Growth Evoking Questions Leaders Should Ask

Do you ever wonder what your teams are thinking or how they are feeling? Asking the right questions can provide you with the information you need to support your people. We ask intentional questions formally three times a year during our goal setting, mid-year, and year-end reviews and encourage opportunities to ask reflection questions year-round. By doing so people are empowered to respond when the moment feels right, and it gives those who may not want to verbalize their desires another option. As a result, there are fewer surprises with team issues and people feel heard.

Take a fresh look at your goal and performance review questions and see if they need adjusting. For example, are there any questions that traditionally have a low response rate or seem to land flat? Think about how you can ask questions in a different way so that you tap into passions and find out what lights them up. Plan questions ahead of time for your check-in meetings with the individuals on your team. The more we ask questions and take the time to listen, the stronger relationships we will have which fosters a workplace culture rooted in support and encouragement.

Here are some excellent reflection and connection questions you can ask your team: 

• What ideas do you have to expand business opportunities for the firm?
• What can I do to help you do your job better?
• What are your personal and professional goals?
• What are you most proud of in your role?
• What strength can we further develop?
• Do you understand your role in our new organizational structure?
• Do you feel that the performance appraisal system aligns your work with your department and company’s goals, why or why not?
• How do you like to be acknowledged for a job well done?
• What would you like to see for employee appreciation gifts?
• What can I do to help you be more successful?
• What happened in the past year that made you feel the most appreciated?
• How often would you like to discuss your performance with your supervisor?
• What suggestions do you have that would maintain your longevity with our company? 
• What is most important to you in your work?
• What is the most fulfilling thing about your job that you get to do on a regular basis?
• Do you enjoy our company's culture? Any changes you can suggest?
• What can we do to service our customers in a more efficient, appropriate way?
• Are there any specific training you would like to attend?

By taking time to ask intentional questions, thoughtfully listen to their answers, and build trust with your team, you provide an environment that nurtures connection, growth, and expanded opportunities. What are some other questions you like to ask? I would love to hear from you.