QUESTIONARE

Q).What are the major roles in engaging employee during pendemic?

Ans- The ITC manner ITC’s specialize in making a remarkable work setting supported by a caring
and compassionate work attribute allows workers to thrive and deliver winning performances.ITC’s
efforts systematically aim to influence all aspects of associate degree employee’s life – physical,
mental, and emotional. Specific components of ITC’s work practices and culture area unit supported
the management approach articulated in Board-approved Policies on ‘Diversity and Equal
Opportunity’, ‘Freedom of Association’ and ‘Environment, Health and Safety’, among others. on the
far side each framework, enabler, or outcome, the success of worker central policies across businesses
may be attributed to a relative contract that evokes pride and endears workers to the corporate. it's one
thing that, over time, has become the “ITC way”, guiding and influencing the Company’s folks
policies and providing fertile ground for a culture of commitment and excellence.

SATISFACTORY QUESTIONS

Q) Would you recommend [organization] to your friends as an employer?

As the saying goes, a happy customer will tell a friend, but an unhappy one will tell 10 friends. That

goes double for employees.People who work for your organization are the single best source of word

of mouth for recruiting. Whether a current employee would recruit their friends or warn them to stay

away is a revealing measure of how your organization is doing overall and the employee’s feelings

about the company. This is a good question to include regularly, so you can measure results against

those from past surveys.

Q). Do you feel excited about coming to work?

This question is designed to elicit strong responses as well as nonresponses. Employees who are

excited about their jobs spread that excitement. For employees who are less engaged, a neutral answer

provides the opportunity to go deeper and ask what would make them excited about coming to work.

Q). Are you satisfied with your current compensation and benefits?

Compensation is only one measure of employee satisfaction. However, employees who believe they

are underpaid — or that others are overpaid — are more likely to express dissatisfaction. In addition,
asking about benefits will help you learn which benefits are meaningful to your employees and which

benefits they would consider valuable if offered.

Q). Do you enjoy working with your team?

Team engagement is contagious. Happy team members feel valued and communicate that deep

satisfaction to colleagues.

This is another question where you might offer a text field to allow employees to explain their

answers, possibly identifying team members who deserve particular acclaim.

You may also receive complaints about other workers or managers. This is a good opportunity to

direct employees to other channels if they need to resolve an issue or want help with a specific

complaint.

Alignment questions

Q) Does organization’s vision and values inspire you?

The purpose of this question is to find out how employees relate to your mission and goals. Do they

see themselves as active participants and standard bearers, embodying organizational values to

customers and other employees? Some employees may not be clear what your organization’s vision

and values are. You might include them on the page with the question, or you might offer a response

that indicates “I’m not familiar with our organization’s vision and values.” 

Q). Do others provide you with recognition for your accomplishments at work?
Most people crave recognition and appreciation, especially from managers and other leaders, even if

they don’t express it. And employees who don’t feel appreciated are likely to seek that recognition

elsewhere. Recognizing employees on a frequent basis is a key practice for improving employee

appreciation and engagement.

Q)Do you feel like your supervisor is invested in your success?

Answers to this question reveal lessons about your managers and whether employees are set up to

succeed. Managers have a strong effect on their entire team’s engagement. Demonstrating an interest

in each individual’s work and career goals is a first step to building a culture among leadership that

supports employee engagement.

Q). Does [organization]’s culture foster a comfortable, supportive work environment?

This is an assessment of whether the employee sees the organization’s culture as an extension of their

own goals or in conflict with them. Has your organization prioritized a truly inclusive, representative

culture? The response to this question may reveal uncomfortable truths about your organization’s

culture, but recognizing existing cultural issues is the first step to building a culture that every

employee can be proud of and take part in.

Future orientation questions

Q) Does your work challenge you and aid your development?

This question seeks to find out how interested employees are in their work. Recently, 43 percent of

employees stated “career advancement” as one of the top reasons they are looking to leave their

company, followed by “lack of recognition”. Don’t create artificial difficulties as a substitute for
genuinely engaging tasks, though, as employees whose work is overly challenging for reasons beyond

their control may feel frustrated or not sufficiently supported.

Q). Do you see a path for career advancement at [organization]?

Employees who see their current position as a dead end are unlikely to remain around long. This

question also reveals whether employees perceive your organization as rewarding skilled workers

with promotions and new opportunities.

Q). Do you have the tools needed to maximize your potential here?

This question allows the employee to evaluate what is holding them back and provides a chance to

identify ways to improve. Consider asking what resources would better support the employee in their

work, accompanied by an optional text field for comments.

Open-ended questions

Open-ended questions provide an opportunity for employees to express what’s really on

their mind, in their own words. Always include a few open-ended questions in each survey,

tailored to your organization. It’s also good practice to include a text field for entering

optional comments on some other questions, as indicated above.

Q). What practices do we need to change?

This question asks employees to look outward and share their recommendations. Employee

engagement increases significantly when employees feel like active participants in a responsive

organization.

Q). Are there any problems with our culture?

Encourage employees to identify discomfort or ways in which your corporate culture doesn’t feel like

a good fit. See their feedback as opportunities to improve areas within your organizational culture.

Q). How can we help improve your engagement at work?

Ask employees for direct input on how to engage them. They’ll appreciate you listening, and they’ll

be proud to see their recommendations put into action.

Q). Is there anything else you would like to share that you find important to your employee
experience here at [organization]?

It’s important to include this question to ensure you aren’t missing out on feedback that could

improve your organization. Keep your door open. And when employees begin to share their vision for

a more powerful, effective organization, listen carefully and be grateful they trusted you with the

truth.