Targeted one-on-one questions let managers build trust, steer career growth, and give feedback, turning routine meetings into a lever for higher performance and morale.
Effective one-on-one meetings hinge on the right questions. The article argues that a well-crafted question set turns a routine check-in into a trust-building and performance-boosting ritual. It cites Andy Grove's endorsement and Gallup data showing that psychological safety directly correlates with employee engagement, making the conversation a strategic tool rather than a calendar filler. By treating the 1:1 as an "emotional savings account" managers can deposit trust early and withdraw it when tough decisions arise, preserving team stability.
The guide groups 152 questions into themes such as rapport, career development, feedback, and remote work. Sample rapport questions include "How are you? How is life outside of work?" and "What drives you?" Career-development prompts like "What are your long-term goals?" and "What skills would you like to develop right now?" surface aspirations. Feedback questions such as "Do you feel you're getting enough feedback?" and "What could I do as a manager to make your work easier?" surface both sides of the performance loop. Each category includes evergreen questions to ask every meeting and situational ones for deeper dives.
The practical payoff is higher engagement and lower turnover. By consistently asking these questions, managers keep meetings fresh, surface issues before they fester, and align work with individual motivations. The article frames this as building an "emotional savings account" that, when healthy, pays dividends in loyalty and productivity, giving managers a concrete method to improve morale, career progression, and overall team performance.
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