What questions should I ask to be a better manager and improve how I lead my team?

If you think being a good manager is all about having the right answers, think again. Over years of leading teams, I’ve realized that the questions you ask (and how you listen) often matter far more than the instructions you give or the decisions you make.

Great leadership rarely comes from a single “aha” moment. It comes from paying attention, noticing patterns, and having the courage to ask questions that reveal what’s really happening beneath the surface.

I’ve learned this the hard way. There were times I thought my team was aligned, and everything seemed fine. But then small signals started appearing: missed deadlines, subtle frustration in meetings, hesitations in conversations. It wasn’t one dramatic incident that taught me the lesson. It was many small interactions, noticing recurring patterns, and adjusting based on what I heard.

If you want to improve how you lead, the single most effective tool at your disposal is not a template, a framework, or even a training program. It’s questions. Thoughtful, deliberate, consistent questions that invite your team to share what they need, what’s holding them back, and how they see success.

Here are the questions I’ve found most valuable; and how they can actually improve how you lead.

“What does success look like to you in your role?”

It sounds simple, but it’s easy to assume everyone sees success the same way you do. In reality, many employees carry their own interpretation, which can create stress, uncertainty, and unnecessary pressure.

I remember one employee who was consistently hitting her targets but still seemed anxious. When I asked her how she defined success, she admitted she worried about missing things I might notice. I had never explicitly clarified my expectations, and that small conversation made a noticeable difference. She felt more confident, and her focus sharpened.

Try asking this in your next one-on-one. Don’t just assume alignment; make it explicit! The clarity you gain is often worth more than any process improvement you could implement.

"What could I do differently to support you?"

This one can feel uncomfortable, but it’s worth it. Sometimes you’ll hear feedback you weren’t expecting, and that’s exactly why you asked.

A few months ago, someone told me that I made decisions too quickly, giving the impression that input wasn’t valued. At first, it stung a little, but the feedback was fair. Adjusting my approach by taking time to explain the reasoning behind decisions improved trust and engagement across the team.

When you ask this question, listen without defending. Reflect. Then act. Small adjustments here compound into stronger relationships and higher performance.

“What is getting in your way right now?”

Underperformance is rarely just about effort or skill. Often, it’s about obstacles.

I had an employee who was missing deadlines, and I initially thought it was a time management issue. It turned out that the approval process she relied on was confusing, bouncing between three managers. Once we clarified responsibilities, deadlines were consistently met.

Great managers don’t just evaluate results; they identify and remove barriers. Asking this question gives you insight into challenges your team might not raise otherwise.

“What kind of work energizes you, and what drains you?”

Engagement is not random. It’s intentional. Some people thrive in collaboration, others in focused, independent work. Some love solving new problems; others excel at refining processes.

When I started asking this question, I realized that even small adjustments like shifting a few responsibilities or rebalancing workloads can make a big difference in productivity and satisfaction. Employees may not always get every task they want, but understanding what energizes them helps you align work in ways that maximize engagement.

“Where do you want to grow this year?”

Growth conversations are not just “nice to have”; they build commitment. Employees who see opportunities for growth approach work differently than those focused only on compliance.

One quiet team member shared she wanted to get better at presenting ideas. We started small, with internal meetings first, then leading training sessions, and over time, her confidence grew. This wasn’t dramatic overnight, but the small steps added up to meaningful development. Asking about growth consistently signals that you care about more than just output; you care about their career and future.

“What do you need more clarity on?”

Confusion is often silent. Employees might hesitate, ask repeated questions, or try to guess your expectations rather than speaking up. Proactively asking about clarity prevents small misunderstandings from becoming bigger issues.

Clarity is kindness. It’s one of the most overlooked leadership skills. By routinely asking this question, you create an environment where questions are welcomed and uncertainty is addressed before it impacts performance.

“If you were in my role, what would you focus on right now?”

This question invites perspective and ownership. Teams often notice patterns or opportunities that managers can miss because they’re too close to the day-to-day pressures.

I’ve asked this a few times in strategy sessions and been surprised by the insights employees shared, from workflow inefficiencies to overlooked opportunities for improvement. Asking this doesn’t weaken your authority; it builds collective intelligence and shows that you value their perspective.

Why These Questions Work

These questions are not a one-time fix. They’re a framework for ongoing engagement, insight, and trust-building. They give you a window into what your team really thinks, how they feel, and what they need to succeed. They create alignment, reduce uncertainty, and help you lead more effectively without micromanaging.

Start small! Pick two questions to integrate into your next round of one-on-ones. Listen carefully. Take notes. Take meaningful action. Then repeat. Leadership doesn’t grow overnight; it grows steadily, through thoughtful, consistent interactions that show your team you’re paying attention and that their voice matters.

Over time, these conversations compound. Employees feel heard, supported, and motivated. You gain clarity about priorities and obstacles. And your team starts asking better questions too. That’s when leadership moves from being about giving answers to being about shaping a culture where people feel confident to step up, take ownership, and contribute at their best.

Ask questions. Listen. Act. Repeat. That’s how you improve as a manager, and that’s how you help your team thrive.