Then, ask some of the following questions, adapting them to your own needs:
1. Why do you think we selected you as an employee?
2. What do you like about the job and the organization?
3. What’s been going well? What are the highlights of your experiences so far? Why?
4. Do you have enough, too much or too little time to do your work?
5. How do you see your job relating to the organization’s mission?
6. What do you need to learn to improve? What can the organization do to help you become more successful in your job? (Don’t ask these two questions unless you are prepared to follow up with action. Otherwise, you can build false expectations, and that can cause disappointment.)
7. Tell me what you don’t understand about your job or our organization.
8. Compare the organization to what we explained it would be like.
9. Which co-workers have been helpful since you arrived? (Goal: Pinpoint which employees can be influential in retaining the new hire.)
10. Whom do you talk to when you have questions about work? Do you feel comfortable asking?
11. Does your supervisor clearly explain what the organization expects of you?
12. How does it go when your supervisor offers constructive criticism or corrects your work?
13. Do you believe your ideas are valued? Give examples.
14. How well do you get along with co-workers?
15. Have you had any uncomfortable situations or conflicts with supervisors, co-workers or customers?
Finish the discussion by asking the employee if he or she has any questions or suggestions on how the job can be managed better.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Worker calls in sick after boss denies requested day off: Now what?
- Make sure employees know FMLA policy on returning to work
- Appeals court refuses arbitration bid, cites one-sided, coercive agreement
- Make sure your e-communication policy covers social networks