Business Articles

HBR: Six Essential Questions to Truly Understand Your Employees

Understanding how your employees feel about their roles, work, and relationships can be challenging, especially in a remote work environment. Rebecca Knight's article in the Harvard Business Review (2024) offers six essential questions to better connect with your team and provide meaningful support.

1. How are you showing up today on a scale of 1-10?
• Follow-up: "What factors are contributing to that score?"
• Reason: This question shows that you care about them as individuals, not just as employees. It sets a tone of empathy and concern for their well-being.
2. What's something you're excited about right now outside of work?
• Follow-up: "What makes you come alive at work? What energizes you?"
• Reason: Learning about employees' interests builds rapport and helps uncover commonalities or differences that can enrich workplace connections.
3. Do you derive meaning from your work? If not, what changes could help?
• Follow-up: "What parts of your job do you love? What do you dread? Have there been any surprises, good or bad?"
• Reason: Employees who find purpose in their work are more satisfied and loyal. Demonstrating your commitment to enhancing their work experience fosters trust and engagement.
4. What could make this job or organization more compelling for you in the long run?
• Approach: Be honest about what you can and cannot change. Collaborate on possible solutions.
• Reason: Understanding their perspective helps you address their concerns and align organizational goals with their aspirations.
5. What makes you feel depleted or drains you at work, and how can I support you?
• Context: Difficult assignments, team dynamics, or resource constraints may arise.
• Reason: Identifying roadblocks allows you to offer tailored support, ensuring employees feel empowered rather than micromanaged.
6. What are your career goals and dreams, and how can I help you move towards them?
• Context: Frame this as an opportunity to support their professional growth.
• Reason: Helping employees pursue their goals shows genuine investment in their futures, fostering loyalty and motivation.

By asking these questions, you demonstrate a genuine commitment to your employees’ well-being and professional development. As Knight emphasizes, meaningful dialogue not only improves individual satisfaction but also strengthens the organization as a whole.

Reference

Knight, R. (2024, December 17). 6 questions to find out how your employees are really doing. Harvard Business Review. Retrieved from https://hbr.org/2024/12/6-questions-to-find-out-how-your-employees-are-really-doing