Questions to Ask an Unhappy Employee
Essential questions to ask an unhappy employee that help you understand their concerns, identify root causes, and work together to improve their job satisfaction and performance.
1What's been on your mind lately regarding work, and how are you feeling about your role?
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What's been on your mind lately regarding work, and how are you feeling about your role?
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Why this works
Opens the conversation in a non-confrontational way that allows the employee to share their feelings and concerns without feeling defensive or attacked.
2What aspects of your job are you finding most challenging or frustrating right now?
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What aspects of your job are you finding most challenging or frustrating right now?
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Why this works
Helps identify specific pain points and challenges that are contributing to their unhappiness, allowing you to address concrete issues rather than vague concerns.
3How do you feel about your workload and the expectations placed on you?
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How do you feel about your workload and the expectations placed on you?
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Why this works
Reveals whether the employee is overwhelmed, underutilized, or has unrealistic expectations, helping you understand if workload management is a contributing factor.
4What would you change about your current role if you could?
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What would you change about your current role if you could?
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Why this works
Gives the employee a chance to express their ideal vision and helps you understand what they value most in their work environment and responsibilities.
5How do you feel about the team dynamics and your relationships with colleagues?
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How do you feel about the team dynamics and your relationships with colleagues?
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Why this works
Identifies potential interpersonal issues or team conflicts that may be contributing to their unhappiness and affecting their overall job satisfaction.
6What kind of support or resources do you feel you need to be more successful in your role?
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What kind of support or resources do you feel you need to be more successful in your role?
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Why this works
Reveals gaps in support, training, or resources that may be hindering their performance and contributing to their dissatisfaction.
7How do you feel about your career growth and development opportunities here?
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How do you feel about your career growth and development opportunities here?
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Why this works
Identifies whether the employee feels stagnant or lacks growth opportunities, which is often a major factor in job dissatisfaction and turnover.
8What motivates you most in your work, and do you feel you're getting enough of that?
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What motivates you most in your work, and do you feel you're getting enough of that?
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Why this works
Helps understand what drives the employee and whether their current role aligns with their intrinsic motivations and values.
9How do you feel about the feedback and recognition you receive for your work?
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How do you feel about the feedback and recognition you receive for your work?
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Why this works
Reveals whether the employee feels valued and appreciated, as lack of recognition is a common cause of job dissatisfaction.
10What concerns do you have about the company or your department's direction?
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What concerns do you have about the company or your department's direction?
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Why this works
Identifies broader concerns about company culture, leadership, or strategic direction that may be affecting their job satisfaction.
11How do you feel about your work-life balance, and is there anything we can do to improve it?
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How do you feel about your work-life balance, and is there anything we can do to improve it?
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Why this works
Addresses work-life balance concerns that may be contributing to their unhappiness and shows that you care about their overall wellbeing.
12What would make you feel more engaged and satisfied in your role?
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What would make you feel more engaged and satisfied in your role?
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Why this works
Gives the employee a chance to express their needs and desires, helping you understand what changes could improve their job satisfaction.
13How do you feel about the communication and transparency in our team?
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How do you feel about the communication and transparency in our team?
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Why this works
Identifies potential communication issues that may be contributing to their unhappiness and helps you understand their information needs.
14What obstacles do you feel are preventing you from doing your best work?
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What obstacles do you feel are preventing you from doing your best work?
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Why this works
Reveals specific barriers or challenges that may be hindering their performance and contributing to their frustration.
15How do you feel about the decision-making process and your involvement in it?
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How do you feel about the decision-making process and your involvement in it?
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Why this works
Identifies whether the employee feels excluded from important decisions or processes, which can lead to feelings of disengagement and unhappiness.
16What would you like to see change in our team or department?
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What would you like to see change in our team or department?
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Why this works
Gives the employee a chance to suggest improvements and helps you understand their vision for a better work environment.
17How do you feel about your relationship with your manager and the support you receive?
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How do you feel about your relationship with your manager and the support you receive?
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Why this works
Reveals potential issues with management support or relationship dynamics that may be contributing to their unhappiness.
18What are your biggest concerns about staying with the company long-term?
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What are your biggest concerns about staying with the company long-term?
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Why this works
Identifies potential retention issues and helps you understand what might cause them to leave, allowing you to address these concerns proactively.
19What would need to happen for you to feel more positive about your role and the company?
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What would need to happen for you to feel more positive about your role and the company?
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Why this works
Gives the employee a chance to outline specific changes or improvements that would address their concerns and improve their job satisfaction.
20How can I best support you moving forward, and what do you need from me?
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How can I best support you moving forward, and what do you need from me?
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Why this works
Shows your commitment to helping them succeed and gives them a chance to specify what support they need to improve their situation.
How to Address Employee Unhappiness: Essential Questions and Strategies
Expert tips and techniques for getting the most out of these questions.
Best Practices
Create a Safe Environment
Ensure the conversation takes place in a private, comfortable setting where the employee feels safe to share their concerns without fear of retaliation or judgment.
Listen Actively
Give the employee your full attention, ask follow-up questions, and show that you genuinely care about their concerns and are committed to finding solutions.
Focus on Solutions
Work together to identify actionable solutions rather than just discussing problems. Focus on what can be changed and improved to address their concerns.
Follow Up Regularly
Schedule regular check-ins to monitor progress and ensure that the changes you've implemented are having a positive impact on their job satisfaction.
Question Sequences
The Understanding Sequence
The Solution-Focused Sequence
Common Pitfalls
Don't Get Defensive
Avoid becoming defensive or dismissive of their concerns. Listen with an open mind and focus on understanding their perspective rather than defending the status quo.
Avoid Making Promises You Can't Keep
Don't promise changes that you can't deliver. Be honest about what's possible and focus on realistic solutions that you can actually implement.
Don't Ignore the Issues
Avoid brushing off their concerns or minimizing their feelings. Take their unhappiness seriously and work together to address the root causes.
Avoid One-Size-Fits-All Solutions
Don't assume that what works for other employees will work for this person. Tailor your approach to their specific needs and concerns.