Five Powerful Questions Every New Manager Should Ask

Stepping into a new management role? One of the most effective things you can do is pause before charging ahead—and take time to connect with your team on a human level.

When I coach new managers—whether they’ve been in the workforce 15 months or 15 years—I often hear the same thing: “I need to prove myself.” That pressure to quickly demonstrate competence in the business, the product, the process—it’s real. And yes, your team does want to know you’re capable and can help them succeed.

But here’s the trap: many new managers focus so much on showing what they know, they skip the most important part—getting to know the people they’re leading.

Let’s be real: sometimes a team does need a manager to step in and take charge fast—when a project’s on fire, when roles aren’t clear, when morale is tanking. But often, you’re walking into a situation where the team has been doing the work. They’ve been sailing the ship. Your job, at least to start, isn’t to grab the wheel and steer. It’s to earn the crew’s trust—by showing that you see them, respect their expertise, and want to help them go even farther.

One of the best ways to do that? Ask thoughtful questions.

Here are five powerful, trust-building questions every new manager should ask their team members early on:

1. What’s been a highlight in your career so far? What made it meaningful for you?

This question taps into their values. You’ll get insight into what lights them up, what they care about, and how they define success.

2. What are your career aspirations? Or what dreams do you have for what you want to learn or do while working?

This is gold for spotting opportunities to delegate, develop, and connect them with people or projects that align with their goals.

3. Tell me about the best—and if you feel comfortable, the worst—manager you’ve had. What made them great (or not so great)?

You’ll learn how they like to be led. It opens up a chance to talk about your own style and co-create a working relationship that works for both of you. Bonus: it plants the seed for early feedback—especially if you ask them to let you know if they ever see you slipping into behaviors they don’t respond well to.

4. What’s something you’d like me to know about you that will help me be a better manager for you?

Whether it’s how they learn, what motivates them, or what’s going on in their life outside of work, this question signals that you’re paying attention—and that you care about them, not just their output.

5. Is there anything you’d like to know about me that might help you feel more comfortable or build trust with me more quickly?

People often have unspoken questions about a new manager—this gives them permission to ask. It also creates a space for you to be real and human too, which can accelerate trust from the start.

Pro tip: Set the tone by giving team members these questions in advance. It shows thoughtfulness and gives them space to reflect. Everyone wants to make a good first impression—why not help them show up as their most authentic selves?

The best leaders don’t just chart a new course. They start by listening—so everyone’s ready to sail together.