This article, published by Achievers, addresses the challenge of employee disengagement and positions employee engagement surveys as a primary diagnostic tool for HR leaders. The author argues that well-designed surveys enable organizations to surface honest feedback, track engagement trends, and demonstrate organizational responsiveness to employee concerns. The article presents 23 example survey questions organized across five categories — employee satisfaction, organizational alignment, future orientation, open-ended inquiry, and professional growth — supplemented by guidance on survey design (quantitative vs. qualitative questions), administration best practices, and the use of pulse surveys. Key evidence draws on Gallup's State of the Global Workforce Report, which reports that only 23% of employees globally feel engaged, and the Achievers 2026 State of Recognition Report, which notes only 23% of employees feel supported in their growth. The article concludes by directing readers toward Achievers' own products — Voice of Employee and Pulse surveys — as implementation vehicles, situating the entire content framework within a commercial sales funnel. Key insights: Gallup's State of the Global Workforce Report indicates only 23% of employees globally identify as engaged, while 62% are not engaged and 15% are actively disengaged, representing a significant organizational challenge. The Achievers 2026 State of Recognition Report cited in the article reports that only 23% of employees surveyed globally feel supported in their professional growth. Survey anonymity is identified as a critical design factor in eliciting candid employee responses, with the article noting that anonymous conditions reduce fear of repercussion and improve feedback quality. Practical takeaways: A combination of quantitative (rating scale) and qualitative (open-ended) questions is presented in the article as a more complete approach to capturing both measurable trends and contextual employee experiences. The article identifies six survey administration practices — concise questions, open-ended options, regular frequency, anonymity, workday completion time, and visible follow-up — as factors that affect the quality and volume of employee responses.