If you're like most companies, you have a problem keeping your workers engaged. There's been a lot of research on the American worker engagement problem, and the data reveals about 70% of the U.S. workforce is disengaged from their work.

When employees are disengaged, they're less productive and more of a flight risk. That's why employers should conduct "stay interviews," to gauge how their employees feel about their jobs, the company, and their work.

Gartner says, "It's especially important to take a pulse of employee engagement during times of disruption." Most companies haven't yet returned to normal since COVID-19 hit; that makes the following questions even more important for employers to ask.

Are your employees engaged in their jobs -- and the success of the organization?

Ask these questions to find out (follow-up questions may be required to fully understand employee responses):

Understand how your employees feel about the company by asking:

1. Do you think the company has your best interests in mind when making business decisions?
2. Were you happy with how the company managed its people and the business during COVID-19?
3. Do you feel like you receive enough communication on the direction of the business from management?
4. Would you say the organization is transparent?

Understand if your employees feel like they're part of a team with these questions:

1. Do you feel like you are a part of a high-functioning team?
2. Does that team encourage you to do your best work?
3. Does your team provide support to help you achieve your productivity goals?
4. Does your manager give you consistent feedback?

1. Do you know whom to ask for help if you need it?
2. Do you feel like you have friends at work?
3. Do you respect your direct supervisor?
4. If you feel overwhelmed by what's on your plate, what do you do?

Learn if the work itself is engaging the employee by asking:

1. How do you feel about your work currently?
2. Do you feel appropriately challenged by the work you do?
3. Do you have to hunt for information to aid your decision-making in your job?
4. How often would you say you feel bored at work?

Figure out if the employee is a flight risk:

1. Would you recommend the company to your friends as a good place to work? Why?
2. How excited are you about coming to work every day?
3. Do you feel proud to work for this company?
4. How happy are you with your current compensation structure and benefits?

Does the employee feel they are appreciated for their efforts? Here's how to find out:

1. How meaningful is your work?
2. Do you feel like your team understands your achievements?
3. When was the last time you were recognized for good work?
4. Is your supervisor invested in your success?

Company culture matters. Is your culture keeping people -- or driving them away?

1. Are you inspired by our vision and values?
2. Would you say the company culture is comfortable and supportive?
3. How would you describe company culture right now?
4. How involved is leadership in employee culture?

What about advancement? What would the employee like to learn? How would they like to grow -- and are you giving them what they want?

1. Do you see yourself here in a year?
2. If you could learn any job skill, what would it be?
3. Do you see a path for advancement here?
4. What tools do you need that would help you do the job better?

Sometimes the answer to a big problem comes in the form of a question. Conducting a stay interview or simply sending out a confidential survey to your employees will help you determine if you have an engagement problem. This knowledge can help guide your efforts to retain your existing workforce.

For organizations seeking real, honest feedback from their employees, this is a process that will not change the level of engagement of your workforce overnight. It also will not give you the information you need to create an organizational culture that retains employees long-term -- at least not at first. The process of changing employee engagement starts with regular dialogue about how the organization can improve.

These questions are a good start. However, this is an ongoing process that, when conducted regularly, can engage workers in the success of the organization while helping you change procedures, policies, and workflows to improve the relationship with your workforce. It's a necessary process to increase retention and help attract a better caliber of talent to your organization.

Need employees who fit, stay, and are passionate about their jobs?

Your staffing partner can recruit your ideal candidates -- and help you hire highly engaged, successful employees.