Funny Survey Results

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Funny Survey Results
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Written by Adie Marais
November 28, 2020


Measure employee engagement with real-time feedback.

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From knock-knock jokes to ice-breaking games, here are some fun survey questions for your employees and coworkers to shake the awkwardness off.
How often do you think employees are actually open and honest when asked in a face-to-face situation if they have fun at work and if they’re truly engaged once they step through the doors?
If you did have to ask them openly in a team meeting, you could only imagine the thoughts running through their minds (especially on those tough Monday mornings).
What’s most likely to happen is that they won’t feel comfortable enough to answer. They could also be thinking about the quickest escape route not to answer and sit in what’s now an awkward meeting.
To get some honest insights and answers, it’s a good idea to conduct a fun employee survey. This allows your employees to let you know how they’re feeling without any pressure or repercussions.
What are your first thoughts when you hear the word survey? Just another meaningless exercise where you get to waste a few more minutes of your time?
Well, imagine if they weren’t as uninteresting and boring as you traditionally know them to be. Flip the script and think about surveys as a way in which to build emotional connections with your employees because, after all, you do spend a lot of time at work.
You might know Bill as the serious number-cruncher in your team, but maybe there’s so much more to him than meets the eye.
Surveys can be used as a versatile tool to learn more about those you spend most of your time with at work.
While it’s great to include some fun employee engagement survey questions , remember to include questions that will give you valuable insight into how your employees feel in the workplace.
This way, you can see where you might need to make changes or focus your efforts more to keep your employees engaged.
After all, research shows that companies with engaged employees are 21% more profitable!
Through this article, let's explore some fun questions to ask employees to get to know them better and drive better engagement.
Instead of having the same old mindset still stuck in thinking that surveys are just another time-waster or just another item that needs to be added to your work to-do list, let’s look for a moment at how they can be turned into a fun exercise with some fun survey questions for employees.
To break the monotony and shift the stigma employees' perspectives could have had about surveys, start by taking the edge off with a few of these. 
These can include a wide range of topics, just to get a feel of things, perhaps even throw in some completely random questions! Who knows, some employees might surprise you a bit. 
Here is the list of icebreaker questions, which one can't forget to add.
1. Mention one of your favorite childhood memories
2. What’s the one thing you’re grateful for today?
3. Name one thing that keeps you up at night
4. That one song that’s the soundtrack to your life
5. Name a conspiracy theory that gets you going.
With these types of questions, you get a better insight into where your employees come from, allowing you to uncover a bit more about them.
Some of them may have been great at art, very studious and others may have been complete rebels. In this way, you could see whether they’re still the same or whether they’ve changed since then.
6. Were you a sporty person or not?
7. Who’s that one teacher or professor you’ll always remember and why?
8. When you grew up, you hoped to become a …
9. Can you remember the first thing you did straight after graduation?
10. The most courageous or embarrassing moment you remember while at school?
‍ These are only some examples of fun questions to ask employees to get to know them better. There can be many more.
Most people love to travel. The open-mindedness that traveling brings along with it can be quickly noticed in how employees that have traveled to different places deal with certain tasks or issues at hand. 
11. If you could hop on a plane right now, where would you be heading?
12. Can you remember the first place you ever traveled to?
13. Name the one country that has the greatest memory for you.
14. Which country would you love to live in, other than where you currently are?
15. Do you prefer city, country, or beach vacations?
The person you see at work might be who they are normally bringing another sandwich to the workplace. It helps to know what your coworkers get up to in their spare time because you might even discover that you share similar interests.
Once you’ve gained a bit more knowledge about who they are or you could rope them into work activities linked to their hobbies, be surprised how well this could work.
16. What’s your favorite board game and what do you enjoy most about it?
17. Name one of your guilty pleasures
18. Complete the sentence: I am good at …
19. What’s your all-time favorite book?
20. What do you enjoy doing in your spare time?
Another way to improve employee engagement would be to better look into team members' views on life. Are they cynical or positive? This way, you can gauge how they see their career progression or whether they’re hoping to escape the job as soon as they can.
22. If time travel existed, where would you be heading?
23. Ever thought about writing a book? What would you call it?
24. Which musician that has passed on would you like to have dinner with?
25. Name three things you would want to see about the future if you could
26. What are your long term goals for life?
27. Where do you see yourself in 5 years?
As we said, it’s important to include some questions about the business that can give you some real, honest answers about how your employees feel about their work.
