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Employee Engagement :Need
Exit interviews provide “a way to find out what is happening, or what has happened, that may be motivating this employee… to leave,” according to Yuletta Pringle.
Gallup research shows 12 needs managers can meet to improve employee engagement, including:
- Prioritizing employee development
- Facilitating a sense of purpose
- Caring about employees
- Considering employee opinions
- Focusing on employee strengths
With these five needs in mind, consider incorporating the questions below, so that you can ask employees the questions they want to hear before they’re gone:
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1. How would you like to grow within this organization?
Career development is the most critical of the elements identified by Gallup, and two-thirds of people — regardless of their level — leave their company because of a lack of career-development opportunities.
With this in mind, it’s important to figure out what growth opportunities each employee needs for optimum development, whether through sponsorship, coaching, mentoring, visibility, or challenging work assignments.
To get at the answer, you might also ask, “What role would love to do (whether it exists or not), and what can I do as your manager to encourage your development in this company?”
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2. Do you feel a sense of purpose in your job?
Managers can play a meaningful role in helping employees understand how their roles contribute to the organization’s broader mission .
But helping employees feel a sense of purpose must go deeper than this to tap into what’s purposeful to employees about their job and connects with their own values.
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3. What do you need from me to do your best work?
The most effective managers respect and care about their employees by knowing them as individuals, acknowledging their achievements, having performance conversations, and conducting formal reviews.
As you explore what your employees need to do their best work, you might also ask, “What is your biggest frustration, and what action can I take to help you deal with it? What have you been trying to tell me that I’ve not been hearing? How would you like to be recognized?”
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4. What do you feel we as a Company need to do?
The best managers let workers know that their opinions count by promoting open dialogue and providing honest feedback on employees’ opinions and suggestions, supporting good ideas and addressing unfeasible ones.
By asking individual team members what they feel the company could be doing better, you’re validating that their thoughts matter.
You might also ask things like, “Are you satisfied with our current work from home/hybrid policy? If not, what do you think needs to change? How satisfied are you with the tools you use to communicate with your colleagues when working remotely?”
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5. Do you have the opportunity to do what you do best every day?
To determine whether your employees are focusing on their strengths, you might also ask, “What is the best part of your job? Which of your talents are you not using in your current role? What part of your job would you eliminate if you could?”
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In Brief
- How would you like to grow within this organization?
- Do you feel a sense of purpose in your job?
- What do you need from me to do your best work?
- What are we currently not doing as a company that you feel we should do?
- Do you have the opportunity to do what you do best every day?
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Conclusion
When managers make checking in with these five questions a regular part of how they interact with their employees, it helps ensure that people feel seen and valued. And when managers help individuals on their teams feel that way, they’re more likely to be rewarded by employees who become advocates for the department and organization, no matter how long they stay.
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