as a surprise to them, but will help you monitor the trends of their performance and guide the next stage for the employee’s professional growth. 


Finally, the rewarding stage in the performance management cycle acts as a culmination to one cycle and sets stage for the commencement of the next. The objective is to take into account their performance over the performance management cycle and create a culture of rewards and recognition to celebrate and appreciate high performance. Some of the quick ways to reward your employees include, giving them:

  • Healthy increments and promotions
  • Public appreciation through social media, company intranet
  • Bonuses and other incentives
  • Rewards like vouchers, gifts, etc. 

This stage is important to make your employees feel valued and motivate them to keep the performance going. It will also push average performers to step up their efforts and enable you to create a high performance culture. 

Why is a performance management cycle important?

Now that you understand the various stages of a performance management cycle, let’s quickly look at why the performance management cycle is important for your organization. It will help you:

  • Clearly define goals and expectations from your employees to drive directed performance.
  • Keep your employees engaged. When you constantly connect with your employees for 1-o-1 meetings and consistently take interest in their performance improvement, they are likely to feel engaged, satisfied and motivated.
  • Address performance challenges preemptively and provide your employees with corrective actions, resources and support to bridge performance issues.
  • Retain talent as employees who feel that their performance is being valued and receive regular feedback tend to stay longer at an organization. 

Top 4 ways in which performance management cycle leads to high performance

In addition to the above mentioned benefits, a performance management cycle can help you build a high performance culture in a number of ways. Some of the top aspects include:

Clarifies KPIs and metrics

What constitutes high performance can be abstract. For some, closing 5 deals can be high performance, for others, it might be closing 15. Planning stage in the performance management lifecycle will help your employees understand what constitutes high performance and thus, proceed towards it. 

Boosts recognition

A key part of the performance management cycle is the rewards and recognition. When employees feel their performance is being valued and recognized, they tend to double up their efforts, leading to a high performance team.

Facilitates communication and feedback

Monitoring and tracking followed by 1-o-1 conversations can help you communicate with your employees regularly. Not only will you track their performance, but will also listen to their concerns or challenges and offer them feedback. Such conversations and feedback have a positive impact on performance, leading to a high performance culture. 

Ensures appropriate training

One of the foundations of high performance is enabling your team members to undergo the right training. Performance management cycle can help you understand which training is important for your employees at which performance stage, realizing high quality results. 

Top tips for managers for effective performance management cycle

As a manager, there are several ways in which you can unlock the true potential of a performance management cycle. You are one of the key stakeholders who plays an important role in every stage of the cycle. Here are a few tips that can help you augment the effectiveness of the performance management cycle:

  • Invite employee participation and make the OKR setting process collaborative and action oriented
  • Provide constructive feedback to your employees, instead of being too sweet or too negative
  • Help your employees access the right resources and training they need to meet their goals
  • Give your employees a safe space to share their concerns and challenges
  • Don’t micromanage your employees in the name of monitoring
  • Be open about relooking at the goals in case of a misalignment as you move along the performance management cycle

Benefits of using a performance management tool

A performance management tool can significantly help you streamline your performance management cycle by offering the following benefits. 

Performance snapshots

Get automated performance snapshots of your employee’s performance over the 9 box grid to track performance trends over time and provide reviews without recency bias.

1:1 conversations

Leverage guided templates with AI based suggestions for your 1:1 conversations with employees during the monitoring stage based on performance over time. Receive suggested talking points for goal-centered conversations.

Compare performance

Look at historic feedback to see improvement in performance and compare performance over time. You can also compare performance of peers over specific parameters. 

Related Reading

How to create a high performance culture using OKRs

7 steps to effective performance management system

12 common performance review biases to avoid

Ready to get started?
Speak to our team today

Book Demo