5 POWERFUL QUESTIONS I ASK TO BUILD A STRONG COMPANY CULTURE AND KEEP GREAT EMPLOYEES

Posted on by Contributing Writer

Photo by  Edmond Dantès.

I’ve learned that the difference between thriving companies and those plagued by high turnover often comes down to one simple thing—asking the right questions. In my experience, employees leave when they feel unheard, unseen, and undervalued. But I’ve found that when managers ask five simple, meaningful questions that cut to the core of engagement, culture, and performance, it changes everything. You don’t retain people with ping-pong tables or pizza Fridays—you keep them by listening, responding, and leading with intention.

5 POWERFUL QUESTIONS I ASK TO BUILD A STRONG COMPANY CULTURE AND KEEP GREAT EMPLOYEES

By Gary Occhiogrosso – Founder Franchise Growth Solutions

Why People Stay, Or Leave

Let me be honest. People don’t leave companies—they leave managers. They leave misaligned values. They leave cultures that no longer serve them. And when they don’t feel like their growth, purpose, or input matters, they don’t just walk away—they disengage long before they resign.

That’s why I believe the role of the manager is one of the most influential positions in any organization. Leadership is not about control. It’s about connection. If I’m not consistently checking in with my team in a meaningful way, I’m missing a valuable opportunity to build trust, inspire purpose, and retain my top talent.

The five questions I’m about to share with you are not just conversation starters. They are tools I use to build culture intentionally.

The Five Questions That Change Everything

  1. How would you like to grow within this organization?
    When I ask this, I’m inviting someone to think beyond the job they have today. I want them to know I see their potential, and I’m invested in it. Growth conversations keep the energy moving forward. If my team members can see a future with us, they won’t go looking elsewhere.
  2. Do you feel a sense of purpose in your job?
    Purpose matters. I’ve learned that if someone doesn’t feel connected to why they’re doing the work, their motivation and engagement quickly fade. I don’t get worried if someone answers no. That’s just a signal for me to help them realign or better connect their role to our broader mission.
  3. What do you need from me to do your best work?
    These hits home for me. My job isn’t just to assign tasks—it’s to remove obstacles. When someone tells me what they need, I take action. That’s how trust is built. It shows I’m not just focused on output—I’m committed to their success.
  4. What are we currently not doing as a team that you feel we should do?
    No one knows what’s working or broken better than the people closest to the action. This question opens the door to innovation and improvement. I ask it because I want to hear from my team. I want their ideas, their perspectives, and their insight. Inclusion builds loyalty—and loyalty builds culture.
  5. Do you have the opportunity to do what you do best every day?
    Gallup’s research confirms what I’ve seen firsthand—people who use their strengths daily are more engaged and more productive. I want to make sure my team members are working in roles that energize them. If not, it’s on me to find a better fit or help adjust responsibilities.

Culture Is Built in the Questions You Ask—and the Actions You Take After

Asking these questions is how I start. Listening closely builds the connection. But what truly matters is what I do afterward.

Am I investing in training when someone wants to grow?
Am I helping them reconnect with purpose when they feel lost?
Am I following through when they trust me enough to share what’s in their way?

Great managers don’t just ask—they act. And I’ve seen how that turns check-ins into meaningful conversations, feedback into real change, and employees into advocates.

If you want to build a resilient, high-performing team, I encourage you to start with these five questions. They’ve helped me build stronger relationships, boost retention, and cultivate a workplace where people want to show up and do their best work every day.

Copyright © Gary Occhiogrosso. All rights reserved worldwide.

 

Sources and Research Websites (not cited in body):

 

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This article was researched, outlined and edited with the support of A.I.

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