5 check-in questions to ask in team 1:1 meetings | TeamGantt (2023)

Nobody likes the proverbial my-path-or-the-highway boss, the control freak, or the micromanager. So how do you avoid being a bad manager to employees?

It's all about asking the right check-in questions in one-on-one meetings with your team. These are not staid performance review questions, but real questions that can dramatically increase an employee's morale, performance, and quality of work.

Let's take a closer look at some questions every manager should ask their team on a regular basis to improve performance and build trust.

Individual questions to ask in team check-in meetings

Asking team members the right questions may be the only wayBe a truly effective manager. Here are 5 great questions to ask your team at monthly, weekly, or 1:1 appraisal interviews.

1. What was your greatest achievement this week/month?

Everyone loves to talk about their profits, so why not start with that? Here are some ways you might phrase this 1:1 question:

• What have you been working on lately?
• Is there a job you are proud of?
• What are some highlights of your recent work?
• Any good success stories?

Why this check-in question is effective

• This question conveys a sense of forward movement and progress. An employee needs to know that things are evolving and getting better.
• Sharing positive information gives your team member a sense of personal accomplishment. By conveying positive information, they create an optimistic context for further discussion.
• The answer can give you both power of overview and potential for improvement. You have a measurable way to track your employees' work and see if they're making the contribution you want.

2. What is currently your biggest challenge?

Challenges are good because they make us better. While this question may not have the same psychological boost as the first, it's still important to ask in one-to-one conversations.

Why this check-in question is effective

• First, you learn to understand where your team member is struggling. You may have no idea the software isn't working or a colleague is slacking off. As a manager, you need to be aware of any weaknesses in an employee's process, work, or even culture.
• This single question also puts your conversation into problem-solving mode. And a problem-solving conversation is a productive one. They've gone beyond small talk and office chitchat and are actually working on things that have an ROI.
• You can improve processes, remove barriers andIncrease in team productivity. If you know of a problem, you can fix it. Fortunately, most challenges have a solution.

3. What should we do differently?

Each team member has a different perspective on the company. Your job as a manager is to synthesize all this information and improve the company.

Anyone can add value - and not just the value that comes from practicing a strictly defined job title. Your team can add value by sharing their own management insights.

A question my CEO asks me is:Which processes can we improve?Every week. Same question. I don't always have suggestions for improvement, but at least the opportunity is there.

Why this check-in question is effective

• It shows your team that there is another way. A good company is dynamic – it adapts to staffing needs, adapts to the changing market and adapts to industry trends. Introducing “Do Different” terminology into your discussions opens up the possibility of change and improvement. This is invaluable for both employee satisfaction and business growth.
• Team members recognize the value they can provide beyond their job description. As mentioned above, everyone has a bigger role to play in the company. You must take advantage of this post. Your employees need to understand their role in improving the company as a whole.
• You gain insights that enable you to initiate changes that improve the business. Sure, you can't always respond to every suggestion. But every once in a while, you'll discover some things that really need to change.

4. What resources would you find helpful right now?

use of the wordresourcesleaves the door open to a variety of things - be it a virtual assistant, a bigger desk, a better computer, more meetings, fewer hours, or even a vacation. Just make sure there is a mutual understanding that you can't deliver everything they want every time.

Why this check-in question is effective

• This question gives you specific, actionable information that you can use to help a team member grow and improve. It also lets them know that you are willing to do whatever it takes to help.
• You may be surprised by the answers you will get. Sometimes what youthinkYour employees need to be different from what they actually do. You might be willing to throw more people or money into a project when the real need is for a small, inexpensive tweak. You won't know unless you ask.

5. Is there anything I can help you with?

Finally, make a connection that lets your co-worker know that you're not just a manager, you're a human being. This is the most comprehensive check-in question of all, and it can go beyond the office, work, and business.

Feel free to make the question more specific based on things you know are going on in your team member's life:

• Maybe your employee had water damage in the basement. “You guys had some damage from the flood? Is there anything I can help you with?”
• Perhaps she is participating in a volunteer project in the community. "You're running the Main Street Cleanup this week. Do you need any help?"

Why this check-in question is effective

• This question goes beyond purely professional needs and allows you to understand all the personal factors that can affect an employee's job.
• It helps communicate your interest in a team member's life and growthbuild up trustand strengthens your working relationship.
• Asking this question in a 1:1 meeting really shows your concern for the success and well-being of your employees. You are more than just a business-oriented manager. You are availableimprove their work-life balance.

How to make employee check-in meetings more effective

Just as important as asking the right questions is asking them right. Otherwise these questions are useless.

Here are 3 tips for a productive and engaging conversation in one-on-one meetings with employees.

Ask sincerely.

Ask these 1:1 questions with authenticity so your team member will trust you really want to know the answers. You don't read a form - you interact with a person.

ask humbly.

You ask questions to get answers. In other words, you are asking to learn. Be prepared to hear answers you may not like.

This is not the time to protest answers with a no-can-do attitude. It's time to listen - openly and honestly. Be patient and listen to your team member.

Ask frequently.

Fully transparent answers may not be available on the first try. But every time you ask employees these questions, the gears start turning and the mind begins to flow.

Make these check-in questions a regular part of your weekly or monthly one-on-one to build a positive relationship over time.

Use employee check-in questions to build trust as a leader

Being an effective manager means understanding. You won't understand unless you ask the right questions and listen to learn.

Questions are one of a manager's most powerful tools. Knowing how to use them accurately in one-on-one meetings with your employees is your keyto become a better leader.

Do you want to increase your team's productivity and morale?

TeamGantt makes it easy to lead your team to success. Set clear deadlines and directions, collaborate on projects, and identify and resolve bottlenecks quickly.

And with TeamGantt's team availability and workload management features, late nights and job burnout are finally a thing of the past. You'll have your entire team cheering across the finish line! 🙌

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