Employee Engagement Survey – What Questions Should you Ask? – Part 2

The Secret To Employee Engagement Isn't About Your Employees

 

Many people often ask what questions you should ask your employees, this article provides some questions that resonate with your team members.


1) Do you feel excited to come to work? If not, how come? If so, how come?

This is a great question to start with. It will directly let employers know what employees like and dislike about their jobs.

If, for the most part, there is mostly positive feedback when asking this question this is a great sign. An example of this would be they feel great about themselves after an honest day or work an employee could take this reason and try to give even more encouragement to magnify this positive reason.

If negative employee feedback is returned from this question, it gives management the opportunity to decide on a plan to eliminate this problem. An example of this could be that employees feel too much pressure at the workplace, which brings down their morale. A solution to this could be to hire more staff to help relieve the pressure and share the workload.


2) Do you enjoy working alongside your fellow employees?

Asking this question will give your employees a chance to voice how they are feeling about their co-workers. If they do enjoy working together with their team, leaders can utilize this by creating more circumstances where this can happen.

If members of the staff do not enjoy working alongside fellow employees, a leader can aim to work on the company culture, for example, they could introduce some kind of team building so they can maybe get to know each other better to change this.


3) What are the main issues you face which impact your ability to do your job?

This is one of the clearest ways to find out about issues around the workplace. The results from asking this question will give the management the opportunity to devise a precise plan of action that’s aimed to keep your staff working at a very high level of productivity.

This question also helps to give employees a voice, leading to them feeling more valued as an employee, which should help to lower turnover rates.


4) Do you feel valued and motivated by your manager?

Asking your staff if they feel valued and motivated by your manager is a question that is actually aimed to help teach management how to deal with the staff that directly reports to them.

If the staff does feel valued and motivated by their manager, then their management method is something that you can teach other managers to follow. If the staff do not feel valued or motivated, it’d a good idea to teach your managers a different technique to handle their staff.

An effective way to improve the relationship between staff members and their management is to tell leaders to make sure they vocalise when they see good work being done. Another technique if got managers to point out to staff members when they see something not done correctly, in a way that isn’t aggressive. They can either lead and teach their staff by example or pick a non-stressful time to teach the staff what they’d like done differently.


4) Would you recommend working for us to others?

Asking your staff if they would recommend others to work for this company translates to direct information about whether the employee enjoys their job and benefits. If they would recommend the workplace, then it shows they appreciate their job and the way that they are treated.

If the employee wouldn’t recommend others to work for the company, then it may be time to reevaluate benefits, pay and stress levels within the workplace.


5) Do you think of still working here in X months/years time?

In a similar vein to the previous question, when an employee confirms that they can see themselves working for the company in the future, it is most likely because they see opportunities within the company and they can see a long term future and/or they enjoy the company culture. Regardless of the reason, a yes to this question is a positive outcome.

If they do not see themselves having a future with the company, there could be various reasons. However, a common reason that an employee may not see themselves working for the company in the future is because they don’t see opportunities to progress. Alternatively, the role could just be a job someone is doing for the time being, and they have other goals that don’t have to do with the career field that they are currently employed in.


6) If you could make 3 changes to any aspect of your employment or the business itself what would they be?

This question can help employees feel as if they have a say in the company and that they are respected. They will likely also feel like their opinion matters and that the workplace isn’t just somewhere they show up and do their job.

If multiple employees answer the same way it is a strong sign that something needs to change.


7) Does the company provide you with the resources and materials you need to succeed? If not, what is currently missing?

This will ensure that you are giving your staff the correct tools to do their job and the highest level possible due to being well equipped, which should translate into a greater employee productivity rate.

Having these insights about your staff gives invaluable information that can be utilized in order to run a better business.  For more information, please contact Tweak HR.

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