Would top talent choose your company? 10 questions every leader should ask themselves

Let’s put revenue, growth goals, and business wins to the side for a second. Here’s the real question:

Would the smartest, most talented people in your industry actually want to work for your company?

Not because of the salary or perks. But because of your culture. Your leadership. The way your people are treated.

If the answer isn’t a confident “yes,” it’s time to rethink the story your company is telling, and more importantly, the experience it’s creating behind the scenes.

Because being an employer of choice isn’t about being the loudest in the market. It’s about being the one people trust, respect, and stay with.

And here’s why this matters now more than ever:

• In a competitive or frozen job market, you want to be a standout employer.
• Your culture becomes your biggest stabilizer during times of change and uncertainty.
• When every headcount matters, keeping your best people is non-negotiable.
• During any crisis or recovery, a strong internal brand helps you bounce back, not break down.
• People trust people, and your employees are your most credible brand ambassadors.
• The next generation of talent is looking for meaning, inclusion, and balance. You need to be ready.

If you want to build a culture that attracts and keeps the right people (the kind who raise the bar, inspire others, and help you grow) you need to reflect on where you are now.

Here are 10 questions every leader should be asking to assess whether your company is truly an employer of choice, from the inside out.

1. Do our employees feel safe to speak up, ask questions, and make mistakes?

Innovation and trust can’t grow where fear exists. This question uncovers the emotional foundation of your culture. If people are afraid to challenge ideas, admit missteps, or raise concerns, you’re likely missing out on creativity, critical feedback, and early warnings of deeper issues.

2. Are we promoting and developing talent across all levels of the organization?

If the same kinds of people always rise, something’s broken and not everyone’s being seen. This question highlights whether opportunity is truly accessible. Who gets visibility, feedback, and stretch roles? This helps identify patterns of bias in growth pathways and whether your leadership pipeline is truly inclusive.

3. When was the last time we asked employees how they’re actually doing, and acted on what they told us?

Feedback isn’t valuable unless it leads to change. This question reveals how you close the loop between listening and action. Engagement surveys, town halls, or 1:1s are only meaningful when they lead to trust-building responses and improvements. Otherwise, people disengage.

4. Do our people understand what it takes to grow here, and do they believe it’s possible?

Clear pathways + consistent support = retention. This question tests whether your career development practices are transparent and actionable. If employees feel stuck or unclear on how to move forward, they’ll eventually move on.

5. How inclusive are our decision-making processes, and who gets left out of the conversation?

If leadership doesn’t reflect your workforce, your decisions probably don’t either. This question brings to light any gaps in power, perspective, and participation. Inclusive decision-making leads to better outcomes and greater employee buy-in, but only if a variety of voices are genuinely heard.

6. Would employees say they feel valued here, or just used?

Recognition and appreciation shouldn’t be a performance review checkbox. This explores how your culture demonstrates care and respect. If employees feel like a means to an end, you risk burnout, resentment, and quiet quitting – no matter how good your comp package is.

7. Are our managers equipped to lead people, not just projects?

Your culture lives or dies at the manager level, so leadership must be intentional. This question reveals whether your people leaders have been trained and supported to coach, develop, and care for others. A great culture can’t survive poor management.

8. Do our policies support life, not just work?

Benefits, flexibility, and wellness programs signal what you really prioritize. This question highlights whether your support systems align with the realities of your employees’ lives. Great policies back up great values and they help retain people through all life stages.

9. Are we transparent about how and why decisions are made, especially during change?

In the absence of transparency, people fill in the blanks, and sometimes with distrust. This question uncovers the health of your internal communications and trust during uncertainty. Clarity and honesty help reduce fear, confusion, and harmful speculation.

10. If every employee left tomorrow and shared their honest experience, would we be proud of the story they’d tell?

Your brand isn’t what you say it is. It’s what your people say when you’re not in the room. This question is your ultimate gut check. Employer brand is shaped in the day-to-day employee experience, so if the internal story doesn’t match the external one, people notice.

These questions aren’t just for reflection, they’re a starting point for making real change. If you want to be the company people love to work for, start by looking at your culture and leadership through a fresh lens. The steps you take now will help you create a place where top talent wants to stay and grow.

How are you building a company culture no one wants to leave?

At Perfeqta, we help companies confidently answer this question. Through expert coaching, strategic advising, and research-backed training, we can partner with you to build an inclusive, high-performing culture that prioritizes your people.

🗣️Learn more about our services and get in touch with our team if you have any questions.

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