1-on-1 Questions to Ask Employees: A Strategic Guide for High-Performing Teams

Introduction
In growing companies—especially those with 40 to 70 employees—communication can either be your secret weapon or your Achilles’ heel. One-on-one meetings are a simple yet powerful way to keep communication flowing. They help build relationships and ensure everyone is aligned with the company’s goals.

At Meeting For Goals, we believe that great meetings don’t just happen—they’re designed. Our platform helps teams have shorter, more focused meetings that actually drive results. Whether you’re a Director, VP, or part of the C-suite, the questions you ask during 1-on-1s can make a huge difference in performance, morale, and accountability.

This guide offers a practical, easy-to-implement framework for 1-on-1 conversations. We’ve broken down key questions into six core focus areas. These aren’t just icebreakers—they’re strategic tools to help you lead with impact.

If you’re ready to run better meetings, check out our free meeting templates at https://meetingforgoals.com/meeting_templates or sign up today at https://app.meetingforgoals.com/TenantRegistration/Register to start transforming your team’s performance.

Section 1: Building Rapport and Trust

Before you talk numbers or goals, take a moment to connect. Building trust is the foundation of every high-performing team. When employees feel heard and valued, they’re more engaged, more productive, and more likely to stick around.

According to a study by Gallup, employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work. That’s not just a stat—it’s a strategy.

Start your 1-on-1s with questions like:

• “How are you feeling about your workload and work-life balance?”
• “What’s something you’ve enjoyed doing lately—at work or outside?”
• “Can you share a recent win or moment you’re proud of?”

These questions show that you care about the person behind the role. They help uncover stressors, motivations, and moments of pride that might otherwise go unnoticed.

And here’s a tip: Keep track of these personal moments using Meeting For Goals. Our software lets you log key conversation points, so you can follow up meaningfully in future meetings.

The tone of your meeting also matters. Keep it relaxed and conversational. A casual coffee chat can sometimes do more for team morale than a formal sit-down.

Trust isn’t built overnight. But with consistent, empathetic check-ins, you’ll create a space where employees feel safe to speak up—about the good, the bad, and everything in between.

Want to make these conversations even more impactful? Use our platform to structure your 1-on-1s so that trust-building becomes a habit, not an afterthought. Learn more at https://meetingforgoals.com.

Section 2: Performance and Feedback

Once trust is in place, it’s time to talk performance. But forget the old-school top-down critiques. Today’s high-performing teams thrive on two-way feedback and open dialogue.

Instead of telling employees what’s not working, ask questions that invite them to reflect and take ownership:

• “What challenges have you been facing in your projects?”
• “How do you feel about the feedback you’ve received lately?”
• “Are there areas where you think you could grow or improve?”

These questions encourage self-awareness and help you identify issues early—before they become bigger problems.

Use Meeting For Goals to turn these insights into action. Assign follow-ups, track progress, and revisit goals regularly. This creates a feedback loop that’s not just helpful but measurable.

And don’t forget to celebrate wins. Ask:

• “What’s something you’re proud of this month?”
• “Who on the team has really supported you recently?”

Recognition boosts morale and reinforces the behaviors you want to see more of.

Also, flip the script. Ask your employee for feedback on your leadership:

• “Is there anything I can do differently to support you better?”

This shows humility and encourages a culture of continuous improvement.

If you’re looking for more ways to structure these conversations, check out our free meeting templates at https://meetingforgoals.com/meeting_templates.

Remember: Performance conversations shouldn’t feel like a performance review. They should feel like a partnership. With the right tools and the right tone, you can make every 1-on-1 a stepping stone to excellence.

Section 3: Goal Alignment and Expectations

Even the hardest-working employee can miss the mark if their goals aren’t aligned with the company’s direction. That’s why goal alignment is one of the most critical parts of any 1-on-1.

Start with these questions:

• “How do your current projects support our team and company goals?”
• “Are there any obstacles getting in the way of achieving your goals?”
• “What do you need to be more successful in reaching these goals?”

These questions open the door to conversations about misalignment, resource gaps, or shifting priorities.

Meeting For Goals makes it easy to connect individual tasks to broader company objectives. Our software visually links meeting agendas and action items to strategic goals, so everyone stays focused on what matters most.

Setting clear expectations is just as important. Use your 1-on-1s to clarify:

• What success looks like for a given project
• How performance will be measured
• What the timeline and deliverables are

This removes ambiguity and increases accountability.