28. How do you like to start your day?
29. Who has influenced you the most when it comes to your work ethic?
31. What makes you feel drained at work?
32. Name three things you would want to improve at work.
33. What drove you down this career path?
34. What’s your biggest pet peeve at work?
35. If you could add one thing to the workspace, what would it be?‍
Yes, a few companies have hit the nail on the head when it comes to how they can use surveys efficiently and effectively to encourage engagement. 
So, let’s take a look at how some of them do it.
Google has found a way to make their employee surveys something to look forward to. Instead of being mundane, compulsory tasks, they have turned them into an activity that motivates employees and inspires positive action.
Google’s gDNA initiative is actually a long-term study on what makes their employees happier and more successful. To make this worthwhile for their employees who take part, Google provides them with helpful feedback and resources that they can use to improve themselves.
How this works is that the surveys are not anonymous. So, each survey participant receives a score of how they perform compared with Google as a whole. With this score, HR will also give appropriate tools and links to guide the employees on the best way forward.
This inspires employees and motivates them to work harder to improve their scores in the next survey.
One employee said this about how Google’s gDNA survey upped their game:
Transport company Arriva runs a group-wide survey every two years. This allows them to measure employee engagement levels in a number of ways through various employee engagement and satisfaction surveys .
They work hard to make sure that their employees are engaged. In each location, they appoint a survey champion to dole out the benefits of employee participation. This helps to motivate the employees and make them want to participate.
Arriva creates a positive employee experience around their surveys and makes sure to dispel any myths about where the survey results end up. This transparency helps employees feel more comfortable providing honest feedback in the survey.
Apart from position and location, all surveys are anonymous so that employees know that they won’t face any repercussions for their survey answers.‍
When coming up with ideas for fun survey questions for work that encourage engagement, always be sure of your intended goal.
Ensure that you check in regularly through the process to ensure that it’s still in line with your desired outcome. It shouldn’t just be an HR-focused task.
Instead, open up brainstorming sessions to a variety of colleagues to get their input before sending out the survey.‍
An employee survey tool to know your employee's pulse and get real-time actionable insights.
Adie has been creating content since 2017 with Contentellect. She loves to write and explore new and exciting concepts within different realms and industries.
See how 1000+ HR leaders globally use Empuls to build highly engaged and high performing teams.

You can’t just sit down for a one-on-one meeting and ask an employee if they are engaged or having fun at work. Most won’t give you a direct answer. To avoid uncomfortable social situations, chances are they will tell you whatever they need to in order to leave your office as quickly as possible.
The easiest way to find out the current status of your team and your employees is by using pulse surveys to ask them directly. 
Not only do pulse surveys enable your employees to share their thoughts anonymously, they are also designed to provide instant feedback you can leverage to drive real-time changes. 
And the best part? You don’t need to administer them the old-fashioned way where you have to use a Google Form or an Excel spreadsheet to write, collect, record, and analyze responses and results. With pulse surveys, everything is done digitally and electronically so you can quickly get feedback, analyze the results, and act on the data.  
Pulse surveys are important because they reveal how employees are feeling at any particular moment. This enables leadership to make better decisions to improve the company’s culture and help the team achieve their goals.
But you don’t have to only ask serious questions. You can ask some lighthearted icebreaker questions that reel the employees in and increase their engagement. According to our research, a mix of serious questions and a couple of fun questions increases response rates because employees end up looking forward to the surveys each week. 
Pulse surveys are also great for team-building and team-bonding purposes. To this end, they improve employee happiness all the while keeping the number one driver for workplace satisfaction— peer-to-peer relationships —in a good place.
In this vein, we’ve come up with a list of fun questions you can splice into your regular employee surveys to make it easy for you to pick and ask them at the right time. 
It’s not enough to just have a working relationship with your employees. To get to the next level, you need to build a more human one with emotional connections. 
According to a Google study , the best teams out there have developed strong bonds with one another. They do this by getting to know each other and understanding who the actual person behind the role of a team member is. 
And you don’t get to that by just asking serious questions in pulse surveys. You get it by inserting some lighthearted and fun questions that show more of a team member’s personality. 
Not only does this build trust and increase team’s cohesion, you also get a couple of surprises and laughs—which only strengthen the team’s bond. 
With that in mind, let’s take a look at some of the lighter questions you might want to include in your next pulse survey.
Fun questions that explore the team members’ past are a great way to understand where each person comes from. These questions are fun, and they can also help you uncover some hidden gems that you didn’t know existed. 
For example, maybe someone used to be a math champion or the captain of a football team, which means they might have good leadership potential. Maybe someone else started working at an early age, showing grit that can be useful for the team. 
With that in mind, we created the following questions to explore high school experiences. And even if you don’t want to go with these exact questions, you can use them as inspiration to create your own.
