How do you feel about employee monitoring technologies in the workplace?

Does your corporate culture allow for self-expression and reasonable displays of emotion and concern?

Would your company consider starting a workplace garden? The possibilities for morale boosting and lessons learned are immense when a garden blooms—tap into the growth potential of your employees, so to speak.

What is the best way for a company to balance trusting employees with protecting itself?

Does your onboarding program include tutorials and/or role-play exercises on how to interact with colleagues and managers? How do you set the tone for workplace relationships?

How do you guide and train managers to approach hiring employees who deviate in personal appearance from what you and your customers or clients are used to?

Does your company use temporary employees? If not, why not? If so, how do you integrate them with your full-time, permanent employees to ensure uninterrupted productivity?

Do you make use in training programs of the skills employees gain as parents? Are those lessons often a good place to begin conversations about interpersonal and management challenges?

Do you support full access to social media and entertainment Websites in your office, including the company facilitating related get-togethers in conference rooms? Does this help or hurt employees? Why?

What kind of training do you give managers to ensure termination of problem employees goes smoothly and quickly?

Do you provide communication training to employees? If so, what does this training consist of?

What is your company’s ideal employee? What characteristics are most important? How important do you consider dynamism and ambition?

How do you train managers to run meetings? What are your top tips for preparing managers to lead effective meetings that result in projects being successfully completed on time?

Are your employees too nervous to take an hour away from the office and work-related communications during the workday?

What are some of the barriers to implementing a self-regulated vacation time system, and how can training help get around those challenges?

How important is it to your company to provide up-to-date and efficient digital systems to employees and train them on such systems?

Do you think about how the wellness of your workforce contributes to productivity and employee on-the-job happiness and comfort? Could wearable technology, along with walking and smoke-free initiatives, be a helpful tool?

How can companies free their employees from the fear of expressing new ideas and new ways of getting work done?

How do you train your company’s managers to serve as coaches to employees?

How do you encourage corporate leaders to take learning initiatives seriously, rather than just paying lip service to how great learning and training is?

Are pets (and any other animals) in your office a realistic possibility? What would you need to do to make your office pet-friendly?

How do you ensure women job candidates and employees are held to the same standards as men candidates and employees, and how can you teach women to not hold themselves to detrimentally exacting standards?

Consider doing a quick e-mail survey to see what your employees are most grateful for. It might tell you something about your company’s strengths and weaknesses.

Do you use personality assessments at your company? If so, how do you use them effectively, to make the most of employees’ potential?