Management & Feedback
Employee Engagement Interview
An employee engagement interview is a one-to-one conversation that goes behind the numbers of a survey. It explores how connected a person feels to their work, their team and the organisation, and what would raise or lower that connection. These questions help you hear the reasons behind the scores and turn them into concrete actions.
17 questions
When to use this template
- After an engagement survey, to understand the comments and low scores that a questionnaire cannot explain.
- When you notice a drop in energy, initiative or participation in a team and want to understand it before it turns into departures.
- Once or twice a year with every team member, as a structured complement to regular one-to-ones.
Questions to ask
Connection to the work
- 01What part of your work gives you the most energy at the moment?
- 02When did you last feel really proud of something you did here?
- 03How well does your daily work match what you expected when you joined?
- 04What would you stop doing tomorrow if you could?
Team and relationships
- 05How would you describe the atmosphere in the team right now?
- 06Who do you turn to when you need help or a second opinion?
- 07How connected do you feel to colleagues outside your own team?
- 08What makes it easy or hard to speak up in meetings?
Purpose and recognition
- 09How clearly do you see how your work contributes to the organisation's goals?
- 10How do you like to be recognised for good work?
- 11When did you last feel that your contribution was noticed?
Management and growth
- 12What do you need more of from me as your manager?
- 13Do you feel you are still learning and growing in this role?
- 14What would make you want to take on more responsibility?
Looking ahead
- 15If you could change one thing to make this a better place to work, what would it be?
- 16What would make you want to stay here for the next few years?
- 17What should I do differently after this conversation?
Tips for a useful conversation
- Say clearly that this is a listening conversation, not an evaluation, and that nothing said will be used against the person.
- Ask for specific moments and examples: engagement is felt in situations, not in abstract ratings.
- Listen for what energises people as much as for what frustrates them, so you know what to protect.
- Summarise what you heard before moving on, so the employee can correct or complete it.
- Pick one or two actions you can really deliver and report back on them within a few weeks.
Mistakes to avoid
- Treating the interview as a satisfaction survey with a ticked list of questions rather than a real conversation.
- Reacting defensively when the feedback concerns your own management.
- Collecting opinions and then doing nothing visible with them, which lowers engagement further.
- Using the conversation to push a message about company goals instead of listening.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.