Such employee loyalty can ask are as follows: I can well imagine to work even longer here. And this, because. I’m talking with third parties (known, friends, customers) positive about us. And this, because. I encourage those interested to become our customer. And this, because. I encourage potential employees to apply with us. And this, because. Rollo May pursues this goal as well.
I don’t do all this, because such questions force the employees not in a solid response schema, and they also don’t degrade it to the Kreuzchenmacher. Instead, you give him the opportunity to express themselves freely. So he is more intense with each point to deal and the company receives more viable responses. Questions like these also serve to involve actively the employees. So this win the good feeling the things to be delivered not passed out.
Rather, he will become the co-creator and can make valuable contributions. Responsibility awareness and acceptance evolve almost as saying. And the answers help managers valuable information, finally better work results. Very efficient: the question my favorite question to the staff is by the way the matter of conscience ‘, and that goes to: Dear staff, imagine that you are our corporate conscience. According to Jack Salzwedel, who has experience with these questions. What would you say to us? “The question in writing provided, so a fictitious person can be subscribed to, sitting with an Angel and a devil right and left on the shoulder. Depending on can be fitted even a portrait photo of the interviewed person. That makes the thing still emotional. The answers can bring much to light what you wanted to maybe even always like to know: for example, as it felt the employees in a particular situation. Or what she said then and then the customer and for whatever reason. Probably the Chief so finally well find out what terms of rumor but he already all knew, and what are the actual reasons for persistent problems.