Questions to Ask What It Takes to Be an Effective Manager

In a perfect world, i-on-ane meetings would be a dedicated space for managers and direct reports to discuss functioning, personal development and feedback. Let's be real, though: a lot of the time, these meetings turn into routine status updates—nothing more. In fact, according to the 2019 State of ane-on-ones study, 54% of managers admitted that one of the principal purposes of these meetings was to go a condition update from their direct reports.

Two ways to avoid condition updates during i-on-ones are to:

Fix a goal for your meeting. This volition help influence the types of conversations had and the types of questions asked.
Enquire questions that go beyond "work" and project updates.

"1-on-ones are such an of import time to build trust and that's tough to do if this time is treated every bit a status update."
-Connor Bradley, Director of Growth at Jobber

Managers and employees alike struggle with what questions to ask in a ane-on-ane meeting, how to phrase them and then yous're opening upward the chat and how to prompt the difficult conversations that we tend to avoid.

Below are 121 tried and truthful (by real managers and employees) questions to add to your side by side ane-on-one meeting:

One-on-1 questions managers can inquire employees

Questions about growth and development
Questions to assist meliorate communication
Questions virtually employee motivation
Questions to address challenges, roadblocks and concerns
Questions for getting feedback from your straight written report

Ane-on-one questions employees tin enquire managers

Questions most career growth and personal evolution
Questions almost priorities, productivity and strategy
Questions virtually communication and feedback
Questions effectually visitor culture and motivation
Questions effectually supporting your manager and managing up

Bonus! Ice breakers and "get to know you lot" questions

Managers and employees should share ownership of the agenda

We are strong believers that one-on-ones should be treated as an employee'southward time with yous, the director. Withal, you're yet equally responsible for participating and contributing to the conversation, pre, during and post-coming together.

Sharing responsibility is a slap-up way to build trust betwixt both parties. Nonetheless, information technology'southward important to remember that one-on-ones are fabricated to assistance the direct written report. Although you may share ownership of this time, you need to let your direct written report atomic number 82 the chat, always.

There are several means to become well-nigh this, so notice a structure that works best for yous and each straight study. Here are a few y'all can try out:

The 10/x/10 model

"Our structure is typically the 10/x/ten model: 10 minutes for the straight to speak what is on their mind first, and then 10 minutes for my items, then x minutes 'for the future,' discussing what specific action items there might be from the conversation to make sure we follow up on."

-James Carr, Director of Engineering at Reify Health (Prev. Zapier)

The completely hands-off model

"The agenda is gear up by the team member, and so it tends to vary with what'due south on their mind or where they need support or feedback. In one case per quarter, however, the agenda is pre-set. During this quarterly check-in, nosotros have a career session to hash out progression and give more 'formal' feedback on the current quarter's functioning. As our performance reviews accept place every vi months, this is an important check-in."

-Lorena Scott, Chief People Officer of Caseware (Prev. Ritual)

The "set up meeting guidelines and let them run with information technology" model

"I have a basic guideline that my reports apply as a starting point. But again, this is their meeting – so they adapt the agenda based on what they need to talk most."

-Bronwyn Smith, Head of Merchant Experience at Shopify (Prev. Influitive)

The "If nosotros take time for my items nosotros'll talk about them" model

"I maintain a list of topics to cover equally well (some are time-sensitive, some are not), but if we don't have time for my topics in our 1:1, and so I'll follow upward on those things afterward."

-Paula Segal, Caput of Consumer Production at SeatGeek

If you lot're not sure where to starting time, check out these one-on-1 coming together templates to help inspire your next chat.

What practice y'all talk well-nigh in one-on-one meetings?

We strongly believe that conversations need to focus on four key areas: Growth, motivation, communication and work, with each topic taking up roughly 25% of your meeting conversations. We call this the rest framework:

🚀

growth icon

Growth
What projects would yous similar to work on or be more involved in?

💪

motivation icon

Motivation
What's 1 thing that should change to make you lot happier at work?

💬

Communication icon

Communication
Where has our communication faltered? Can you lot give me an instance?

📝

work

Piece of work
What, if anything, feels harder than information technology should be in your 24-hour interval-to-twenty-four hours work?

Growth

These conversations revolve effectually your directly report'southward personal and professional person growth and development. According to Gallup, when employees have consistent performance feedback, they get emotionally and psychologically fastened to their work and workplace.

Motivation

Motivation-focused conversations tin be proactive, where you're motivating your directly reports on an ongoing basis. This happens over time as y'all build a deeper understanding of what makes them happy, gets them excited and makes them frustrated. They could besides be treated as a pulse-bank check, where you're asking for more of a snapshot into how they're feeling currently.

Communication

These types of conversations tin open up upward possibilities for improving how y'all communicate, whether it'south one-on-one or as a team. Advice-focused topics revolve effectually how information is being passed from 1 individual to the other, recollect feedback, meetings, tech-stack, remote communication and then, so much more. How does your directly report like to receive feedback? Is information technology presented verbally or written out?

