Question Type: NPS. 2. If you build a culture of appreciation within your team, it won’t be hard for each member to think of a valuable contribution someone made. In essence, the more time and effort you dedicate to building up the people around you, the higher you’ll all reach together. Timely, contextual, and omnidirectional feedback loops are the key to building the kind of institutional knowledge that can alter the trajectory of a company’s culture, team morale, productivity levels, and overall employee engagement. How prominent is office politics in the workplace? “. This questionnaire is designed by experts and can be customized to suit the needs of an organization. How can I alleviate those concerns? At its core, asking questions opens a channel of communication that can strengthen the environment of an office, and strengthen the organization it serves. Authentic, powerful core values are a driving force. It’s not practical (or even possible, really) for a manager to personally witness, recognize, and reward every contribution a member of their team makes. That trust is also a key factor in inspiring employee engagement. Without that sense of safety, it’ll be nearly impossible for employees to answer honestly without feeling as though there might be negative consequences associated with their answer, regardless of its tone or direction. The same amount of time for Questions and Answers Less time for Questions and Answers OK Question Title * 7. As a leader, it's your responsibility to build and maintain that alignment, so take this as an opportunity to do that, and forge a more successful working relationship. There might be something as small as the way you’re scheduling meetings, or delivering feedback on projects. collect data and analyze responses to get quick actionable insights. Most employees get very few opportunities to share or receive feedback, if they get them at all. This question is the bedrock of collaborative leadership. Are they struggling with the loss of a loved one, moving across the city, or juggling a full-time job with school or children? However, if you’re doing a good job of building an environment of psychological safety for your team, this sort of question will feel natural and welcome. From faulty software to missed deliveries, employees function at their best when any issues are swiftly resolved. Look around you: that means you’ve probably got one, maybe two actively engaged employees in your line of sight, and that’s an optimistic estimate. The same amount of time for Questions and Answers. Please share any additional topics that you would like to discuss in the meeting? Research from TINYpulse found communication to be one of the top influential factors for employee engagement; however, that influence worked both positively and negatively. This one is very … Understanding how they fit within your daily work can be an extraordinary source of intrinsic motivation. If you’re working to improve performance, start with a foundation of trust and safety. Use the same answer scale. The key is to embrace the humility it takes to accept that, and ask for help honing your skills. The crucial element here is to follow up on the responses you receive. These efforts can also be a meaningful factor in attracting and retaining employees long-term. The open-ended follow up questions can give you valuable feedback and ideas for running better meetings in the future. In fact, of the five key dynamics that set successful teams apart from other teams, Google researchers found that “Psychological safety was far and away the most important of the five dynamics we found -- it’s the underpinning of the other four. Providing your team that layer of safety helps ensure honest and candid responses about what your company or department could be doing differently, and with real-time results allow for quicker course corrections. 5. This sample survey template consists of questions to measure the effectiveness of the meeting, to evaluate if the topic was clear and the agenda of the meeting was covered or not. 4. Asking about the challenges your team faced this month is the perfect follow-up to the first question. It’s also an opportunity to reflect on values in a meaningful way -- keying in on what they value most in their own accomplishments, and exploring how those accomplishments align with broader organizational values. The better you get at asking and responding to these kinds of questions, the better you’ll be able to serve your team. Are you likely to participate in one of our events in the future? This is why it’s so important to ask about it. This question is rooted in the present, but it’s crucial for the future. Employee engagement has a dramatic impact on your organization’s bottom line. This isn’t about a failure to accept accountability; there are many things that can hold up an entire project, and they’re often not within an employee’s power to change or fix. Let your team help narrow down the field, so you can start taking action confidently sooner. Good questions: What (if any) concerns do you have when it come to giving me feedback? Javascript is required for this site to function, please enable. There’s a subtle, but important difference between asking this and asking “How can I improve as a resource for you?” This question is more specific and tactical, by design. It’s similarly difficult to complete a task you can’t reach behind a major blocker. It might be a surprise to learn that completing a large project wasn’t the highlight of someone’s month, but the collaborative process that led to the creation and development of new ideas. Thankfully, many modern organizations are moving away from performance management strategies that rely solely on annual reviews as a feedback channel toward more effective, real-time feedback loops.