15 Engagement Interview Questions and Answers

Engagement related interview questions are designed to assess a candidate’s ability to build relationships, engage with others, and create a positive work environment. These questions can be difficult to answer, but they are important for employers to ask in order to gauge a candidate’s fit for a position.

1. What is employee engagement?

Employers ask this question to see if you understand the importance of employee engagement and how it can affect a company’s success. When answering, define what employee engagement is and explain why it’s important for businesses to have high levels of employee engagement.

Example: “Employee engagement is when employees feel connected to their work and are motivated to do their best at their jobs. It’s important because engaged employees are more productive than disengaged ones. They’re also more likely to stay with a company for longer periods of time. I’ve seen first-hand that companies who invest in employee engagement programs experience lower turnover rates and higher profits.”

2. Can you explain what an engaged workforce is and why it’s important for a company to have one?

An interviewer may ask this question to see if you understand the importance of engagement in a company and how it can benefit the organization. Use your answer to explain what an engaged workforce is, why it’s important for companies to have one and how you’ve helped create one at past jobs.

Example: “An engaged workforce is one where employees feel like they’re valued by their managers and are motivated to do their best work because of it. Engaged employees are more likely to stay with a company longer than those who aren’t engaged, which means that having an engaged workforce can help keep talented people on staff. I’ve always been passionate about helping others succeed, so I try to make sure my coworkers know that I’m here to support them.”

3. How would you define the concept of disengagement or low productivity in the workplace?

This question is an opportunity to show your knowledge of workplace engagement and how it can affect productivity. You can answer this question by defining disengagement, explaining its causes and describing the steps you would take to improve employee morale and productivity.

Example: “Disengagement in the workplace occurs when employees lose interest in their work or feel disconnected from their company’s mission. This can lead to low productivity because employees are less motivated to do their best work. I define disengagement as a lack of motivation that leads to poor performance. To address disengagement, I first try to understand why employees feel disengaged. Then, I implement strategies to increase employee morale and encourage them to be more productive.”

4. What are some of the factors that can lead to low levels of engagement among employees?

This question can help the interviewer assess your ability to recognize and address issues that may be affecting employee morale. Your answer should include a list of factors you’ve encountered in previous roles, as well as steps you take to improve engagement when these factors arise.

Example: “Some of the most common factors I’ve seen that lead to low levels of engagement among employees are unclear job expectations, lack of communication from management and an unsupportive work environment. In my last role, for example, we had several new hires who were struggling with their performance reviews because they didn’t know what was expected of them. We addressed this issue by creating a detailed employee handbook that outlined our company’s policies and procedures.”

5. What are the most common signs that indicate disengagement at work?

Employers ask this question to make sure you know the signs of disengagement and how to address them. They want to see that you can recognize when employees are unhappy at work, so they can help solve the problem before it gets worse. In your answer, explain what you’ve seen in the past and give examples of how you helped resolve these issues.

Example: “The most common sign of disengagement is low morale. When I notice my team members aren’t as happy as usual or seem more stressed than normal, I try to find out why. Sometimes, it’s a small issue that we can quickly fix. Other times, it may be something larger that requires more time to resolve. Either way, I always make sure to listen to their concerns and offer solutions.”

6. In your opinion, what does it mean to be a high-performance team? What do they look like?

This question is a great way to assess your understanding of teamwork and how it can impact the success of an organization. When answering, consider what you’ve learned about the company culture and what values they hold most important.

Example: “A high-performance team is one that has members who are willing to work together toward a common goal. They have trust in each other and know that their teammates will always do what’s best for the group. A high-performance team also understands that everyone brings different skills and experiences to the table, so they’re open to learning from others. Finally, a high-performance team knows that they need to celebrate their wins as a unit.”

7. Why should managers care about improving employee engagement?

This question is a great way to show your knowledge of the importance of engagement in the workplace. It also allows you to discuss how managers can improve employee engagement and why it’s important for their team members.

Example: “Employee engagement is an essential part of any company’s success because it affects productivity, customer service and overall morale. When employees are engaged, they’re more likely to be productive at work and provide excellent customer service to clients. Managers should care about improving employee engagement because it helps them achieve business goals while keeping their teams happy.”

8. Are there any metrics used to measure the level of engagement within teams? If yes, then which ones and how are they measured?

The interviewer may ask this question to assess your knowledge of engagement within teams and how you measure it. This can be an important skill for a manager, as they need to know how their team is performing and if there are any areas that could use improvement. In your answer, try to explain the different metrics used to measure engagement and what each one means.

