Do you find your work meaningful?
A survey found the number one reason people stick with their companies was “My job — I find the work meaningful”. 32% of respondents chose this as their first option, surpassing compensation, company culture, and coworkers or managerial support.
To ensure low employee turnover, hire people who find meaning in your company and the specific work they’ll be doing as well as work to motivate and inspire your team often. People need to feel their work is meaningful. For many, there’s no increase in compensation (or other perks) you can offer to make them stick around if they don’t feel their work matters.
Are you inspired by the purpose and mission of our company?
Similar to the above discussion about the importance of employees feeling their work is meaningful, if they don’t believe in your company’s purpose or mission, it’s unlikely they’ll feel fulfilled, motivated, or engaged.
For instance, Nike is an online shoe and apparel retailer. On the surface, it might seem like Nike’ purpose is to provide shoes and clothing. But Nike takes a different approach — their mission includes, “… delivering happiness to customers, employees, and vendors.”
On a scale of 1-10, how likely are you to recommend our company as a good place to work?
Many companies offer referral incentives when an employee recommends a strong candidate for a position. For good reason, too — it reduces cost, time, and effort normally used to find and recruit top talent. Ideally, your employees want to recommend your company as a good place to work to members of their networks. If not, you’re likely losing out on some exceptional candidates, and it’s also an indicator your current employees aren’t as happy as they could be.
Do you feel valued at work?
If your employees feel valued, they will often go the extra mile (e.g. stay late, volunteer to help other teams, and put optimal effort into their work). On the contrary, if they don’t feel respected by leadership, they won’t feel as inclined to deliver phenomenal results.
Feeling valued and appreciated at work is a necessary component for low turnover rates and high employee satisfaction. In fact, 79% of employees who quit their jobs cite a lack of appreciation as a key reason for leaving.
Does your team inspire you to do your best work?
f your team is able to inspire one another, it will promote increased creativity and collaboration. Additionally, it makes your job as a leader easier if coworkers are able to find renewed inspiration and motivation from each other. (If most of your employees’ don’t feel inspired, consider implementing team-building exercises to foster a better team environment.)
On a scale of 1 to 10, how would you rate your work-life balance?
Having a healthy work-life balance at your company doesn’t just satisfy your current employees — it also helps you attract a valuable and impressive talent pool of recruits. According to a 2017 report, 45% of employees say a good work-life balance is a key contributor to a company’s attractiveness.
Do you like our company culture?
We’ve discussed already how important it is that your employees’ are happy for long-term productivity and growth. Additionally, a good workplace environment can foster better relationships between coworkers, enabling greater collaboration and efficiency.
Hypothetically, if you were to quit tomorrow, what would your reason be?
This question is a fantastic opportunity to uncover unforeseen reasons you risk losing employees down the road. You might find employees feel undervalued or believe there aren’t enough growth opportunities. By identifying these issues, you can create new strategies that attempt to mitigate those problems and create a better culture for everyone in the long run.
Do you feel there is a scope for personal growth such as skill enhancement?
Career training and professional development are key motivators to employee retention, so it’s critical you discover whether your employees feel satisfied with their current growth opportunities.