"What was the best part of you day?"

Ideally you could ask in the afternoon .. but it sets a positive intention. I ask this to all my friends + wife everyday when I see them.

"What is the most positive action by a fellow employee that you noticed?"

There is a cultural bias in companies for employees to spend a lot of time complaining (or whinging as the Aussie's say) which focuses attention on negativities. There is a need to systematically counteract this bias, and asking for a focus on the positive or "bright spots" will do so.

Are you happy here?

Unhappy employees are like a death sentence for your business. Showing you care can make the difference between a loyal worker vs your employee plotting their escape. Show you care about their well being...and mean it.

Two questions:

1. If you could work for only 1 hour today, what will you spend your time on, and why is that your top priority?
2. How can you make sure that today you are 1% better than yesterday?
Priorities and continuos improvement will win the race in the long term.

I would ask open ended questions to get them really talking like:
1. How can we improve your work environment?

2. What do you find can be improved with our medical benefits?

3. What other job tasks would you be interested in performing for your role here?

Open ended questions are questions that are not answered with one word like "yes", "no", "maybe". Make employees open up, hence "open ended questions".

Bruce

How are you feeling today? We built a site called happiily (currently offline) that allowed employees to anonymously answer this in a structured way (yes, no, somewhat).

We found that it produced significant insights into operational issues of our customers.

A site similar to what we built is called TinyPulse.

We decided that as a business our focus was best spent elsewhere but the idea of asking a single question or a simple set of questions was effective.

There are two problems with asking a repetitive question though:

1). Employees will tire of the repetition.
2) Without clear, timely and regular communication from leadership as to how the answers provided are impacting leadership decisions and actions, employees will find the exercise futile.

As this is an area I have a lot of experience with and passion for, I'd be happy to talk to you in a call.

What would make today successful for you?

Clarity trumps persuasion. How did you apply this today?

What did you learn today

What did you learn today and how do you feel about it?

I think at every point, people have different yet individual things they are dealing with. And there's nothing as having a shoulder to cry on when you need to. But when an unsolicited care is shown, especially from a Boss, it literally makes the things somewhat bearable.

So yes, the appropriate Question is How are you doing today? But mean it. Dont ask an employee about their welfare and before they get the chance to reply, you are walking away. It's not cool!

You have to build a team that knows you truly care. That way, such simple questions can mean the world to them. It's important

News began to emerge that a new virus, causing flu-like symptoms and pneumonia, had been reported in Wuhan Province in China. The virus was given the reference Covid 19 by the World Health Organisation (WHO). Currently, no specific treatment options exist for the treatment of this particular pathogen and as a result, the spread has been rapid and by the end of January, evidence of COVID 19 infections had been identified worldwide, including the UK, US, Australia and Italy. Particularly vulnerable to the virus were elderly people, classed as over 70, or over 60 with underlying medical issues such as heart disease or respiratory issues, but the sheer quantity of the potential number of cases – one estimate has around 70 – 80% of the population contracting Coronavirus (COVID 19) with a 1% mortality rate – meant that enormous pressure would be placed on medical facilities across the world. On the 11th March 2020, after 118000 reported cases and more than 4000 deaths across every continent except Antarctica, the WHO declared the Coronavirus (COVID 19) outbreak to be a pandemic. By this time, Governments across the world had begun to mobilise their responses to varying degrees of severity in order to reduce the rate of contraction of Coronavirus (COVID 19) – to ‘flatten the rate of infection curve’ thereby enabling health services to cope better with the numbers involved. From full ‘lockdown’, including the closure of towns, offices, shops etc. and home confinement, to advice to workers to avoid travelling to work if they could, suddenly a large portion of the workforce globally have found themselves working from home – whether they wanted to or not.
Most of us are in a lockdown and we are working from home. Everyday we are bombarded by News of employees being laid off, job cuts and economies crashing down, thus it is highly essential to keep the morale and confidence of your employees high whenever you meet them in Zoom meetings or if they are coming down to the office:
1. Have you met the last person we hired?
2. How many miles do you travel to/from work each day, and how long does it take?
3. Is risk-taking in the team encouraged, and what happens when people fail?
4. Do you want more feedback about your performance?
5. Do we get together as a whole company often enough?
6. What would you want our team to be known for 20 years from now?
7. Have you ever been afraid to suggest an idea at work because you thought someone might shoot it down?
8. Do you feel like you know what is expected of you in each of the areas you are responsible for?
9. If someone asked you to describe the vision of the company, would a clear answer immediately come to mind?
10. How is our team doing with gender equality? (You can keep your response private; it won’t be shared.)
11. Do you have time in your day to learn?
12. Do you feel like we have too many meetings?
13. What is the most repetitive part of your job, and do you have any suggestions for streamlining it?
14. What changes would you suggest making to our monthly team meeting structure?
15. Do we provide enough context about how we are doing as a company?
16. Are there things you do not know about the company that you feel you should know?
17. Is there one specific part of your job that you find the most difficult? What is it and why?
18. Which core value of the team speaks to you most, and why?
19. Do you crave more depth in any area of the work you do?
20. What are your top 2 Wishlist items for your desk/workstation?
21. Do you feel like your ideas are being considered?
22. Do you feel comfortable speaking up if you see something at work that does not feel right?
23. Are you afraid of anything at work?
24. Do we take the time to recognize each other for a job well done?
25. Are you proud of how we treat our customers?
26. Is there anyone at the company you wish you could apprentice under or shadow for a day?
27. Are there any small things we could do to show our appreciation for each other’s work?
28. Did you have at least one 4-hour block of uninterrupted time to work last week?
29. Have you been confused by any recent decisions at the company?
30. What is your most productive time of day and environment?
31. Are there any benefits we don’t offer that you’d like to see us offer?
32. Did you take a vacation last year?
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath

How may we improve today?

A motivational question which benefits the company as well as the employee; bringing out honesty from their end and creativity.

If interested in a second choice try my VIP link for a free consultation
https://clarity.fm/cerebrolonerfemale/Maria-Gloria