7 Simple Questions that Every Leader Must Answer for an Engaged Team

With a recent Gallup global study on the State of the Global Workplace showing 79% of workers as either not engaged or actively disengaged, engaging and mobilizing employees can feel like a daunting challenge. However, a few simple behaviors can make a huge difference to improve engagement.

It is frustrating to have to read minds

For instance, many employees are frustrated because they feel like they have to read their manager’s mind. They don’t know how they are doing and how they can do better. The annual performance review is sometimes their only chance to find out, and that event is so stressful and formal that the environment is not conducive for improvements.

Spans of control contribute to the problem

This situation is not completely the fault of management. In some organizations, spans of control have become so large that managers have to complete another formal performance review every three or four days.

The solutions are simpler than you might think

There are many simple strategies to engage and mobilize employees. They cost almost nothing to implement, can be put into place immediately, and have huge impact.

For instance, one opportunity that many leaders have – even at the C-level – is to give more frequent, informal feedback about how each employee is doing. That way, everyone in an organization knows what is expected of them and how they can get better.

The seven questions

There are seven simple questions every leader must answer and communicate to employees. As with advertising, frequency counts. Small, informal conversations about performance go a long way – especially when they include teachable moments about different situations and details. The questions include:

1. What do I expect from you?

2. What are you doing well?

3. What, if anything, can you be doing better?

4. What, if anything, do I want you to do better?

5. (If appropriate): What will happen if you improve (e.g., more responsibility, more time with leadership, more desirable assignments)?

6. (If appropriate): What will happen if you don’t improve?

7. How can I help?

While all of these questions are important, the last question is especially important. It shows the employee that the leader cares, and is not merely abdicating responsibility or shifting blame.

Take the free self-assessment about how well you are engaging and mobilising your team or organisation below.

Please rate how much you agree with each statement on a scale of 1 to 5 (1 = Disagree; 2 = Somewhat Disagree; 3 = Neutral; 4 = Somewhat Agree; 5 = Agree).

Statement	1	2	3	4	5
I understand the aspirations and goals of each of my employees.
I understand the communication style of each employee, and how to adapt to make sure my messages have impact.
I make sure each employee has a clear sense of where the organization has been, where it is now, and where it is headed.
Each employee knows exactly what I expect, how he or she is doing, and what he or she can do better.
I provide informal feedback to each employee on a regular basis.
My employees would say that they never receive any surprises during formal performance reviews.
I use a different strategy to engage each employee depending on his or her current performance, potential, and talents.
I use a variety of different communication styles (e.g., facts, stories, involving, asserting, negotiating, sharing a vision) depending on the situation.
Each employee would say that I keep my word.
Each employee would say that I am a competent and credible leader.
I make sure that roles and responsibilities are clear and give each employee an appropriate amount of autonomy and authority.
Each employee would say that I provide the needed resources, training, information, and time for them to succeed.
I frequently acknowledge and recognize each employee for his or her contribution – in ways that matter most to them.
I spend time with each employee to plan for their professional development, and support employees to achieve their professional aspirations.
I consider one of my top priorities to identify and groom future leaders.
I actively seek, consider, and act on advice about how I can be a better leader.

If you score a 3 or lower on any of the above, we should talk. We offer a simple yet powerful and extremely practical way to improve employee engagement – without an invasive restructuring or process. Call us on + 64 21 284 3623.