Questions You Should Ask Your Team Every Month – Response from your employees is a valuable tool for managing your business. With it, you will not only discover points for improvement, but you will also make your team feel that their opinion matters. However, it is much easier said than done because… how often do you interview your employees to obtain exciting information?
Is there anything about your work you are incredibly proud of this month?
It starts with giving you a chance to feel good about your work. This question is interesting because:
The employee can “brag” about his work.
You will discover what is important to him.
Allowing your employees to celebrate and share their successes will make them feel more motivated and proud.
If you were the team leader, what would you do differently?
This way, you are telling them that their opinion matters, and simultaneously, you can get new ideas to implement later.
Furthermore, if you want to make your team feel part of the company, they must perceive that they are part of the decision-making process.
How could I be a better leader?
If you are, you will constantly look to improve, so you will value the feedback of those who work with you. You will also gladly accept any opinion, whether it is positive or negative.
At this point, you must remind the employee that they can be honest with you and that there will be no retaliation (then you must keep your word).
Your team will be happy to work with a person who takes all the feedback well, and you will also be an example for them.
What is your biggest challenge right now?
Everyone faces challenges in their day-to-day work. You, as the leader, must act as a guide for them. Offer them your advice and help.
Asking this question regularly to your employees will help you get to know them better and make them feel more comfortable with you.
What can we do to help you grow within the company?
Professional growth and development are one of the great motivations of employees. If, in addition, they perceive that your company cares about them, turnover will decrease.
In this way, you ensure your employees improve and address new challenges.
A good leader also knows that the success of his business depends, to a large extent, on the motivation and commitment of his team.
Is there a project or task you would like to do if you could?
To get a motivated and happy employee, you need them to work on projects that interest them. Allowing your team the ease to move around and try new things will enable them to discover, little by little, what their passion is.
Within a company, it is not uncommon for a person to change roles as they discover their skills. Help them in the process by asking this question frequently.
This short questionnaire will allow you to get to know your employees better, find out what they think about the business and get ideas for improvement that could benefit the company. Spend time each month interviewing your employees to help them feel comfortable giving feedback.
relationship building
Even if it’s part of a structured performance appraisal process, registration interviews work best if the tone used is informal and supportive; employees should not feel judged; they are moments that offer managers the opportunity to build and maintain a productive relationship with the team. That’s why it’s helpful to ask a few questions that aren’t strictly job or performance related, but that help loosen the tone of the conversation.
Long-term goals
Long-term planning is essential for the organization’s future, loyalty, commitment, and employee motivation. That’s why managers need to understand the causes and ambitions of those who work with them and how they fit into the business growth strategy. While you won’t be asking these questions at every employee check-in, it’s important that these topics are discussed regularly and information shared internally to influence discussions about career development and plans.