10 types of questions to ask in the workplace

Curiosity in the workplace is an essential part of learning and growing. Understanding the different types of questions you can ask, and being familiar with different questioning techniques, can help you get ahead in a range of workplace situations.

In fact, mastering different questioning techniques helps you improve in a variety of ways: in critical thinking, in problem-solving, and in developing interpersonal skills. In this article, we take a closer look at different types of questions and show you how to use them to your advantage in your career.

• Open-ended questions
• Closed-ended questions
• Probing questions
• Leading questions
• Funnel questions
• Rhetorical questions
• Technical questions
• Problem-solving questions
• Reflection questions
• Curveball questions
• How to prepare for different types of questions
• FAQs

Open-ended questions

Open-ended questions require someone to give more than a “yes/no” answer. Reporters use these types of questions to find out the who, what, why, how and when for their stories. You can use open-ended questions in the workplace for problem solving or to get a thoughtful response from someone.

Open-ended questions such as “What questions do you have for us?” or “Why should we hire you?” are very common interview question types. When you want to stimulate critical thinking, questions such as “How can we go about solving X problem when we don't have Y?” can encourage considered answers from coworkers.

Pros

• These questions are a great way to encourage thoughtful answers and discover new information.

• They encourage critical thinking.

• They questions encourage engagement.

Cons

• They can be time-consuming to answer.

• The responses may vary in quality.

• There's no control over the length of the response.

Closed-ended questions

Closed-ended questions elicit short responses and limit you to a set of predetermined answers. Organisations often use them in surveys to gather data efficiently. You can also use these questions in problem-solving scenarios when you need hard facts rather than opinions.

These questions usually come in forms requiring a yes/no answer or multiple-choice surveys and questionnaires. An example might be: “Have you used our company intranet before?” or "Do you have experience in Adobe Creative Suite?"

Pros

• They are quick and easy to answer.

• They're easy to analyse.

• They often get a high response rate in surveys as they're easy to answer.

Cons

• They can be restrictive in scope.

• Answers can lack depth.

• There's a risk of bias if there aren't enough answers to choose from.

3. Probing questions

Probing questions are like open-ended questions in that they can be used to gather more detailed information from people and get specific insights.

Hiring managers use them in interviews to find out more about your level of knowledge or expertise. They can also be asked to encourage deeper reflection and reveal more about your personality and attitude. An example of one such question would be: “What do you think would happen in this situation if ... ?” or "Why do you think that is?"

Pros

• They can reveal someone's thoughts.

• They may help to build trust with coworkers.

• They can produce genuine data.

Cons

• They can sometimes make the respondent defensive.

• They're time-consuming to answer.

• There's the possibility that respondents might give a made-up answer.

4. Leading questions

Leading questions are those that are designed to give a specific response. They're not trying to uncover the unbiased truth, they're all about getting an answer that reinforces

An example question is: “Hybrid working is the new standard of working in New Zealand, wouldn't you say?” The question assumes the answer will be yes. Another example is: “People who love their jobs don't mind working late, isn't that right?”

These questions can be problematic as they guide the respondent to answer in a specific way. However, they can be useful if you're pitching an idea to clients or negotiating with your manager for flexible hours.

Pros

• They can be used to persuade others.

• They can reinforce a point you're making.

• You can use them in negotiations.

Cons

• They provide biased answers.

• They may provide false feedback.

• Responses may be entirely subjective.

5. Funnel questions

This questioning technique involves asking broad, general questions at first, then gradually narrowing the focus with more specific questions. The funnel technique is an excellent questioning method for surveys, encouraging initial responses that allow for more in-depth discussion.

They often take a three-stage approach, using an open question followed by a probing question and ending with a closed question. Here's an example of what this might look like in a customer service setting.

Open: “What can I help you with?”

Probing: “Can you explain the issue in detail?”

Closed: “Would you like me to resend the item or credit your account?”

Pros

• These questions can create a flow of ideas and conversation.

• They can be used to paint a complete picture of a situation

• They allow the person to respond without being influcenced.

Cons

• It can take longer to get to an answer.

• If the first question is not broad enough, the funnel will not be effective.

6. Rhetorical questions

This kind of question doesn't necessarily require an answer. It's a question that makes a statement.

You can use them in a persuasive speech in a professional setting. For instance, you might be giving a talk about looking after your office space at work. Your opening gambit might be: “Do you want to work in an untidy room?” Then you can continue to persuade everyone that looking after their workstations is important, as is keeping everything clean and tidy.

Here are a couple of other examples. If someone is consistently late to the office, a coworker might say “What time do you call this?” Or “You missed the project deadline again?” There's no need for an answer – the person asking the question already knows the answer.

Pros

• They can be engaging and get people to think about their actions.

• They're effective in emphasising a point.

• They can add nuance to a conversation.

Cons

• They can appear manipulative or aggressive.

• They can be confusing or unclear.

7. Technical questions

These questions assess specific skills or knowledge relating to a job. They're a way of highlighting expertise and confidence in your particular field or industry. Some examples might be, “How do you troubleshoot a server issue?” or “Explain the steps in this financial forecasting model.”

