Things your employees want you to ask them—but you haven’t
Your employees know exactly what’s holding your business back.
Often, the best ideas come from within, but will only surface if you focus on this and create a space for your team to share.
When was the last time you asked them?
Many founders overlook the importance of employee feedback, especially when it comes to improving operations and driving growth. Without this engagement, your business risks stagnating. Plus, what a wasted opportunity!
You’ve probably heard the joke; "A consultant is someone who borrows your watch, tells you the time, and then charges you a fortune for it." In pretty much every fat4 etc engagement, the first step is asking the team about what's working and what impactful changes could be made.
In the words of old prospectors, “thar’s gold in them thar hills!”. And like the prospector, you simply need to know where to look.
But wait, there’s more. This approach has a double positive: in addition to the great ideas, you’ll end up with a far more engaged workforce. A recent Culture Amp survey showed that leadership communication and the perceived ability to make a difference makes a 60-70% difference in employee engagement!
Drucker tells us that culture eats strategy for breakfast; teams that feel heard and valued are not only more productive but also more motivated to contribute to the business’s success. This leads to better operations and, ultimately, a more scalable business.
To tap into the full potential of your team, you need to ask the right questions. By listening to your employees’ perspectives and acting on their insights, you’ll boost engagement, improve efficiency, and create a stronger foundation for growth.
Here are 8 suggested questions:
1. What do you believe the company’s long-term vision is?
2. What’s one process you think we could improve to make your work more efficient?
3. If you were in charge, what’s the first thing you would change?
4. What are the biggest challenges you face in your role?
5. Do you feel empowered to make decisions in your role?
6. How would you describe our company culture?
7. What skills or resources do you believe we need to add?
8. What keeps you motivated to stay with the company?
In my business we’ve been assisting founders like you build value to navigate the exit process. We’re now rounding out an offering to address the earlier stage - helping you address the challenges of scaling and achieving sustainable growth. It’s a refreshed approach to understanding your business's pain points and opportunities for improvement. Keep an eye out for more details.
In the meantime, if you’re ready to take the next step in growing your business, let’s connect. Reach out, and let’s talk about how we can boost engagement and prepare your company for scalable growth together.
Cheers,
Josh
