Do you wonder why an employee “stays” with your organization. How about asking yourself, “why do I stay”? It seems that there is a gap in communication or understanding with what is going on with an employee until he/she announces their resignation or intent to leave their job. Typically an exit interview is given by the Human Resources Department to gain some insight. Why not be proactive and ask yourself or employees the following questions to help gain insight into their current state of motivation, and morale? This could make a big difference in turnover, job dissatisfaction, absenteeism, presenteeism and attitude on the job.
If you reach that fork in the road, or if you suspect an employee is unhappy, these questions might help you discover what would help with keeping an employee or keeping yourself happy, productive and a great team member.
1. Why do you stay with us?
2. What is it that keeps you here?
3. What might entice you away?
4. What are the things you like about your work?
5. What do you like best/least?
6. Are we fully utilizing your talents?
7. What makes for a great day at work?
8. What is it that keeps you motivated?
9. What is something new you would like to learn this year?
10. What can we do differently to best assist you?
11. Is there anything you’d like to change about your job?
12. Are there things you would like to change about your team or department?
13. Has something caused you to consider leaving? Has it been resolved?
14. What’s your dream job, and what can we do to support your progress toward it?
15. What is one thing that would make your job more satisfying and rewarding?
16. Do you feel supported in your career goals?
17. Do you feel we recognize you?
18. What kind of recognition would be meaningful for you?
Feel free to add you own questions. It might be useful to actually let your manager or supervisor know you better by letting them in on the answer to these questions.
