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7 Essential Questions New People Managers Should Ask Their Teams


Stepping into a people management role is an exciting and challenging milestone. As a manager, one of your key responsibilities is to create an environment where your team can thrive. Building strong relationships, understanding individual motivations, and fostering a sense of belonging start with open, meaningful conversations.

Here are seven essential questions that will help new managers connect with their teams and set the stage for success:



Manager meeting with team


1. How do you prefer to receive feedback?

Everyone responds differently to feedback. Some people prefer direct, in-the-moment feedback, while others may appreciate a more reflective approach, such as in a one-on-one meeting. Understanding how your team members like to receive feedback helps you deliver it in a way that’s effective and supportive. It shows you respect their preferences and sets the tone for open communication.


2. How do you like to be recognized for your contributions?

Recognition is a powerful motivator, but it’s not one-size-fits-all. Some people thrive on public praise, while others might prefer a more private acknowledgment of their work. Asking this question ensures that when you celebrate your team’s achievements, it’s meaningful to them and reinforces their sense of value in the workplace.


3. What are your short-term and long-term career goals?

Career development is essential for employee engagement and retention. By understanding both short-term aspirations and long-term ambitions, you can help team members identify growth opportunities within your organization. This also helps you align their career paths with business needs, fostering a sense of purpose and direction in their roles.


4. What challenges are you currently facing in your role?

This question opens up a safe space for your team members to share the obstacles they encounter, whether related to their tasks, collaboration, or personal growth. By learning about these challenges early, you can provide the necessary support, resources, or training to help them overcome barriers and excel in their work.


5. What skills or areas of expertise would you like to develop?

Showing interest in an individual’s development encourages a growth mindset. This question allows you to identify opportunities for learning and skill-building, such as offering mentorship, training, or new projects. It signals your commitment to their professional growth and helps retain talent by keeping them challenged and motivated.


6. How do you prefer to collaborate with others?

Collaboration styles vary widely. Some team members might prefer structured, frequent check-ins, while others lean toward more independent work. By understanding how each person likes to collaborate, you can foster a team dynamic that plays to everyone’s strengths and ensures smoother, more productive interactions.


7. What does a successful work-life balance look like for you?

Work-life balance is key to maintaining high performance and employee well-being. Understanding what balance means for each team member helps you support their personal needs, whether it’s flexible hours, remote work, or simply encouraging time off. When your team feels supported in balancing their personal and professional lives, they’re more likely to stay engaged and productive.



These questions are designed to build trust, foster collaboration, and ensure that you’re meeting the needs of your team members. As a new people manager, the more you understand about your team’s preferences, aspirations, and challenges, the better positioned you’ll be to lead with empathy and effectiveness. And at Caide, we believe that great leaders create great workplaces—one conversation at a time.

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