Know Your Team to Improve Engagement: Top 7 Ways

To Know Your Team to Improve Engagement: Slow Down to Build Speed and Trust
The instinct to act quickly as a new manager is understandable — but it is often counterproductive. Early momentum built on incomplete understanding tends to create:

• Rework.
• Resistance.
• Avoidable missteps.

The more effective path is counterintuitive: slow down long enough to truly understand your team. Engagement improves when people feel seen, heard, and understood as individuals — not just roles.

Invest the time upfront to learn what drives your team members — how they think, work, and define success. Approach these early conversations with humility and curiosity. When you actively seek out their perspectives and experiences, you not only gather critical insight, you also signal respect. That combination builds credibility faster than any early “quick win.”

7 Questions to Get to Know Your Team to Improve Engagement

Use your initial one-on-one meetings to establish a foundation for strong working relationships. These conversations should feel like a genuine dialogue — not a checklist. Think of them as the first step in building a productive partnership.

1. How would you describe your preferred working and communication style?
   Different people require different leadership approaches. Unfortunately, 54% of leaders report using only a single style, regardless of the situation. That mismatch erodes effectiveness.
   
   Some employees thrive with autonomy and minimal check-ins; others value frequent collaboration and guidance. Some are naturally reserved; others are more vocal. None of these styles are better — but they are different. Your job is to recognize those differences and adapt accordingly.
   
   
2. What do you enjoy most about your work?
   This question reveals where energy and strengths naturally align. Pay attention to patterns — what people gravitate toward often indicates where they will perform best. Use these insights to make smarter decisions about task allocation and development opportunities.
   
   
3. What do you find most stressful or frustrating?
   This is where potential obstacles surface. You’ll uncover skill gaps, process inefficiencies, and cultural friction points. Addressing these areas early — whether through coaching, clearer expectations, or system improvements — can prevent performance issues before they escalate.
   
   
4. How do you prefer to receive constructive feedback?
   Timely feedback is essential, but delivery matters. Some employees value immediate, in-the-moment coaching. Others prefer more private, reflective discussions. Misjudging this can create defensiveness instead of growth. Tailor your employee feedback approach to increase receptivity and impact.
   
   
5. How do you prefer to be recognized for good work?
   Recognition only works when it resonates. Public praise motivates some; others find it uncomfortable and prefer a quiet acknowledgment. Effective managers calibrate recognition to the individual — ensuring it feels meaningful, not generic or performative.
   
   
6. What would make our one-on-one meetings most valuable for you?
   One-on-one time is one of your most powerful engagement tools — but only if it is relevant. Let your team members help shape the agenda. Some may want coaching; others may prioritize problem-solving or alignment. Co-designing these sessions increases their usefulness and consistency.
   
   
7. How can I best support you?
   This question cuts to the core of leadership effectiveness. It shifts the focus from managing tasks to enabling performance. You’ll learn what people need to do their best work — whether it’s clarity, resources, autonomy, or development. It also opens the door to understanding longer-term career aspirations.

The Bottom Line
Taking the time to understand your team at an individual level is a force multiplier. When you align your leadership approach with each person’s strengths, preferences, and goals, you create the conditions for higher engagement, stronger performance, and more sustainable results.

To learn more about how to increase team performance, download 3 Must-Have Ingredients of High Performing Teams for New Managers

by Tristam Brown: CEO

Tristam Brown is an executive business consultant and organizational development expert with more than three decades of experience helping organizations accelerate performance, build high-impact teams, and turn strategy into execution. As CEO of LSA Global, he works with leaders to get and stay aligned™ through research-backed strategy, culture, and talent solutions that produce measurable, business-critical results. See full bio.