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.

So, why aren’t these surveys giving you the full story? Let’s dive in.

The Limitations of Traditional Engagement Surveys

1. Generic Questions:
   Standardised survey templates often ask surface-level questions that fail to capture the nuances of employee experiences.
2. Infrequent Feedback:
   Annual or bi-annual surveys are too infrequent to reflect real-time concerns, especially in fast-paced work environments.
3. Survey Fatigue:
   Repetitive or lengthy surveys can lead to disengaged responses or even non-participation.
4. Lack of Action:
   When employees don’t see tangible changes after providing feedback, they lose trust in the process.
5. One-Size-Fits-All Approach:
   A single survey cannot capture the diverse needs and experiences of a multi-generational, multicultural workforce.

What Surveys Are Missing

1. Contextual Understanding:
   Surveys capture what employees think but rarely explore why they feel that way.
2. Emotional Drivers:
   Metrics can’t always measure feelings of belonging, trust, and emotional safety—all critical aspects of engagement.
3. Silent Voices:
   Not all employees are comfortable sharing honest feedback in formal surveys, leading to skewed results.
4. Real-Time Insights:
   Employee sentiment can shift quickly. Annual surveys fail to capture these fluctuations.

How to Get the Full Picture

1. Use Pulse Surveys:
   Short, frequent surveys provide timely insights and reduce survey fatigue.
2. Leverage One-on-One Conversations:
   Regular check-ins between managers and employees uncover insights that surveys might miss.
3. Encourage Anonymous Feedback:
   Anonymous channels can empower employees to share honest feedback without fear of judgment.
4. Implement Focus Groups:
   Small, diverse groups discussing specific topics can reveal in-depth insights into employee experiences.
5. Monitor Employee Sentiment:
   Use tools that gauge mood and sentiment through real-time feedback or digital engagement platforms.
6. Act on Feedback:
   Feedback should lead to visible action. Communicate what changes have been made as a result of employee input.

Companies Doing It Right

• Microsoft: Utilises regular pulse surveys and anonymous feedback tools to gather real-time employee sentiment.
• Google: Combines surveys with open forums and Q&A sessions, allowing employees to voice concerns and suggestions openly.
• Tata Steel: Conducts focus groups and uses employee insights to inform company policies and initiatives.

Final Thoughts

Employee engagement surveys are useful, but they can’t do all the heavy lifting. To truly understand and engage your workforce, organisations need to combine data with context, empathy, and real-time feedback. It’s not about collecting more data—it’s about listening better and acting faster.

Because at the end of the day, employees don’t just want to be heard—they want to see that their voices lead to meaningful change.