Questions to Boost Team Engagement

Do you know what's going on with your team? Unfortunately, most managers don't. I got surprised more times than I care to admit. That stopped once I created my "pulse check." It's a simple survey I ran once a quarter to check on the vitals of my team and take proactive action. Here are the exact 11 questions I used: ✅ Mission 1. I understand and am motivated by the team's mission. 2. At least 80% of my work contributes directly to that mission. Logic: People need to feel connected to something bigger and that their work matters. Separating these two will help you prioritize communicating more vs. rethinking the work. ✅ Expectations 3. I know what is expected of me at work. 4. I have the tools, access, and support to meet my goals excellently. Logic: Everyone wants to win. Clear expectations show them how. If you’re cutting corners here, you’ll create a lot of headaches down the road. ✅ Engagement 5. I am energized by the important work I'm doing. 6. In the last seven days, I have received recognition or praise for doing good work. 7. In the last seven days, I have received constructive feedback to improve. Logic: I’m looking for both intrinsic and external motivators. And positive and constructive feedback is the signal that will keep them on the path. ✅ Growth & Development 8. I am clear and excited about how I can best develop. 9. I have consistent opportunities at work to learn and develop. Logic: I’m biased towards small teams of high performers. And high-performers are insatiable in their desire to grow into more impact. When this starts to decline, I’m quick to act. ✅ Supported 10. I feel cared for by my supervisor and colleagues. 11. I see a consistent commitment from my colleagues to doing excellent work. Logic: “What you do is who you are.” Unfortunately, I cannot be everywhere to see every action. When people no longer feel cared for or supported, I don’t have an engagement problem. I have a cultural issue. ****** Want a working template of my heatmap? Just sign up for my free newsletter: https://lnkd.in/eJs_eVWv You'll get this template + dozens more practical playbooks for free. It's time you stop managing and start leading. Systems don't just make this possible. They make your success inevitable. P.S. Repost to share this with your network ♻️. And follow Dave Kline for more great posts.

Nearly 7 in 10 managers find it challenging to communicate with their team. Why? Because they don’t know their team members well enough. As a result, they aren’t able to build strong relationships with them, which leads to: - Disengaged employees - Low performance - High attrition rate On the contrary, if leaders can keep their team members engaged, overall productivity increases by 25%. And the best way to do that is by asking the right questions. You know this will help you build a strong relationship with them. But most leaders don’t know what to ask. Start with these 13 questions: ↳ Do you have clarity on our goals and what we're trying to achieve? ↳ Are there any tools or resources you need to do your job better? ↳ What should the team start doing, stop doing, and keep doing? ↳ How do you feel about the way we communicate in the team? ↳ Is there any help you need from me that you’re not getting? ↳ How do you see yourself growing in the company? ↳ What milestones have we achieved this month? ↳ What new things have you learned this month? ↳ What problems are you dealing with right now? ↳ Do you feel like your skills are being used well? ↳ How do you feel about your work-life balance? ↳ How can we make our work processes better? ↳ How can I be a better manager for you? The art of communication is the language of leadership. So engage with your team members, make them feel heard, and turn your company culture from good to great. What’s a question you’re glad you asked your team? #leadership #manager #communication

Curiosity fuels collaboration.  Condemnation fuels fear.  Here's what I learned to tell the difference. It's all about science. When you ask questions that start with “Why”, the amygdala—the brain’s fear center activates.   🔹 Team members feel blamed.   🔹 Their defenses go up.   🔹 Problem-solving shuts down.  Condemning questions sound like this:   →“Why didn’t you think this through?”   →“Why did this go wrong?”   →"Why did you do that?" But one change makes all the difference. Exchange "Why?" with "What?" • "What?" asks about the action.  • "Why?" questions the person. Try these instead:   →“What led to this decision?” →“What challenges did you face here?”  →“How can we approach this differently next time?”  When leaders ask curious questions, they build trust, encourage open dialogue, and spark solutions.  Next time you feel frustrated, pause.  Replace “Why?” with “What?” What’s one curious question you’ve asked your team that sparked great results? Drop it in the comments—I’d love to hear! Bravely On, Julia ♻️ Repost to share with your network 💡 Follow Julia LeFevre for more Leadership content 📢 DM or email me at julia@braverestoration for workshops, coaching and speaking