The best examples of employee engagement assessment examples managers actually use

Real-world examples of employee engagement assessment examples managers trust

Let’s start where most articles don’t: with actual, concrete examples of employee engagement assessment examples that show up in performance reviews and manager evaluations.

HR teams often talk about engagement in the abstract—motivation, commitment, discretionary effort. Managers, on the other hand, need examples that translate into questions they can ask and patterns they can track. Below are several real examples used in modern organizations, from startups to large enterprises.

Example of a short engagement pulse survey for performance reviews

When managers hear “engagement survey,” they often picture a massive, once-a-year questionnaire that nobody reads. A more realistic approach is a five-to-eight-question pulse survey you run before performance reviews and use as a discussion starter.

A typical example of this kind of assessment might include items like:

• "On a scale of 1–10, how energized do you feel by your day-to-day work?"
• "How confident are you that your work this quarter made a meaningful impact on team or company goals?"
• "How often do you receive useful feedback from your manager?" (Never / Rarely / Sometimes / Often / Always)
• "How likely are you to recommend this team as a great place to work?" (eNPS-style 0–10 scale)
• "What is one thing that would make your work experience significantly better over the next three months?"

These questions are simple, but they create one of the best examples of engagement assessment that connects survey data directly to performance conversations. Managers can compare scores across review cycles and use open-ended responses to shape development plans.

Examples of employee engagement assessment examples embedded in 1:1 meetings

Some of the most useful examples of employee engagement assessment examples don’t look like surveys at all. They’re structured prompts that managers weave into regular one-on-ones.

Here’s how that might look in practice:

• At the start of each month, a manager asks: "On a 1–5 scale, how supported do you feel in your role right now?" and "What would move that score up by one point?"
• Every quarter, they add: "Do you see a clear path for your growth here over the next 12–18 months?" and "What skills do you want to build that we’re not using yet?"
• Twice a year, they ask a stay-interview style question: "What would tempt you to leave, and what can we do to make staying the better option?"

None of this requires a formal tool, but these questions are real examples of engagement assessment built into manager routines. Over time, patterns emerge: recurring concerns about workload, recognition, or career paths. Those patterns can then be summarized in the manager’s self-assessment and in upward feedback about the manager.

For a deeper dive into stay interviews and why they matter for retention and engagement, the Society for Human Resource Management (SHRM) provides useful templates and research-backed practices.

Behavioral examples that signal engagement in manager assessments

Engagement isn’t just how people answer surveys; it’s how they behave over time. Manager assessment examples increasingly include behavior-based indicators of engagement, especially in 360 reviews.

Some of the best examples include prompts like:

• "Consistently follows through on commitments, even under pressure."
• "Proactively identifies problems and suggests solutions without being asked."
• "Participates actively in team discussions and shares ideas."
• "Supports colleagues and contributes to a positive team climate."
• "Demonstrates curiosity by learning new tools, methods, or skills."

Peers and direct reports rate these behaviors on a scale and provide short comments. The pattern of ratings becomes an example of employee engagement assessment that complements survey data. A manager who scores high on task execution but low on supporting colleagues might deliver results today while quietly eroding team engagement.

Research from organizations like Gallup has repeatedly shown that engagement correlates with discretionary effort, collaboration, and willingness to go beyond the job description. Behavior-based manager assessment examples help you see that in action.

Examples include team-level engagement health checks

Individual surveys are helpful, but engagement is also a team sport. Some of the strongest examples of employee engagement assessment examples happen at the team level, often as part of quarterly planning or retrospective meetings.

Here’s an example of a simple team engagement health check:

• Each team member rates: "How sustainable is our current workload?" on a 1–10 scale.
• They also rate: "How safe do you feel speaking up about problems or mistakes?"
• Then: "How confident are you that leadership listens to feedback from this team?"
• Finally: "How proud are you of the work this team has delivered in the last quarter?"

Scores are aggregated and discussed in a group session. The goal is not to diagnose individuals but to identify systemic patterns: unrealistic deadlines, unclear priorities, or lack of psychological safety.

This kind of team-level assessment aligns well with research on psychological safety from Harvard Business School, summarized in various resources from Harvard.edu that highlight how voice, trust, and learning behavior connect to engagement and performance.

Example of a manager engagement scorecard used in performance reviews

If you want a concrete example of how engagement shows up in manager performance reviews, consider a simple “manager engagement scorecard.” This is one of the best examples for tying employee feedback directly to manager development.

A typical scorecard might pull from three data sources:

• Employee survey items about the manager, such as:
  • “My manager cares about my well-being.”
  • “My manager gives me regular, useful feedback.”
  • “My manager involves me in decisions that affect my work.”
• Turnover and retention metrics for the manager’s team over the past 12–24 months.
• Qualitative comments from one-on-ones, exit interviews, and stay interviews.

The manager’s assessment then includes a summary like:

“Your team’s engagement scores improved from 6.4 to 7.3 this year, particularly in feedback and clarity of expectations. Turnover decreased from 18% to 10%. Comments highlight stronger communication but ongoing concerns about workload during peak periods.”

This is a concrete example of employee engagement assessment examples feeding directly into manager evaluation and coaching. It helps senior leaders see who is building healthy teams and where additional support or training is needed.

