Remember the days when a great employee was a loyal employee?
Well, nowadays a great employee can be a gone employee if he or she isn’t happy with their work environment or if they’re stuck carrying the slack for someone else.
The key is to find out what exactly your top performers want out of their job. To do that you need to ask them the right questions that dig deep enough and reveal their true feelings about their current position.
Questions to ask
ManagersAreHeroes.com compiled a list of questions from HR expert Timothy Augustine that will unearth just what your top performer wants out of the company and how he or she really feels about the company.
How do you feel the company is doing?
Start out with a big-picture question from the get-go. This helps the performer understand that you view them not as some brick in the wall, but as a member of an organization with valid opinions that could better the entire company as a whole.
If you could change one thing about the company, what would it be?
Warning: You may not like the answer to this question. But it’s absolutely essential that it be asked. This could uncover flaws that are going unnoticed that are damaging workflow or morale.
Do you get enough training to do your job effectively?
Extra training is usually viewed as a reward for your top performers as top performers usually have a desire to learn and do more within the organization. If they feel they have been trained sufficiently ask if they’re interested in expanding their skills in another department.
How do you feel I’m doing as a manager?
The tendency for employees here may be to just say as many nice things as possible about you, but make it clear you want honest, critical feedback. This will say a lot about you as a manager to your top performers. Like the first question listed, it reaffirms that their opinions are crucial.
How can I, and the company, help you fulfill your career goals?
Vital for proving that you care about this employee’s success while also uncovering potential that can be used in the future.
Are there any go-to questions you use when talking with your best employees? Let us know what’s been working for you in the comments below.