Example: “There are several ways to measure engagement within teams. One way is through surveys, which I have done in previous positions. Another method is by using employee feedback software, such as Glassdoor or Indeed. These tools allow employees to rate their satisfaction with their work environment and management style. The third metric I’ve seen is the Net Promoter Score, which measures customer loyalty based on whether they would recommend the company to others.”

9. In your opinion, what’s the biggest challenge when trying to improve employee engagement across multiple teams?

This question can help the interviewer understand your perspective on employee engagement and how you might approach a challenge. Use examples from your experience to highlight your critical thinking skills, problem-solving abilities and teamwork capabilities.

Example: “The biggest challenge when trying to improve employee engagement across multiple teams is that it’s hard to get everyone on board with the same vision. I’ve worked in organizations where there were multiple departments or divisions within the company, each with their own goals and objectives. It was challenging to find ways to motivate employees who didn’t see the value of improving engagement. However, I found that by creating measurable goals for each team, we could track progress and celebrate wins together.”

10. As a manager, what steps have you taken in the past to improve employee engagement?

An interviewer may ask this question to learn more about your management style and how you’ve used it in the past to improve engagement among employees. To answer, think of a time when you implemented new policies or procedures that helped increase employee satisfaction and morale.

Example: “In my last role as an HR manager, I noticed that many employees were unhappy with our company’s vacation policy. Many people felt they couldn’t take enough time off because of the way the policy was written. So, I worked with other managers to create a new policy that allowed for more flexibility. This change resulted in higher employee satisfaction and improved overall engagement.”

11. Which do you think has more impact on employee engagement – HR policies or day-to-day management practices?

This question is a great way to assess an applicant’s understanding of the role of HR in employee engagement. It also allows you to see how they feel about it, which can be important if your company has specific policies or procedures regarding HR.

Example: “I think both are equally important when it comes to employee engagement. While I understand that day-to-day management practices have more impact on employees’ daily lives, I believe that HR policies and procedures set the tone for the entire organization. If employees don’t like their benefits or other HR policies, they may not care as much about their day-to-day interactions with coworkers or managers.”

12. Can you give me examples of things managers should not do if their goal is to improve employee engagement?

This question is a great way to assess your knowledge of engagement and how it can be improved. It also shows the interviewer that you understand what not to do when trying to improve employee morale.

Example: “I think one thing managers should avoid doing is micromanaging their employees. I’ve seen this happen in many organizations, where management wants to make sure everyone is performing at their best but they don’t trust their team members to get the job done. This leads to low morale among employees because they feel like they aren’t trusted or respected by management. Another thing managers shouldn’t do is ignore problems. If an employee comes to them with a problem, they should listen to them and try to help solve the issue as soon as possible.”

13. What are some of the benefits companies enjoy by having highly engaged employees?

Employers ask this question to see if you understand the value of engagement in the workplace. They want to know that you can recognize how engagement benefits both employees and their company. In your answer, explain what makes engagement so important and highlight some of the ways it helps companies succeed.

Example: “Engagement is one of the most important factors for employee success and overall business growth. When employees are engaged, they’re more likely to be productive and successful at work. This means they’ll have higher job satisfaction, which leads to lower turnover rates. Engaged employees also tend to perform better than those who aren’t as invested in their jobs. I’ve seen firsthand how engagement has helped my previous employers achieve greater success.”

14. Is engagement something that can be improved over time? Or is it something that comes naturally from each person depending on their personality type?

This question is a great way to show your interviewer that you understand the importance of engagement and how it can be improved. It’s also an opportunity for you to discuss any strategies you’ve used in the past to improve engagement with others.

Example: “Engagement is something that can definitely be improved over time, especially if you’re working on improving specific skills within your role. I find that by regularly practicing my communication skills, actively listening to others and asking questions when needed, I’m able to increase my engagement with others. These are all things I learned through training at my last job, and they have helped me become more confident in my ability to engage with others.”

15. What role do managers play in encouraging engagement within their teams?

This question can help the interviewer assess your understanding of how managers can encourage engagement in their teams. Use examples from previous experiences to explain what you think is important for a manager to do to support employee engagement.

Example: “I believe that managers play an essential role in encouraging engagement within their teams because they are often the first line of communication between employees and upper management. In my last position, I worked with a manager who was always available to answer questions or concerns we had about our work. She also encouraged us to voice our opinions on ways we could improve our processes or make our jobs more efficient. This helped me feel like I could approach her with any issues I encountered at work.”