They're a great type of question to employ when you need to understand someone's specific skill set or knowledge base, say if you're training them or assessing them. You can also use them to gain more skills as a trainee. The answers to technical questions are always factual and not based on opinion.

Pros

• They elicit fact-based answers.

• Responses are quick and easy.

• They can be used to assess someone's expertise.

Cons

• Only focus on skills/knowledge rather than overall competency.

• They can be stressful to answer in an interview situation.

• There may be more than one correct answer.

8. Problem-solving questions

Problem-solving questions test analytical thinking and ability to think out of the box. They can be used to brainstorm ways to overcome a workplace challenge or in job interviews to reveal someone's thought processes.

Examples of problem-solving questions would be, “How would you reduce production costs by 10%?” or “What steps can we take to improve team morale?”

Pros

• They encourage critical thinking skills.

• They can lead to better decision-making.

• They can produce diverse insights and enhance collaborative problem-solving.

Cons

• They can be time-consuming to answer.

• They can lead to group conflicts.

• They can lead to uncertainty, especially if there's no clear answer at the end of a discussion.

9. Reflection questions

Reflection questions promote self-awareness and critical thinking. They can enhance learning outcomes in educational and professional settings when someone needs training and upskilling. They're good for measuring personal growth at work.

Examples of such types of questions might include “What did you learn from the recent training experience?” “What were the main takeaways from the sessions?” and “Do you have any questions about the work provided?”

Pros

• They help promote self-awareness and learning in professional situations.

• They can enhance decision-making.

• They're a great way to help with problem-solving in the workspace.

Cons

• They can be time-consuming to answer.

• They may evoke negative emotions in some people, which can be challenging.

10. Curveball questions

Unexpected questions can test creativity and in a job interview can be used to gauge someone's level of composure. Interviewers might use them to test a person's ability to stay calm and focused or to demonstrate logical or imaginative reasoning skills. They may seem tricky, but there will usually be a clear reason for asking such a question in an interview.

Great examples of curveball questions are “How many tennis balls fit into an aeroplane?” “If you could be an animal, what would you be and why?” or “Who is the most inspiring person to you in life, and what are the reasons for this?” Outside of an interview, these questions can be used as icebreakers or brainteasers to keep coworkers engaged.

Pros

• They can uncover critical thinking skills.

• They can engage and motivate.

• They can uncover personality traits.

Cons

• They can be stressful to answer in professional settings.

• They may not always accurately reflect how someone performs at work.

• They may be frustrating for non-abstract thinkers.

How to prepare for different types of questions

The above 10 question categories are the types of questions you could expect in interviews or at work in a performance review, for example. Here are some quick tips to help you prepare for different questions in professional settings.

• Research common interview question types for your industry.

• Look for practice surveys and questionnaires to fill in.

• Practice answering diverse question categories.

• Use tools such as mock interviews or feedback from peers.

• Research technical aspects of your role and questions the interviewer may ask you in an interview setting.

• Look at common curveball questions and see how other people have answered them.

Questions are an everyday part of working life, and essential to professional growth and development, whether you're the asker or the responder. It can be worth being familiar with different question types and techniques, to prepare you for interviews, to make you a more persuasive speaker, and to generally refine and enhance your communication skills.

FAQs

What are the main types of questions people ask in interviews?

The interviewer may ask you open-ended and technical questions during an interview. These are designed to glean valuable information and insights about your personality and skills.

How do I prepare for different kinds of questions in an interview?

Research the company you're applying at, including its values and mission, and study the requirements of the role. Then look at different types of interview questions above and try to anticipate what questions the interviewer may ask relevant to your field. Practise reciting your responses and recording them until you're happy with your answers.

What is the STAR method for answering questions?

The STAR method helps you structure your responses and demonstrate your skills and knowledge:

• Situation: Describe the context/situation and when it happened.

• Task: Explain the task and the end goal.

• Action: Describe all the actions you took to complete the task or achieve them.

• Result: Share the result and what you learned.

What should I do if the interviewer asks a curveball question?

Show you've engaged with the question and try to think through how it might apply to your job. It's not the end of the world if you don't give the correct answer. Interviewers are often more interested in how you think about the issue than your actual conclusion.

How are technical questions different from competency-based questions?

Technical questions assess specific knowledge and skills relating to the technical aspects of a job, such as coding, programming, or languages. Competency-based questions evaluate how you demonstrate your skills in different workplace situations. They focus on your ability to apply your knowledge in specific scenarios and ask you to provide detailed examples.

Why do employers ask situational questions?

These questions assess how you would act in a specific workplace scenario and how you would deal with the outcome. Situational questions are a good way of seeing if you can handle settings and challenges specific to the role.

Why are probing questions important?

Probing questions are worthwhile as they can help improve communication and promote critical thinking in workplace settings.

What's the difference between open- and closed-ended questions?

Open-ended questions allow you to provide thoughtful answers in your own words. They encourage longer, more personal answers. Closed-ended questions limit you to a few possible answers, such as yes, no, or multiple choice.

How can I practise answering these types of questions?

Look at the different examples outlined above and think about how they could apply to you in your role or an interview situation. Consider how you would answer in a structured and easy to understand way, especially in the more multifaceted question schemes such as probing or funnel questions.