The One Question Every Tech Leader Should Ask in Their Next 1:1 (Backed by Data)
Unlock Team Potential with This Simple, Research-Backed Inquiry
Let's talk about those 1:1s you're having with your team members. Are you making the most of them? Are you asking the right questions?
I bet you're thinking, "Tyler, come on. I've been doing 1:1s for years. What could I possibly be missing?"
Well, what if I told you there's one question that could dramatically improve your team's engagement, productivity, and overall happiness? And no, it's not "How's the project going?" or "Any blockers this week?"
The Million-Dollar Question
Ready for it? Here's the question you should be asking in your next 1:1:
"What's one thing I could do to better support you?"
Simple, right? Almost too simple. But stick with me, because the power of this question is backed by some serious research.
The Data Behind the Question
A study by Gallup found that employees whose managers regularly ask for their input are 3.5 times more likely to be engaged than employees whose managers don't [1]. That's a huge difference!
But it gets better. Google's Project Oxygen, which analyzed data from thousands of employee surveys and performance reviews, found that one of the top behaviors of highly effective managers was "asking questions, not just telling" [2].
And here's the kicker: A study published in the Harvard Business Review found that when leaders asked questions and listened to the answers, their employees were more likely to be satisfied with their jobs, more committed to the organization, and more likely to stay with the company [3].
Why This Question Works
1. It shows you care: Remember my last article about the importance of caring? This question demonstrates that you genuinely care about your team member's well-being and success.
2. It empowers your team: By asking for input, you're giving your team member a voice and showing that their opinion matters.
3. It uncovers blind spots: You might think you're providing great support, but your team member might have a completely different perspective.
4. It's actionable: The answers you get will give you specific, concrete ways to improve as a leader.
How to Ask It Effectively
Now, asking the question is just the first step. Here's how to make the most of it:
1. Create psychological safety: Make sure your team member feels safe giving honest feedback. Respond positively, even if the feedback is tough to hear.
2. Listen actively: Don't just wait for your turn to speak. Really listen to what they're saying (and what they're not saying).
3. Follow up: If they give you a suggestion, act on it. Then, in your next 1:1, follow up on how it's going.
4. Ask regularly: This isn't a one-and-done question. Make it a regular part of your 1:1s.
The Results You Can Expect
When you start asking this question regularly, you're likely to see:
- Increased engagement from your team
- Better communication and trust
- Higher retention rates
- Improved team performance
And here's a personal anecdote: When I started asking this question in my 1:1s, I was surprised by some of the answers. One team member told me they needed more public recognition for their work. Another asked for more challenging projects. These were easy things for me to provide, but I never would have known without asking.
Your Challenge
So, here's my challenge to you: In your next 1:1, ask this question. Then come back and let me know how it went. What did you learn? What surprised you?
Remember, great leadership isn't about having all the answers. It's about asking the right questions and truly listening to the answers.
Now go out there and start asking. Your team will thank you for it.
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Sources:
1. Gallup, "The Manager Experience: Top Challenges & Perks of Managers"
2. Google, "Project Oxygen"
3. Harvard Business Review, "The Power of Listening in Helping People Change"