“What does—and doesn’t—work?”
To motivate your team to take ownership over their responsibilities and invest in your successful operations, you need to communicate that what they say has credence. Your team can be a goldmine of insights if you hear what they have to say. Think about it, they’re the ones that have hands-on experience using the tools that you’ve put in place.
Asking this question also gives you the opportunity to hear any criticisms of the processes and procedures that your team is currently working through. Again, as the people actively following these processes, your staff will likely have the best impression of the most effective way to complete the task at hand. Listening to their feedback will tell you if a solution is proving ineffective or if the team needs more training and support to properly make use of it.
Regardless, your team members are likely to have information that you would find invaluable, so it pays to listen to what they have to say. Who knows, one of them may have a solution to a longstanding problem that just needs to be brought up.
“What can I do to help you succeed?”
This is an important question to ask, again and again, as time goes on. After all, as situations change, the answer to it will change as well. By asking this question, you can use the feedback you collect to improve your employees’ engagement levels that much better. Opening yourself to this kind of input enables your team to enjoy a greater level of access to you.
This question can also help you reinforce the data that you generate by asking the first question we discussed, furthering your efforts to improve your processes.
“What has your team done to further the organization’s goals?”
By asking this question of your team, you can help encourage them to collaborate more with each other and use the communication tools you’ve provided. Asking them what their coworkers have accomplished in tandem to them, helps you make sure that they remain aware of the company’s greater processes and how their efforts contribute to the organization’s success.
In asking it this way, you’re also encouraging this team-based focus to integrate into your company culture. As a result, your team members will begin to think more as a team and work together to accomplish everything on their shared agenda.
“How would you make what we offer our clientele better?”
This is a practical example of what we’ve already discussed—asking those with first-hand knowledge to draw upon their experience to help improve what it is you’re discussing with them. Seeking insights from those who are working directly with your clientele will help you to identify and resolve the biggest impacts influencing your company and services.
“If you were me, what would you do differently?”
This question can provide you with a variety of useful information, from the biggest pain points that your team is experiencing to all the small inconsistencies you may have missed. It also helps you encourage your team to see things from a perspective of leadership.
This is what you want, as it isn’t enough anymore to simply have drones pecking away at assigned tasks. You want to have people who are ready to embrace innovation and are engaged enough to work their way upwards in your organization. Handing the power over to your team, even in the hypothetical, helps to show the employee that their input is appreciated and valued.
Should this feedback ever reference any difficulties due to insufficient technology solutions and resources to complete a task, Aspire is here to help. Our services are designed to improve the efficacy and security of your workplace, boosting your productivity.
To learn more, reach out to us at (469) 7-ASPIRE.