Work

Work-focused conversations can easily monopolize i-on-ones, turning them into condition updates. To avoid this, focus on things like eliminating roadblocks, improving processes or discussing squad strategies.

Pro tip: Hypercontext meeting insights recommends resources and questions you tin inquire to have more balanced conversations based on your historical one-on-one meeting data.

One-on-one questions managers can inquire employees

Questions about growth and development

What has been the work highlight/lowlight from the by week?
Who's someone in the company that y'all'd like to learn more than from?
What projects would you like to piece of work on or be more involved in?
What professional goals would you like to accomplish in the side by side six to 12 months, and what makes yous say that?
What's something you lot're itching to try that you haven't had the time or resources to do?
Is your job what you expected when you accustomed it? If not, where has it differed?
What other roles at [your visitor] do y'all discover interesting? What skills do those roles require that you would like to work on?
What else can I be doing to help progress your career?
What are your work and non-work highlights of the past month?
What'south one thing you'd like to do more than of, outside of work this coming calendar month?

"What is a big, audacious goal that y'all'd like to achieve this quarter?" Whether it's personal or for work, I beloved this question because I like to think that I am helping make large ✨✨ dreams come true.
– Anita Chauhan, Fractional CMO

Questions to help amend communication

What'south one thing we can do to improve the performance of the team?
Are you happy with our level of communication? How would y'all change it?
What's top of mind correct now that we haven't talked about all the same?
If you were managing the team, what would you exercise differently?
Who is doing a slap-up job on the team? What have they done?
Am I interim similar the all-time manager yous could wish for? What could I be doing better?
When's the best time to give feedback on your work?
Where has our communication faltered? Can you give me an instance?
Is there anything that would exist productive for me to re-explain to our team?
Am I providing enough clarity on our management?
Where would yous like me involved more in your day to day? Where would you lot like me involved less?
What needs to change around our team meetings?
What do you lot similar about our i-on-1 meetings? What tin can be improved?
Are in that location any roles on the team that yous feel unclear on?
What are your top priorities this calendar week?
What's a problem we accept on our team that I might not know near?
What can I hold you accountable for next fourth dimension nosotros talk?
How could we meliorate cross-functional collaboration at [your company]?

one:1 Question: What's on your mind this week?

Questions about employee motivation

If you lot were the CEO, what's the start matter you'd change?
What's one affair we could modify about piece of work for you that would better your personal life?
What's something you're proud of that happened this week? This month?
What are yous passionate well-nigh, personally or professionally?
Who on our team deserves a shoutout for their work and why?
What do you wish I did less of? More of?
What's something past managers take done that'due south inspired and motivated you?
What'due south something by managers have done that'south actually frustrated you lot?
What does an platonic, productive workday look similar to you? Walk me through it.
What makes you excited and motivated to work on a project?
Are you happy in your part? What could make it improve for you?
On a calibration of 1-10, how happy are y'all at work?
What'southward your least favorite part of your day-to-day at work?
What's one affair you would recommend to improve our workplace civilisation?
Exercise you find your physical work surroundings productive? Is there annihilation preventing you from being productive?
Are you proud of the piece of work you do hither?
How practise you experience about the residue between your individual piece of work vs. managing?
How do y'all feel your piece of work/life rest is? What would yous want to change, if anything?
Are there whatsoever goals we have on a company, squad or individual level that y'all experience are entirely unattainable? If so, why?
What'south the best matter about working here?
How are you feeling about your goals?
Which one best describes yous during the past calendar month? 😀 🙂 😐 🤔 😒 😳 😰 😤

1:i Question: How are you feeling on a scale from 1-x?

Questions to accost challenges, roadblocks and concerns

What'due south one thing I tin practice correct now to make work better for you?
Where exercise you need help?
Do y'all have any questions about what other team members are working on?
What do you demand? What could make your twenty-four hour period-to-day easier?
If yous were a hiring manager for our squad, what office would exist your next rent?
What'due south something yous'd like to share simply is a trivial stressful to bring upwardly in person?
What'south your outlook on next week?
Do you take whatever questions that, if answered, would help you lot in your solar day-to-day?
What are you least clear near, in terms of our company-wide strategy and goals?
Do I have anything outstanding for you that I haven't washed yet?
What, if anything, is stressing you out?
What, if anything, feels harder than it should be in your twenty-four hour period to twenty-four hour period work?

Think virtually your roadblocks and consider which of the post-obit would be most helpful for you overcoming them:

1. Fourth dimension
2. Training
3. Tools

Information technology can be a mix, but often one of those is the core issue.