A person brings their entire self to their workplace. So, understanding who the team member is in their spare time can provide a lot of great information. 
You can then use this information to adjust a team member's job description or team role. You can also use it to give them a task that you know only they can do. With that in mind, we created these questions. Feel free to add some of your own, too. 
Traveling is one of those things that expands a person’s perspective and outlook on life. And it has great effects in the workplace where you approach a problem from a completely different perspective and mindset. 
So, figuring out who has this kind of approach can be valuable for a team that has to stay solution-oriented. We created the following questions about hobbies, and we suggest you to try adding up some of your own.
21. What is the best place you ever visited?
22. What country would you travel to if you could go anywhere?
23. What does a perfect vacation look like for you? 24. What’s the one place that you visited and thought would be great but left feeling disappointed? 25. What’s the one place that you visited and though it would be disappointing but left feeling great? 26. What country would you like to visit but never live in? 27. Imagine winning a trip around the world. Five years, all expenses paid, but you can only visit five countries. Where would you go? 28. What another country besides your current one would you like to live in? 29. What’s the one thing you can’t travel without? 30. If you can hop on a plane within an hour, where would you go?
Thinking about future scenarios shows the person’s outlook toward life— positive, negative, or neutral. And the outlook can help you see how the person thinks about the team, about the company, and about future situations that will happen. 
Asking just a handful of these questions will bring a lot of insights. But you can also add up some of your own to get even more information.
Icebreakers serve to start the conversation around different topics and explore the unfamiliar areas that the team members are interested in. 
You might not know what you will get out of this area, but the answers you receive will be interesting and character-revealing. These are just a couple of questions that can help you get the conversation started, but feel free to add some of your own, too.
47. If you could have one song play every time you entered a room what would it be and why? 48. What is something about yourself you could totally brag about but usually don’t? 49. If life were a video game, what two cheat codes would you want? 50. What is your favorite book or movie character? 51. What was the best present you ever received? 52. What is the best piece of advice you’ve ever received? 53. What’s a small thing someone did that really encouraged you? 54. Who is the wisest person you know? 55. What’s your best childhood memory? 56. What’s your favorite Wikipedia article? 57. What’s your favorite conspiracy theory? 58. What keeps you awake at night? 59. What do you feel most grateful for? 60. What’s your favorite season and why?
When you collect the data and receive insights from employee surveys, you’re only half-way there. Now, you need to use it. 
Find a way to share the responses with your team so that everyone gets to know each other better. That will create a better bond within the team and with that, stronger team cohesion. The better the team gets along, the easier it will be for them to respond to adversity. At the same time, teams that work well together are also much more productive, so creating strong bonds among employees should always be a top priority.
One example from Mindvalley comes to mind when discussing sharing fun and engaging activities. The company has a wall in their office in Malaysia where they would put up responses from employee surveys. 
These were fun responses—like what do you want to learn how to cook, what kind of a challenge would you like to take head-on, and what place would you like to visit. 
And an interesting thing happened. People looked at the wall and found out that there were other team members and employees in the companies that were focused on the same challenges or had similar goals in mind. 
Employees started to talk to each other more and the wall encouraged a lot of new conversations about a lot of new topics. For example, four people wanted to climb Mount Everest, and they decided to go on an expedition together and climb the mountain because they found each other through that wall. What’s more, a couple of others wanted to do Ironman challenges and run marathons, so they decided to train together and support one another. 
The impact these connections had on the company’s culture and team cohesion was enormous. Because your colleague from the next cubicle isn’t just your colleague anymore—it’s the person whom you climbed Mount Everest with. That kind of bond propels the team forward and creates successful teams. 
So don’t just take the survey results and store them somewhere. Use the data and insights you collect to create a better team atmosphere that creates a more enjoyable workplace for everyone involved. With the right approach, it’s the easiest and most fun way to increase employee engagement. See for yourself
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Please select your current political affiliation
What type of speech or media do you believe the government should control?
Only the most offensive which has no redeeming social value whatsoever (e.g. extreme forms of racism)
Essentially none. Even the most offensive speech should be allowed, and media content should be determined by the marketplace
As much as appropriate per common societal standards of decency for adults (e.g. limits on pornography; no flag burning)
Essentially no or very little limit on speech, but the government should intervene to ensure all sides are adequately represented in media
When do you think the military draft is appropriate?
Never. If the cause and/or pay level is just, enough people will volunteer
Only when the nation is responding defensively against an imminent/active military attack
When voluntary recruitment has slowed and the current force size is unable to meet our military commitments
Only when the nation is in a crisis and/or state of war (preemptive or defensive)
As needed, but with all citizens required to fulfill a mandatory term of service in the military
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