Six thoughtful questions for your next 1-on-1
Ask your team these questions to improve your working relationship and move forward towards common goals.
It is important to note that all managers can apply this structure - it is up to more than one side to organize and shape these periodical meetings. First, schedule a 25-minute 1:1 meeting every one or two weeks with a simple agenda:
5-minute | friendly catch-up
15-minute | check-ins - Questions:
What is the biggest time waster for you each week?
Is there anything we should START doing?
Would you like more or less direction from me on your work?
Is there an aspect of your job you would like more help with?
Are you getting enough feedback?
Do you look forward to coming to work in the morning?
5-minute | Next steps
We recommend providing the questions you will ask in the agenda of the meeting. This structure will allow your team to prepare thoughtful answers and come to the table ready to have a productive conversation. You will note that we do not include questions specific to a project or ask about a team member's performance. These topics will naturally come up in the conversation. However, the point of a manager check-in is to ensure the employee is happy with the current progress of their project/work/goals and check in on how the team is doing. The best way to do this is not to single out one person's contribution to the team but to have an open discussion about everyone's role and how the team works together.
“People are the heart of every organization. A manager’s job is to ensure that the heartbeat is strong, healthy, and full of love for the organization.”
Icebreaker
If you have a newer team or a team forming new working relationships, we suggest starting with an icebreaker question like "What is one of your favourite foods?" or "What is the best vacation you ever took?" These questions start the conversation and allow employees to get to know each other better personally, which can go a long way to building trust and rapport within the team.
Check out our pack of 59 Icebreaker Questions.
Our Favourite 1:1 Question
What is the biggest time waster for you each week?
As a manager, it is essential to understand what your team views as a time waster or a problem area. Your job is to address those issues and implement processes to increase efficiency and productivity. As your team becomes more familiar with your leadership style and expectations, they'll become more comfortable opening up and sharing feedback with you. Asking this question will also help you identify areas that need improvement and allow you to coach your team on improving.
Is there anything we should START doing?
This question sparks innovation and change within an organization. Finding ideas to test and try will allow your team to bring new ideas and teach you something. In addition, learning from your team's ideas will help you discover new ways to engage your employees better and retain top talent. Remember that the most successful leaders are constantly looking for new ideas and are open to new ways of working.
Would you like more or less direction from me on your work?
This question is for a team once you have established that they are responsible and can fly o their own for the most part. If this is the case, then you should be able to trust them enough to give them some space. It doesn't mean that you shouldn't be checking in from time to time - just that you have earned their trust and know they will come to you if they need guidance or help on a project. Giving someone the autonomy they need will make them more engaged and dedicated to their work because they feel like they have a voice and are an essential part of your organization.
Is there an aspect of your job you would like more help with?
On the flip side, you also want to make sure that you provide adequate training and guidance for your team so that they feel empowered and confident to take on new challenges in the future. Look for ways that you can provide resources and support to help them learn new skills and be more productive at work. Asking people how they want to be supported is another way of demonstrating autonomy as the employee controls how you provide training and support, VS it being mandated from the top down.
Follow @designACE.ca on Instagram to discover solutions for remote & hybrid team engagement. #NewWaysOfWorking
Are you getting enough feedback?
Providing constructive feedback is one of the best ways to improve your team's performance and ensure they remain motivated and engaged in the workplace. This is especially the case if you meet with each of your employees regularly to provide them with updates about progress and discuss areas for improvement. This will allow you to offer them the support they need to complete the job and ensure they feel valued and appreciated.
Do you look forward to coming to work in the morning?
We always say to be careful about the feedback you wish for because it can sting to hear a team member's honest appraisal of their feelings. For example, some of your team members will be excited to get to work every morning because they are passionate about their work and enjoy coming to work every day. However, some of your team members may feel that their job is just something they need to do to make ends meet and will not feel enthusiastic or excited about their work. You should address this with them as soon as possible and brainstorm ways that they can become more engaged and motivated in their work. Your job as a leader is to inspire your team members and show them how they can be more excited about coming to work every day.
Check out article 7 Reasons Team-building Activities will Transform your Organization.
We hope you enjoyed our thoughtful questions for your next 1-on-1. Please let us know what questions you like to ask so we can learn from you.
