Projective Questions Method for Assessing Employee Loyalty
Posted: Tue Jan 21, 2025 8:28 am
With this method, the main goal is to get intuitive answers from employees. To do this, questions are asked at a fast pace, no time is given for reflection. To adequately assess the results of the study, you need to know the basics of psychology and an objective approach to interpreting the answers received.
The list of questions could be as follows:
What are we working for?
What factors influence the quality of activity?
Name five qualities of an ideal leader.
What is the secret to successful career advancement?
Three conditions for the most effective work of company employees?
Describe your ideal colleagues in three words.
The essence of the method growth of the overseas chinese in canada is to identify the basic principles that your employee is guided by in terms of his attitude to work. If he believes that people go to work primarily for a decent salary, and the main quality of a boss is attention to subordinates, these factors will be decisive for the formation of his loyalty.
Projective Questions Method for Assessing Employee Loyalty
Interview
This is the best option for obtaining information about specific divisions of the company where the highest and lowest levels of loyalty are observed. The method will help determine the reason for employees' mistrust of management in order to improve the situation for the better.
To obtain objective research results, all employees are divided into three categories:
Newbies (less than one year of experience).
Backbone.
Candidates for dismissal.
The interview is conducted with 2-3 representatives of each group using open and projective questions.
Open:
What are you not satisfied with in the organization of work? What solutions do you see for the problems?
Did your expectations when joining the company match reality?
What do you dislike about the company in terms of the psychological atmosphere? Are there any difficulties in communicating with management and colleagues?
What needs to change to improve your work efficiency?
Additionally, ask the person being interviewed whether he can count on help from colleagues when completing a difficult task, whether he considers his salary to be commensurate with his efforts, whether he has problems building relationships in the team, what paths he sees for developing his professional and personal qualities, and what the company can do for his career growth.
Interview with an employee
Surveying job applicants to determine their potential loyalty
It is not difficult to understand whether an employee will be loyal to the company. The applicant must have the following qualities:
genuine interest in the activities of the enterprise;
conscientious attitude towards one's work;
desire to grow professionally;
identical goals with the company;
adequate response to innovations, demonstration of personal initiative;
striving for continuous optimization of the work process.
The listed indicators can be assessed by asking the applicant the following questions:
What were your considerations when choosing your previous place of work?
How were your relationships with colleagues and management in the company where you worked before?
What did you like there and what irritated you?
How do you see ideal relationships in a team? Between employees and management?
What actions do you consider unacceptable when communicating with colleagues?
What principles in life do you follow?
What changes at your previous job did you actively resist and which did you support?
At what points did you realize that you were not qualified enough to solve work problems?
Having analyzed the received answers, it is possible to determine the candidate’s potential for the position in terms of his readiness to build normal relationships within the team and with the company’s management.
Survey of employees leaving
The list of questions could be as follows:
What are we working for?
What factors influence the quality of activity?
Name five qualities of an ideal leader.
What is the secret to successful career advancement?
Three conditions for the most effective work of company employees?
Describe your ideal colleagues in three words.
The essence of the method growth of the overseas chinese in canada is to identify the basic principles that your employee is guided by in terms of his attitude to work. If he believes that people go to work primarily for a decent salary, and the main quality of a boss is attention to subordinates, these factors will be decisive for the formation of his loyalty.
Projective Questions Method for Assessing Employee Loyalty
Interview
This is the best option for obtaining information about specific divisions of the company where the highest and lowest levels of loyalty are observed. The method will help determine the reason for employees' mistrust of management in order to improve the situation for the better.
To obtain objective research results, all employees are divided into three categories:
Newbies (less than one year of experience).
Backbone.
Candidates for dismissal.
The interview is conducted with 2-3 representatives of each group using open and projective questions.
Open:
What are you not satisfied with in the organization of work? What solutions do you see for the problems?
Did your expectations when joining the company match reality?
What do you dislike about the company in terms of the psychological atmosphere? Are there any difficulties in communicating with management and colleagues?
What needs to change to improve your work efficiency?
Additionally, ask the person being interviewed whether he can count on help from colleagues when completing a difficult task, whether he considers his salary to be commensurate with his efforts, whether he has problems building relationships in the team, what paths he sees for developing his professional and personal qualities, and what the company can do for his career growth.
Interview with an employee
Surveying job applicants to determine their potential loyalty
It is not difficult to understand whether an employee will be loyal to the company. The applicant must have the following qualities:
genuine interest in the activities of the enterprise;
conscientious attitude towards one's work;
desire to grow professionally;
identical goals with the company;
adequate response to innovations, demonstration of personal initiative;
striving for continuous optimization of the work process.
The listed indicators can be assessed by asking the applicant the following questions:
What were your considerations when choosing your previous place of work?
How were your relationships with colleagues and management in the company where you worked before?
What did you like there and what irritated you?
How do you see ideal relationships in a team? Between employees and management?
What actions do you consider unacceptable when communicating with colleagues?
What principles in life do you follow?
What changes at your previous job did you actively resist and which did you support?
At what points did you realize that you were not qualified enough to solve work problems?
Having analyzed the received answers, it is possible to determine the candidate’s potential for the position in terms of his readiness to build normal relationships within the team and with the company’s management.
Survey of employees leaving