What questions to ask to get to know your employees better – It seems that once we have the candidate selected and hired, the questions are over. Well no. It is associated only with the selection process or during the annual review. The feedback must be something constant. It’s about getting to know your employees better, so ask questions; it’s the only way to get it. In Human Resources, this type of initiative that connects companies with organizations should be promoted.
What do you like the most about what you do in your day to day?
This question brings you closer to their motivations and interests and tells you what that person enjoys the most. Associate what he tells you with his performance, and you will be able to assess if he is good at what he likes or if you should support him in that area. Give him tools to get his talent out where it shines the most.
What would you change in this organization?
Give him carte blanche to talk. You ask him something about his work, involve him in the organization, and listen to his options. That doesn’t mean you’re going to do everything he proposes, but it can give you some good ideas. Some will be crazy, but they can be the springboard to generate other interesting ones. It will also help you to detect the good creatives in your team. You will hallucinate about what some will tell you.
What can I do to improve as a leader?
It’s a great question that will help you see how they see you and bring you closer to them. It will give you clues on how to connect with them, how you can improve and find out what they value most in you. They will see you open, and you must be receptive to what they tell you.
What do you value most in this organization?
Strengthen the bond between the team members. Here you will see their values, what matters to them and what you offer in your EVP (Employee Value Proposal) that is important to that person. You will get to know them and be able to emphasize everything most valued.
What kind of problems have you had in the last few days?
Please open the door for him to tell you anything, personal or professional. Above all, we are people and must create a climate of trust and communication so that there is peace of mind to speak and be able to trust. Give him a chance to help in whatever you can, support him and give him advice if he asks or needs it. If it is something professional, look for all the information to evaluate it and try to fix the situation.
What would you like to know about the organization you don’t know?
You are offering transparency and providing an environment of naturalness and trust. Listen because you may take things they don’t know for granted, and it is essential for the employees to be involved in the project to have all the necessary information.
What other functions would you like or could you contribute?
You are giving him wings to grow, develop and show what he thinks he can offer to the company. It is an excellent way to motivate and make him feel more satisfied. Maybe you need some learning and training, but perhaps you discover a talent in areas you weren’t aware of.
What have you seen in other companies that you would like to see here?
The person will offer you innovative visions, and you will also be able to see what they value. It will help you know what people are looking at and what aspects you can improve compared to the competition.
How do you think our customers see us?
Here you will see his impression of the company’s brand image. You will know what the organization has from within towards the clients.
Would you recommend working here to your friends?
This question is the key to knowing if you like working here and if you speak with pleasure about the organization. Maybe it’s okay, but I wouldn’t recommend it. It’s important to know why not in that case and try to see what could make it yes and see if it fits with the company’s culture. This is important to develop a good Employer Branding strategy.