Why It’s Important to Ask Check in Questions After a Team Event

Why It’s Important to Ask Check in Questions After a Team Event
  • Opening Intro -

    There are many challenges you may face when trying to manage a remote or hybrid team.

    From midweek burnout to team member disconnect, many factors could be affecting the workplace experience.


According to research, 63.3% of companies say retaining employees is harder than hiring employees. With that being said, employee engagement has never been more necessary for maintaining the best employees and ensuring their happiness.

If you’re looking for more ways to encourage connection among your employees, we recommend starting with planning quarterly company events that support team building and work to boost employee morale.

After you host your team event, you should also be using check-in questions to ensure your team’s needs are being met and they’re satisfied with the company culture you are providing as an employer.

Here’s a closer look at why check-in questions can provide you with the knowledge needed to maintain employee success and increase engagement.

Why does team engagement matter?

Simply put, if your team likes working together, they will work better together. As an employer, it’s your job to find a way to make the workplace experience as enjoyable as possible for your employees.

Whether that’s offering a company-sponsored dinner or a martini luncheon, these types of events can help increase job satisfaction, keep employees’ spirits high, and improve the communication between team members.

All you need to do is provide them with an opportunity to engage and connect on matters that aren’t work-related. Virtual experiences and employee-sponsored events are some of the best ways to improve trust, increase engagements, and allow your team members to bond.

Overall, the benefits are endless when it comes to promoting team engagement between employees. Building a workplace environment that values communication and teamwork can increase productivity and improve the overall quality of work.

If your team members communicate well and know how to collaborate effectively, you’re on the right path toward success.

How do I keep my team motivated and engaged?

We recommend taking your team’s interests and similarities into consideration when organizing an event. You want to make sure you’re planning a virtual or in-person team-building experience that has the potential to boost engagement and keep individuals motivated in the workplace.

It’s easy to forget there is something great about feeling recognized by an employer. Actively improving the experience for your employees with activities that aren’t work-related can help increase employee loyalty, reduce turnover, and create a better work environment for everyone to enjoy.

But how do you ensure they’re enjoying the events you plan for them?

Well, you ask them! Engagement goes both ways. As an employer, you can ask your employees what they would like to see more of from you, whether it’s an open discussion during your Friday all-hands meetings or an anonymous survey with check-in questions you send out after the event. You can utilize this data to improve the workplace experience and keep your employees happy.

From virtual holiday parties to margarita Mondays, these types of experiences provide your employees with something to look forward to and are sure to keep them motivated and engaged. The best thing you can do is plan an event, collect data, and revise and replan from there.

What metrics are common to measure employee engagement?

One way to measure the effectiveness of an engagement event is to survey your team with check-in questions. You can send out an anonymous survey and ask your team members to provide feedback that can help you plan out events in the future.

Surveys can be a great tool to improve your company culture for your team members and look for new ways to enhance their experience with your company.

Gallup recommends a 12-question survey that is made to measure your employees’ engagement but not overwhelm them with questions. These questions are expertly curated to probe your employees for the answers needed to make improvements and measure the success of your events and ongoing efforts.

When creating your survey, we recommend staying away from yes or no questions. This will ensure that you’re receiving responses that are of value.

During one-on-one meetings, you can also briefly ask some check-in questions and gauge their reactions. This approach can help you build a more personal relationship with the individual and provide you with authentic responses to the questions.

Another metric is to see how well your employees react during an event, silently observing if they are engaging with their coworkers. If you plan a successful event they are enjoying, you should be able to see it on their faces.

Check-in questions for after a team event

  1. Did you find this event engaging? If not, what can we do to improve your experience?
  2. What kind of events would you like to see in the future?
  3. Is there anything you’d like us to do differently for future events?
  4. What was your least favorite part about this team event today?
  5. What was your favorite part about this team event today?
  6. What would you like to see more of this quarter and/or year?
  7. Is there a particular type of event you want us to plan?
  8. How did you feel about the day of the week we chose? Is there a better day we could have planned the event?
  9. How did you feel about the time of the event? Is there a better time we could have picked?
  10. Was there enough opportunity to engage with your coworkers?
  11. What motivates you at work?
  12. What’s your favorite part about working here?
  13. Do you feel like you get along well with your team members?
  14. Is there anyone on your team you haven’t had the opportunity to connect or talk to?
  15. What’s going well at work, and what can we help improve?
  16. Are there any coworkers you like working with?
  17. Do any of your coworkers inspire you?
  18. Did you feel the event was inclusive enough?
  19. If we were to plan another virtual event, what would you recommend we do differently?
  20. How can we improve your experience at work better?
  21. Do you have all the needed tools for success?
  22. What is your favorite part about working here?
  23. If there is one thing you could change about our company culture or work environment, what would it be?
  24. How likely are you to attend a virtual event in the future?
  25. Do you enjoy working from home?
  26. Do you feel you have the needed resources and tools to connect with coworkers from your home?
  27. Do you prefer working from home or the office?
  28. What can we provide you with to make your experience better?

Check-in questions can be a great opportunity for you to gauge your group’s interests and get a better understanding of their likes and dislikes.

For example, if you didn’t get the best response for a happy hour game night but you did during a paint and sip event, your team may be more creative-driven. You would want to plan more events that put their creative skills to the test.

We recommend choosing 10 to 15 questions that will help you find the answers you are looking for and provide you with the insight needed to have a successful event in the future.

Remember, everyone is different! Don’t get discouraged if your team members didn’t enjoy the event as much as you thought they would. You can use this feedback to improve and look for new ways to engage with your team.



Image Credit: by envato.com

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