4 Big Questions to Improve Employee Engagement

Questions to Improve Employee Engagement A giant question mark pinned to the wall

Are There Questions to Improve Employee Engagement?
The short answer is yes.  Based upon decades of research there are four major questions to improve employee engagement.  The answers help identify what your employees care most about that directly correlates to the three top employee engagement drivers:

  • Discretionary effort
  • Intent to stay
  • Company advocacy

Why Employee Engagement Matters to Your People and Your Business
Engaged employees:

  • Work harder
  • Are more productive
  • Stay longer

The degree of employee engagement has a direct impact on your bottom line. How about $550 Billion worth of productivity loss in a year? That’s what the recent Gallup study reported. And that doesn’t even include the cost of replacing those workers who leave.

Two Questioning Methods
Now that we hopefully have your attention, there are two questioning methods you can use to determine if your employees represent the 70% of workers from the same study who are unhappy with their work or the 30% who are engaged at their workplace: an employee engagement survey or a less formal, ongoing dialogue. Your goal is to figure out:

  • What makes employees excited about coming to work?
  • What keeps employees from achieving their work goals?
  • How do employees see themselves growing in the company?

You want to tap into their reactions on both a functional and a social/emotional level.

1.  Employee Engagement Survey
There are easily distributed Employee Engagement Surveys that are designed to gather information anonymously on how employees feel about the company, its leaders and their work. As long as you have employee trust and are committed to making changes as a result of what you learn from the survey, you should get their open and honest ideas for improvement…as well as what bugs them and keeps them from doing their best.

  • Pull together the responses
  • Reflect on what changes should or could be made
  • Adjust your culture to suit their needs.

2.  Ongoing Dialogue
This method of questions to improve employee engagement can be very effective, but it may take a while for employees to trust the process. They need to know there will be no repercussions for negative input. Otherwise the answers to your questions will provide little direction on what needs to be changed.

Four Questions to Improve Employee Engagement
Regardless of the method you choose, here are four questions to improve employee engagement that will help you uncover the policies, rules, and behaviors that either block or enable employees to contribute their best work.

1.  How Readily Available Are The Resources and Information You Need to Do Your Job?
When vital information is kept in silos, projects break down. Employees need to know where they can turn for support, critical data, and a clear definition of both failure and success.

2.  When Did You Last Feel Proud of Your Work?
The answer may reveal why an employee is not contributing as much as when they felt the pride of achievement and encourages the worker to own their own performance. Here is where you can gently probe to learn what may be holding them back.

3.  When Did You Last Feel Valued by the Organization?
This question speaks to a critical employee engagement motivator—recognition for a job well done. You will get a sense of whether or not you are acknowledging workers often enough for their superior work or discretionary effort.

4.  Where Do You Rate Your Performance Vis-à-vis Your Peers?
This question is designed to identify strengths in members of the team so they can build those strengths in others. The goal is to create a collaborative environment where the team works together toward the highest possible performance.

The Bottom Line
Based upon decades of research, four major questions to improve employee engagement help to uncover the changes required to engage and retain your top talent.  The answers help identify what matters most to your employees so you can help increase discretionary effort, the intent to stay and advocacy for the company.

To learn more about questions to improve employee engagement, download our The Top 10 Most Powerful Ways to Boost Employee Engagement – Backed by Research

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Terry Wassman
VP of Human Resources

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

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