And don’t assume goals are static. Business priorities change. Use your 1-on-1s to check in on goal relevance:

• “Are your current goals still aligned with where the company is headed?”
• “Do we need to adjust anything based on recent changes?”

When employees see how their work contributes to the bigger picture, they’re more motivated and engaged. They’re not just doing tasks—they’re driving impact.

Use Meeting For Goals to keep these conversations focused and actionable. With built-in goal tracking, you can ensure that every meeting moves your team—and your company—forward.

To get started, visit https://app.meetingforgoals.com/TenantRegistration/Register and start aligning your meetings with your mission.

Section 4: Professional Development

Career growth isn’t just a perk—it’s a priority. Employees who see a future at your company are more likely to stay, perform, and invest in their roles.

Yet many 1-on-1s skip over development in favor of day-to-day tasks. Don’t make that mistake.

Ask questions like:

• “What skills are you interested in developing?”
• “Are there training programs or mentorship opportunities you’d like to explore?”
• “How do you feel about your career path here?”

These questions show that you’re invested in the employee’s future—not just their current output.

And development doesn’t always mean formal training. It could be:

• Taking the lead on a new project
• Shadowing a colleague in a different department
• Getting exposure to a new client or challenge

Meeting For Goals helps you track these development goals alongside performance metrics. You can assign follow-ups, link to resources, and keep growth conversations front and center.

Also, ask how you can support their development:

• “What can I do to help you grow in your role?”
• “Are there experiences or challenges you’d like more of?”

According to LinkedIn’s Workplace Learning Report, 94% of employees say they would stay at a company longer if it invested in their career development. That’s a stat worth acting on.

In mid-sized companies, internal mobility is a huge advantage. Use your 1-on-1s to identify rising stars and create paths for them to grow.

Want to integrate development into your meeting rhythm? Use our platform to make it easy—and effective. Explore more at https://meetingforgoals.com.

Section 5: Team Dynamics and Collaboration

A team is only as strong as its relationships. That’s why understanding team dynamics is a vital part of your 1-on-1s. No one works in a silo. If collaboration is off, performance suffers—no matter how talented the individual.

Use these questions to explore team dynamics:

• “How do you feel about the collaboration within the team?”
• “Have there been any conflicts or miscommunications lately?”
• “What can we do to improve how we work together?”

These questions help you surface issues before they escalate. They also give employees a voice in shaping the team culture.

And don’t just focus on problems. Celebrate what’s working:

• “Who’s been especially helpful or supportive recently?”
• “What’s one thing we did well as a team this month?”

Positive reinforcement strengthens team bonds and encourages a culture of appreciation.

Meeting For Goals makes it easy to track these insights. You can log team-related feedback, assign follow-ups, and monitor collaboration trends over time.

In companies with 40 to 70 employees, cross-functional collaboration is common—and essential. Use your 1-on-1s to keep the lines of communication open and the team running smoothly.

Also, don’t be afraid to ask for suggestions:

• “What would make team meetings more productive?”
• “Is there a process we could improve to help the team work better?”

When employees feel they can influence how the team operates, they’re more invested in its success.

To build stronger teams, start with better conversations. Our platform helps you make those conversations count. Learn more at https://meetingforgoals.com.

Conclusion

Every 1-on-1 meeting is a chance to connect, align, and grow. When done right, these meetings can transform your team’s performance, morale, and engagement.

Let’s recap the five key areas to focus on:

• Build rapport and trust to create a safe space for honest dialogue.
• Use performance and feedback to drive continuous improvement.
• Align goals so everyone is pulling in the same direction.
• Invest in professional development to retain and grow top talent.
• Strengthen team dynamics to boost collaboration and cohesion.

At Meeting For Goals, we make it easy to turn these insights into action. Our meeting management software helps you structure conversations, track takeaways, assign follow-ups, and align meetings with your strategic goals.

The result? Shorter, more focused meetings that actually move the needle.

If you’re ready to elevate your leadership and empower your team, start by transforming your 1-on-1s. Use the questions in this guide, explore our free templates at https://meetingforgoals.com/meeting_templates, and sign up today at https://app.meetingforgoals.com/TenantRegistration/Register.

Want more resources on running effective meetings? Visit https://meetingforgoals.com and see how we help high-performing teams save time, improve accountability, and achieve their goals—one meeting at a time.