If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.

How clear are the priorities for your current role?
Which resource would help you do your work well?
How easy is it to ask for support?
What would make contributing ideas more useful?
Which development opportunity would help your current work?
What one change would improve your working day?

Author notes / illustrative keys where applicable:
1. Check whether priorities have an understandable order; unclear priorities can coexist with strong commitment to the team.
2. Identify a concrete resource gap and the task it affects rather than using resources as a proxy for motivation.
3. Distinguish knowing whom to ask from feeling able to ask; each may need a different response.
4. Find what would make ideas receive useful consideration, rather than assuming that a new suggestion box is sufficient.
5. Connect growth opportunities to current work so development needs are not reduced to promotion expectations.
6. Invite one actionable change while protecting small-group identities; an isolated comment does not establish a workforce-wide trend.