Real examples of engagement questions tied to career growth

One of the most reliable predictors of engagement is whether people see a future for themselves in the organization. So the best examples of employee engagement assessment examples always include questions about growth and learning.

Managers and HR teams often use prompts like:

• “I have opportunities to learn and grow in my current role.”
• “I understand what I need to do to progress in my career here.”
• “My manager supports my development goals.”
• “In the last six months, I have had meaningful discussions about my career.”
• “I can use my strengths in my day-to-day work.”

These items can appear in annual engagement surveys, mid-year check-ins, or as part of a development-focused 1:1 template. When scores are low, a manager’s assessment might highlight the need for clearer progression frameworks, more stretch assignments, or better access to training resources.

For inspiration on how learning and engagement intersect, the U.S. Office of Personnel Management publishes federal employee survey questions that many organizations adapt for their own engagement assessments.

2024–2025 trends influencing examples of employee engagement assessment examples

The way we measure engagement is shifting fast, especially with hybrid work, AI, and changing employee expectations. When you look at modern examples of employee engagement assessment examples, several trends stand out in 2024–2025:

Hybrid and remote experience questions
Assessments now routinely ask about remote collaboration, access to tools, and boundaries:

• “I have the tools and technology I need to do my job effectively from my primary work location.”
• “My workload allows me to maintain a healthy work-life boundary.”
• “Our team norms support both focus time and collaboration.”

Well-being and burnout indicators
Organizations increasingly integrate well-being questions into engagement assessments, reflecting research from sources like the CDC on workplace health and productivity. Examples include:

• “I rarely feel burned out by my work.”
• “I feel comfortable taking time off when I need it.”
• “My manager respects my non-work commitments.”

Inclusion and voice
Modern engagement assessment examples include items about fairness, respect, and inclusion:

• “I feel respected by my colleagues and manager.”
• “Different perspectives are valued on this team.”
• “I feel safe raising concerns without fear of negative consequences.”

Managers are then evaluated on how they respond to this data—whether they run follow-up sessions, adjust practices, and communicate changes. Those responses become part of the manager’s performance narrative.

How to choose the best examples for your team (without overwhelming everyone)

With so many examples of employee engagement assessment examples available, the real challenge is choosing what to use without survey fatigue. A practical approach is to:

• Pick a small core set of questions you repeat every cycle so you can track trends.
• Add 2–3 rotating questions focused on current priorities (e.g., hybrid work norms, new leadership, restructuring).
• Combine quantitative scores with at least one open-ended question every time.
• Use one or two behavioral indicators in manager assessments that clearly connect to engagement (like recognition, feedback, and support).

In other words, the best examples are the ones you can actually follow up on. If you don’t have the capacity to act on a topic—say, office layout or benefits design—don’t ask about it every quarter. Focus on what managers and local leaders can influence directly.

Turning assessment examples into action

Collecting data is easy; doing something with it is where most organizations stumble. To make these examples of employee engagement assessment examples actually useful, treat each assessment as the start of a conversation, not the end.

A simple, repeatable pattern looks like this:

• Run a short assessment (survey, 1:1 prompts, team health check).
• Share summarized results with the team, including what surprised you.
• Ask the team to identify one or two changes they believe would have the biggest impact.
• Agree on specific actions, owners, and timelines.
• Revisit the same questions next cycle and compare.

In manager performance reviews, document not only the scores but also how the manager responded. A manager who inherits a struggling team but consistently acts on feedback and improves engagement over time is doing exactly what you want, even if their absolute scores start low.

When you treat each example of engagement assessment as part of an ongoing loop—listen, share, act, review—you turn data into trust. And that, more than any single tool or question set, is what keeps people committed, motivated, and willing to do their best work.

FAQ: examples of employee engagement assessment examples

Q: What are some simple examples of employee engagement assessment examples for small teams?
For small teams, start with a five-question pulse survey every quarter and a few structured 1:1 prompts. Ask about energy, impact, feedback, workload sustainability, and one thing that would improve their experience. Combine ratings with one open-ended question, and discuss the results in your next team meeting.

Q: Can you give an example of engagement questions specifically for manager evaluations?
Yes. Include items like: “My manager gives me regular, useful feedback,” “My manager cares about my well-being,” and “My manager involves me in decisions that affect my work.” Have direct reports rate these on a 1–5 scale and add short comments. Summarize trends and use them in the manager’s performance review.

Q: How often should we run these engagement assessments?
Most organizations use a mix: a larger annual or biannual survey, plus short pulse checks two to four times per year. Manager-led 1:1 prompts can happen monthly or quarterly. The right frequency is the one where you can still respond meaningfully to what you hear.

Q: What’s the best example of turning engagement data into action?
A strong example is a team that scores low on workload sustainability. The manager shares the data, works with the team to prioritize projects, negotiates with leadership to adjust deadlines, and then checks in again the next quarter. If scores improve and comments reflect less burnout, you know the loop is working.

Q: Are anonymous surveys better than open conversations?
They serve different purposes. Anonymous surveys encourage candor on sensitive topics, especially in larger organizations. Open conversations, especially in 1:1s, are better for nuanced context and problem-solving. The strongest engagement strategies use both, with examples of employee engagement assessment examples that blend anonymous input and direct dialogue.