As leaders and managers, we manage our teams and companies on auto-pilot quite often. It's absolutely normal to use intuition because we think we know what's best. However, having a few key questions to ask your employees helps can improve productivity and job satisfaction on all fronts. One of the best ways to do so is to start using an OKR app like Weekdone in order to gain employee input in a holistic way.
Do we really know what the current status is in our team? Team building is always an option until you realize that you don't actually know what to ask.
Usually, we fail to see what our teams are actually doing. It's quite easy to watch the weeks pass by and realize that your team has poor communication overall. I'm often personally guilty of that as well. You need a system.
Instead of speeding along the highway of our business, sometimes it's good to take a step back. Dedicate some time and get some deeper insights into your team's and employees' thinking and doing.
How? Sometimes the best way is the most simple. Why not ask your employees? Do it directly.
Take the guesswork out of the equation. Note that making assumptions about your team isn't productive. You ask and you get answers. Then let your gut feeling do its processing. Feed your gut feeling with something concrete.
Two Types of Questions to Ask Your Employees
At Weekdone, we're the masters of helping thousands of managers form weekly questions to ask your employees. Using our software (you can try it), tens of thousands of employees tell their leaders weekly one of two things.
What Are Their Thoughts?
What are the insights, emotions, and lessons learned? It's good for understanding what your people think and feel, or getting ideas and suggestions. You open your team members up and get them engaged.
What Are They Doing?
What are their accomplishments, goals, and challenges? It's great for knowing the details of your team's work, or managing tasks and getting assignments done.
10 Questions to Ask Your Employees
Here are ten questions to ask your team members already today. Try it, using either just one or a couple of them. These examples below are mostly of the first type – getting people to tell about their thoughts and feelings, not their tasks.
You can take this just as a one-time exercise or set up a tool like Weekdone to collect ideas and feedback and be informed on a weekly basis. The times or annual performance reviews are over – people want to communicate with their leaders on a regular basis. So here we are with the sample questions to ask your employees already today:
- What was your biggest win last week and what did you learn from it?
- How did you feel at work this week and why so?
- Did something at work make you happy or sad this week?
- One thing that was really great or bad in our team this week?
- Which of your co-workers would you praise this week and why?
- If there's one thing you would change at work, what would it be?
- One thing we should improve as a team?
- As a team, what could we do differently next week?
- Suggest one improvement for our company we should implement
- What's the one thing holding you or the team back?
Remember: these are just examples. Think of your actual needs and interests.
Would you like to know more about the future or the past? Would you like to get insights about problems or things that are going great? Do you need to assess a single employee or instead find out who of their co-workers do others value?
The possibilities are endless.
Including time definitions like this or last week helps the people focus on things that are concrete and practical. Try to paint a box around the area in which you want your answers to be. Just asking "How are you doing?" makes it really hard for anyone to answer in writing. Also, try to vary asking your employees questions so they focus either on the future – what needs to be done, what are the ideas – or the past – lessons learned and what could be done better next time.
What we've found out from Weekdone customers is the ideal number of questions to ask your employees during the week is a maximum of 3-4 questions. It's your choice if you make them all obligatory or have your people answer just a few of them.
You could send out any questions to ask your employees via e-mail, use a form or special employee reporting solution like Weekdone, which automates all of it.