– Brendan Hufford, GROWTH CONTENT MARKETER AT Agile CAMPAIGN

Questions for getting feedback from your direct report

What do y'all similar about my direction fashion? What practice you dislike?
On a scale of one-10, how has my level of back up/presence been over the by calendar month?
Where do you need support right now?
Where exercise you think I should exist focusing more of my attention?
What is one thing I could experiment with doing differently this month?
Am I giving you enough feedback on your work?
What is everyone around me neglecting to share with me?
If I could improve ane skill betwixt this meeting and the adjacent, which would you lot choose?
What's everyone around me Non telling me?
What "soft skills" practise you think I excel at almost? What can I work on?

ane:1 Question: Where do y'all need back up correct at present?

Desire more than? Endeavor out our Meeting Question Suggestor bot!

How employees tin can bulldoze the 1-on-one chat

Set expectations with your director

If y'all're entering a one-on-i as the direct report, it'due south of import to remind not but yourself but your manager that this is your time with them. Let them know that you're both equally responsible for adding items to the meeting agenda and coming prepared to discuss.

Adding a meeting description, whether information technology's in your calendar invite or shared calendar, is a bully style to agree ane some other accountable for taking buying of the coming together. Don't forget to include the purpose of the coming together in your description as well.

Here'due south an example of one between one of my straight reports and I:

Be in the right mindset to drive the meeting

Treat this every bit a defended time to talk virtually anything you want to (with respect to your manager's time, of grade). If there are roadblocks that you're facing, add them to the agenda leading up to the meeting. If you experience like you're deserving of a raise, kickoff that chat. Utilize this fourth dimension of undivided attention to allow you to really succeed and hit the basis running between this and the next 1-on-i.

Think that your director is not a mind reader, then utilise this fourth dimension to permit them know how you feel about the work yous're doing, the piece of work y'all want to do and how you'd like to progress within the arrangement.

If you're unsure almost how to even commencement these conversations, check out some of these questions below to get things going.

One-on-one questions employees tin can ask managers

Questions most career growth and personal evolution

What steps can I take correct now to progress my career with the visitor?
If I could improve one skill between this meeting and adjacent, which would you choose?
Where do you run into my office evolving in the adjacent 6 months and 1 yr?
What mentorship opportunities are there available for me?
How can I improve my skills? What can I be reading? Where can I be taking classes?
What learning and development opportunities are there within and outside of the company?
What's a skill you call up I can larn that volition help me practise a better job?
What skills exercise you remember our squad is lacking?
How can I help train and back up others in the squad and company?
Who in the company practice you retrieve I tin learn the almost from?
Who are your mentors? Who inspires y'all?

Questions about priorities, productivity and strategy

What can I exercise to help improve the performance of the squad?
Who on the squad needs help? How can I back up them better?
How are we progressing on our goals equally a team?
What's the next role you're thinking of hiring for our squad?
How can we improve the style our team works together?
Where do you think I should be focusing more than of my attention?
What do you lot wish I took more ownership over?
What big changes are coming downwardly the pipe in the next six months?
If there were unlimited budget and resources, what's the first thing you'd change for our team?
What'south something you wish nosotros did improve equally a team?
What's something we do well as a team?
What are nosotros doing to make ourselves stand out from our competitors?
What's worrying senior leadership correct at present?

Questions about communication and feedback

What's something you feel unclear about on my work?
Is my work quality higher up or below boilerplate?
How am I doing with [this specific thing]?
When'southward the all-time fourth dimension to get feedback on my piece of work?
What do you wish I did less of? More than of?
Practice you feel similar I'chiliad a squad player?
How do you define a successful one-on-one, a successful team meeting?
Practise you lot think I contribute enough in team meetings?
What "soft skills" do you think I excel at most? What can I work on?
What's an example of a situation I've handled well internally, a situation I've handled poorly?
Where do you think my communication tin be improved?
What is everyone around me neglecting to share with me?
Am I giving plenty feedback to my peers?

Questions around company culture and motivation

How can I get more than involved in workplace culture?
What qualities are most important when you're hiring for our team?
Are at that place any aspects of our civilization you wish yous could change?
What do y'all exercise to avoid burnout?
After a failure, what do you do to pick yourself upwards over again?

Questions around supporting your manager and managing up

How can I better back up you?
What's worrying you most?
What are your biggest challenges leading the team?
What are you nearly excited well-nigh in your day-to-day?
What'due south your biggest claiming every bit a people leader?
Is at that place anything I can do more than or less of that would aid you?

1:1 Question: What are you excited almost right now?

Bonus! Icebreakers and "getting to know you" questions

How are you?
What'due south something you're really jazzed about outside of work?
How was your weekend?
What's something, exterior of work, that you're looking forward to this week?
What'due south one cuisine y'all could live without?
What'due south your favorite eating place in our city?
What's the about random job you've ever had?

Ane-on-ones create an open up dialogue between managers and their directly reports. The questions in a higher place accept been shared past existent managers and employees who ask these questions equally frequently as every week in their 1-on-1 meetings.

Create your 1-on-one meeting agenda in Hypercontext, Free!

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Source: https://hypercontext.com/blog/meetings/121-questions-for-one-on-one-meetings