6 Questions to Find Out How Your Employees Are Really Doing

6 Questions to Find Out How Your Employees Are Really Doing

From Harvard Business Review: A practical coaching framework to boost trust, uncover blockers, and strengthen your culture—one conversation at a time

In a world where nearly 60% of employees are not engaged at work and 1 in 5 report feeling lonely on the job, according to recent Gallup data, it’s clear that traditional management check-ins are falling short. Employees are craving more than vague “How’s it going?” chats—they want meaningful connection, clarity, and a sense that someone truly cares about their wellbeing.

In her December 2024 Harvard Business Review article, “6 Questions to Find Out How Your Employees Are Really Doing”, leadership expert Rebecca Knight offers a timely and insightful framework for turning routine one-on-ones into high-impact coaching conversations. Her six-question model is built to help managers go deeper—bridging the gap between performance and empathy.

The six questions that drive honest, productive conversations:

1. What’s one recent accomplishment you’re proud of?
   Encourages self-reflection and reinforces what matters most to the employee.

2. What’s blocking your progress right now?
   Surfaces hidden frustrations before they escalate into disengagement or burnout.

3. What kind of support or growth would help you right now?
   Opens the door to career development, mentoring, or tools that drive impact.

4. Do you feel recognized for your contributions?
   A direct lens into morale, motivation, and psychological safety.

5. How’s the team dynamic feeling lately?
   Reveals collaboration breakdowns or culture wins that often go unspoken.

6. If you could change one thing about your work life, what would it be?
   Gives employees a voice—and leaders a chance to co-create better conditions.

These aren’t just good questions—they’re culture-shaping tools. As Knight emphasizes, it’s not just about asking—it’s about listening with intention, following up with action, and using the answers to create a workplace where people feel seen, supported, and motivated.

Why this matters more than ever

• Disengagement is costly: Gallup estimates that disengaged employees cost companies over $8 trillion globally in lost productivity.

• People don’t leave companies—they leave managers: Better conversations are the first step to better retention.

• Small questions lead to big breakthroughs: Culture improves when employees feel safe sharing what’s really going on.

Whether you’re leading a hybrid team, managing frontline staff, or coaching emerging leaders, this HBR article offers a practical, compassionate blueprint for more meaningful management. Start with better questions—and unlock better results.