Employee Engagement Questions Every Manager Should Know

Hello everyone–

The economy is warming up and there are lots of workers thinking about quitting their current job and going somewhere else.  Are your managers and supervisors taking care of their people?  Are they keeping them motivated and engaged with their jobs?

Employee engagement is critical in keeping the workforce attentive, motivated and satisfied with their jobs.  As I have said in my speeches and writings, the relationship between the individual and his/her manager is critical.  Here are 11 questions every manager should know about the people working for them.

1. What would cause you to take another job with another company tomorrow?

2. When do you feel most appreciated for what you do?

3. What are you overdue for?

4. What prevents you from doing your best?

5. Do you have the materials and equipment you need to do your work right?

6. What strengths and skills do you have our team can use?

7. In the last six months, have you had opportunities to learn and grow at work?

8. What opportunities can we provide to assume greater responsibility, autonomy or achieve greater visibility?

9. Does your manager, or someone at work, seem to care about you as a person?

10. Do your ideas, suggestions and opinions seem to count?

11. Does the mission/purpose of your organization make you feel your job is important?

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Greg Smith | Lead Navigator | 770-860-9464 | Chart Your Course International

Chartcourse.com | HighperformanceOrganization.com

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One Response to Employee Engagement Questions Every Manager Should Know

  1. John says:

    I think that individual recognition is the best possible way to keep your employees constantly engaged and motivated. Unfortunately, a large number of organizations have ignored this fact for such a long time.Only now it’s beginning to dawn on some of them how strongly it’s connected to having satisfied customers and thus making more profit. Another decisive factor is the ability to show your employees that the company is making progress and that their work has some tangible results. There’s nothing that puts people off more than a dull and steady job. You would be surprised but unhappiness in the workplace where progress means nothing is often connected to health problems. According to various surveys, people with low-paying jobs and with few possibilities to make progress have a higher risk of heart disease than those who feel satisfied in their careers. I just recently read that only a small number of employees are happy with their working environment which results in increasing importance being placed on different wellness programs and even a workplace exercise regimen to increase productivity and develop a more positive attitude.

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