Gallup research shows that 50.8 percent of U.S. workers are "not engaged" in their work and 17.2 percent are "actively disengaged." To help find out what makes employees stay committed, involved and enthusiastic, try implementing an employee engagement survey to gain actionable insights.

Here are 10 questions you should be asking:

1. On a scale from 1 to 10, how happy are you at work?

This simple question can help you gauge your employees' overall satisfaction with their positions. The collective feedback should help you take the temperature of your workplace as a whole. If you see a low score here, you may want to sit down with small focus groups to help you better understand how you can feasibly improve the workplace to boost employee happiness.

2. Do you understand the company's strategic goals?

It's often a lot easier to throw yourself into your work when you understand what you're striving to achieve. The answers to this question can help you understand whether your employees are on the same page with your business, or if you need to fine-tune how you communicate your overall strategy to your workforce.

3. Can you see how the work you do ties in to company goals?

The purpose of this employee engagement question is twofold; it may give some employees pause for thought and enliven them with a new sense of purpose, and it also lets you know if you and your supervisors need to do a better job of communicating how employees' personal goals tie directly to your company's goals.

4. On a scale from 1 to 10, how likely is it that you would recommend our company's products or services to a friend?

If your employees aren't buying what they're selling, maybe they have suggestions for improvement.

5. Do you have the appropriate resources or tools to make informed decisions about your work?

Employees who don't feel as though they have access to the data, technology or people they deem necessary to excel in their jobs may struggle in their day-to-day duties. This question can give you visibility into any resource gaps that may exist so you can help address them, where possible.

6. Do you feel that coworkers show respect to each other?

You may have a pretty good idea of how your employees get along and interact, but a negative response here might suggest that some team-building activities are in order to help foster engagement.

7. On a scale from 1 to 10, how comfortable do you feel giving feedback to your manager or supervisor?

Employees should feel comfortable approaching management. The answers here can drive initiatives to help break down any communication barriers and coax employees out of their shells.

8. Do you feel that your management team takes your feedback seriously?

Your employees expect to receive due acknowledgment and see actions taken when they raise concerns. If they feel ignored, they may be less likely to speak up in the future and may become disengaged.

9. Did you receive recognition from a supervisor for your last important accomplishment?

Recognition for a job well-done may be an integral factor in keeping your employees engaged at work. When accomplishments go unnoticed, it may discourage employees from putting their best foot forward in the future.

10. Do you believe you will be able to reach your career goals here?

Opportunities for professional growth are important for many employees. Without them, job retention, productivity and employee engagement may suffer.

With a well-thought-out employee engagement survey in place, you may be able to better understand the current climate of your business and effect positive change — but the value doesn't have to stop there. Understanding what's important to your current employees and identifying your company's strengths may also help you attract and engage potential job candidates.

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Tags: retention engagement Employee Engagement