Stop Guessing What Employees Want – Start Asking Better Questions

Here’s a hard truth: Companies often assume they know what employees want. More perks, bigger bonuses, maybe a ping-pong table in the break room? But the reality is, many organisations are simply guessing. And guesswork leads to missed opportunities, disengagement, and high turnover.

So, how do you actually understand what employees need? Simple—start asking the right questions.

Why Guessing Doesn’t Work

1. Surface-Level Solutions:
   Without proper insight, companies invest in perks that look good on paper but fail to address real employee needs.
2. Generalized Assumptions:
   Assuming all employees want the same things ignores the diversity of experiences, roles, and personal goals within the workforce.
3. Disengagement and Turnover:
   When employees feel unheard, they disengage—and disengaged employees are far more likely to leave.

The Power of Asking Better Questions

1. Opens Honest Dialogue:
   Thoughtful questions show employees their voices matter and create a culture of trust.
2. Identifies Hidden Pain Points:
   Direct conversations can uncover challenges leadership may not be aware of.
3. Drives Meaningful Change:
   When employee feedback informs decision-making, the results are more impactful and relevant.

Questions That Actually Matter

1. What makes your work meaningful to you?
   This helps leaders understand what drives employees beyond their paychecks.
2. What roadblocks are stopping you from doing your best work?
   This uncovers operational inefficiencies or management issues.
3. How do you prefer to receive feedback and recognition?
   Personalizing feedback methods can make recognition more effective.
4. What skills would you like to develop?
   Shows employees that the company values their professional growth.
5. How can we better support your work-life balance?
   Work-life balance is different for everyone; asking directly leads to tailored solutions.
6. Do you feel connected to our company’s mission and values?
   Gauges alignment between employee and organisational goals.

How to Ask the Right Questions

1. Create Safe Spaces:
   Ensure that employees feel safe to share honest feedback without fear of judgment or consequences.
2. Use Various Channels:
   Not everyone is comfortable speaking up in meetings. Use anonymous surveys, one-on-ones, or feedback apps.
3. Listen Actively:
   Asking is the first step. Truly listening—and acting—on feedback is what drives change.
4. Follow Up:
   Show employees how their feedback leads to real action. Close the feedback loop.

Companies Getting It Right

• Netflix: Regularly asks employees about their work environment and leadership effectiveness, adjusting accordingly.
• Adobe: Replaced annual reviews with frequent check-ins, allowing for continuous feedback and improvement.
• Tata Group: Uses employee feedback surveys to shape policies and work culture initiatives.

The Cost of Not Asking

Ignoring employee feedback leads to disengagement, poor performance, and high turnover. Companies that fail to listen risk losing top talent to organisations that do.

Final Thoughts

It’s time to stop guessing and start listening. The best way to understand what employees want is to ask thoughtful, intentional questions—and then act on the answers. By creating open communication channels, companies can build trust, improve engagement, and foster a culture where employees feel truly valued.

Because when employees feel heard, they’re more likely to stay, grow, and give their best.

About Author

Amol Londhe

Amol Londhe is a visionary leader and expert in employee experience and organizational development. With years of experience in shaping people-centric workplaces, Amol combines strategic insight with a deep understanding of human behavior to drive engagement and performance. His work focuses on creating inclusive cultures, fostering innovation, and aligning employee well-being with business success. As a passionate advocate for meaningful workplace transformation, Amol empowers organizations to unlock their full potential through thoughtful leadership and data-driven strategies. The Art and Science of Employee Experience reflects his dedication to reshaping the future of work.