10 Questions Every Organisation Needs To Ask All Their Employees

CusJo Employee Engagement Questions For Every Talent To Answer

Employee engagement data only gives you one part of the picture. It is an earnest attempt by an organisation’s leadership to get a sense of what employees think about a multitude of things to best serve the interests of employees while also getting a sense of how the organisation and leadership is doing across multiple dimensions. And while it forms a critical part of an organisation’s annual and ongoing employee experience mix and is a useful piece in mapping your employee experience journey from entrance to engagement to exit, it leaves a bunch of questions that remain unanswered. Questions that pertain to the bigger and more important picture. Questions that have a direct impact on an organisation’s profitability and performance levels.

The dirty truth about employee engagement is that in a desperate attempt to attract, retain and grow their talent pool, organisations have bent over backwards for their employees, and possibly over-consumed themselves with responses to questions such as, “Do you receive enough recognition?”, “How fair do you feel your compensation package is?” and “What can we do to further improve your experience with us?”. These are important questions, but many employees as well as employers misconstrue them and end up leading themselves to believe that employees are the center of the organisation’s universe. To make matters worse, instead a taking a balanced view, management at various levels use this one-sided data to badger for changes, pander to the feedback and step up demands for greater employee welfare that does not limit itself to endless perks and bonuses. In the process the basic fundamentals of a business tend not to be given the time they too deserve; chiefly that business run on top and bottom lines and that employees cannot enjoy the fruits of this collective labour if they are not extraordinarily active contributors to it.

To balance this out, organisations need to also start asking another set of questions. Questions that give in-depth insights from another angle to get a better sense of the full picture.

Here are some questions every organisation should ask all their talent. Questions that would indeed help to get a better sense of what’s going on inside the heads of employees. Questions that should ultimately provide a clue as to whether things are going to work out to the benefit or detriment of both the organisation and its employees.

“In your own words:

1. What do you feel is the purpose of our organisation?
2. What are our organisation’s core values?
3. What is our organisation’s vision and mission?
4. What are our organisation’s strategic objectives for the next 12 months?
5. What are you doing that is extraordinary to strengthen the organisation’s purpose, values, vision, mission and strategic objectives?
6. What is the material value you feel you are presently bringing to the organisation?
7. What is the material value you feel you are presently bringing to your team?
8. What are the top 3 areas you feel you are performing well in to serve the organisation?
9. What are the top 3 areas you know you are not performing well in that you know you need to serve the organisation?
10. What are 3 things you feel you should be doing to improve the organisation’s profitability and performance that will also ultimately result in an improvement in your employment with the organisation?

Here is a free version of this survey question set that you are free to modify or add to, to suit your need to get a deeper sense of how your employees are likely to be contributing to your organisation.

To get started on using this survey template, follow the process here to enable you to get a free CusJo account and start seeing the analytics within seconds of publishing your surveys.