10 Essential Feedback Questions Every Manager Should Ask Their Team
One of the most powerful tools you have in your management toolkit is your ability to listen. As explained by Gallup:
“Good leaders listen before they act. And the best leaders prioritize listening to their best people.”
But listening to your employees comes down to more than just hearing their words – it requires you to take action on what you’re hearing so that you can become a positive change agent, someone who implements feedback in a constructive way to make your workplace better for everyone.
To do this effectively, you need to be regularly checking in with your team and asking them the right sorts of questions. But when it comes to gathering constructive feedback that you can actually take action on, where should you begin?
In this blog, I share my top feedback questions to ask your employees, designed to help you gain valuable insights, support your team effectively, and build stronger relationships with your peers.
Looking for questions to ask your manager?
Check out this list of 60+ questions to ask your manager that will help you build trust and stronger connections.
1:1 feedback questions
1. What are your roses and thorns this month?
This question invites employees to share their highlights (“roses”) and challenges (“thorns”) from the past month.
It’s a great way to celebrate successes and identify areas where your team members may need support. Plus, it encourages a balanced view of both achievements and struggles, fostering a culture of openness and growth.
2. Are there any roadblocks preventing you from doing your best work?
Understanding any obstacles your employees might be facing allows you to set the stage for collaboration, which in turn helps you show up for your team and build trust.
Whether it’s workflow issues, deadline challenges or interdepartmental communication barriers, it’s up to you as a manager to learn what’s preventing your team from accomplishing their goals and help them find solutions that enhance their productivity (and consequently, increase their job satisfaction!).
3. How can I better support you in your role?
One of a leader’s greatest strengths is to remain adaptable to change, and this question opens the door for employees to express their needs with you so you can provide more targeted support as the many variables of the workplace ebb and flow.
Whether it’s needing additional resources on a project to meet an upcoming deadline, or requiring more actionable professional development opportunities, this feedback question is an excellent way to empower your team to thrive at work.
4. Is there anything you feel is missing from your current role?
This question opens up a dialogue about job satisfaction and areas for potential role expansion. Your team might express a desire for more creative projects, for example. They might even want to step into a leadership role. Addressing these needs can help prevent employee burnout and increase both engagement and retention in the long run.
5. How do you prefer to receive feedback?
Everyone has different preferences when it comes to receiving feedback. By asking this question, you’re showing respect for an individual’s communication style and ensuring your feedback is delivered in a way that resonates. This simple inquiry can lead to more effective conversations and a stronger, more trusting relationship.
🚨 Pro Tip!
Ask each individual on your team to complete a README. A README is also known as a User Manual, POM (personal operating manual), or user guide. A README is a document that helps others understand how they work. It's a tool for accelerating the "getting to know you" process between people. Click here to access your FREE README template.
Team-related questions
6. How do you feel about the team’s current workload and priorities?
Every employee has a unique perspective, and this question helps you understand these different perspectives so you can paint a clear picture of the larger team dynamic.
Understanding how your employees feel about their current workload can reveal if there’s a need to redistribute tasks, set clear priorities, or adjust deadlines. What’s more, listening to their thoughts and feelings about larger organizational decision making gives you the opportunity to take the temperature of your team and adjust priorities as needed.
7. What’s one thing you think we could improve as a team?
Your team members should be regularly checking in with you about ways in which the team can improve.
Sure, as a manager it’s up to you to implement team improvements, but you won’t know what areas to drill down into without input from the wider team. This question shows that you value everyone’s perspective and are committed to continuous improvement.
8. What team achievements should we celebrate more often?
Recognizing and celebrating achievements can boost team spirit and motivation, which is vital for creating a happy and healthy (and most importantly, psychologically safe!) workplace.
By regularly acknowledging collective efforts and milestones, you reinforce a culture of appreciation and encourage continued high performance across your team.
360-degree feedback questions
9. How can I improve my support for cross-departmental collaboration?
360-degree feedback is a critical part of understanding how to support your team more effectively. In fact, according to a study by Development Dimensions International, 89 percent of organizations reported that 360-degree feedback helps employees understand their own strengths and weaknesses better.
Learning, then, about how you can improve your support for cross-functional collaboration shows that you’re open to making changes in how you lead and support broader organizational goals. And insights from your team members can help you break down bureaucratic silos, improve communication channels, and enhance teamwork for everyone, not just yourself.
10. What’s one thing your colleagues do well that you think others could learn from?
It’s easy to lead with critique when at work. But doing this can open the door to continued cynicism and toxic behaviors, which is a recipe for disaster.
Instead, ask questions that help your team members recognize and share the strengths of their colleagues. Developing a culture of appreciation requires a continued and conscious commitment, and by highlighting positive behaviors – and by recognizing the achievements of your team – you can create a workplace where everyone feels valued and inspired to grow.
BONUS QUESTION!
11. Is there any feedback you have for me as your manager?
As a manager – especially as a new manager – inviting feedback on your own performance demonstrates a level of humility and a willingness to grow. It’s also an excellent way to create a two-way dialogue, showing your team that their opinions matter, and that you’re open to making changes to support them better.
Using feedback to foster team growth and trust
Asking the right feedback questions is a powerful way to show your team that you’re not just a manager, but a leader who cares about their growth and well-being.
But remember, feedback isn’t a one-time event, it’s an ongoing conversation! What’s more, feedback is less about gathering information and more about building trust, showing empathy, and taking meaningful action based on what you hear.
So, take the time to ask these questions, listen actively, and most importantly, follow through. Your commitment to understanding and supporting your team will not only improve individual and team performance but will also help you grow as a leader. As Gallup explained in their 2024 State of the Workplace report:
“The most effective managers don’t assume. Instead, they ask for and listen to their employees’ needs, advocate for those needs when organizational funds are required, and communicate transparently about what can and cannot be provided.”
Explore our workshops and learn how Reframed Coaching is using the CliftonStrengths framework to help new and first-time managers develop high-performing teams.