Set the frame in the first two minutes
Be explicit: this is not a review, not a back-channel, and anything shared will be handled with care. If you'd act on something, you'll tell them first before you do.
Questions that actually surface signal
- What would you change about how our team operates?
- Where is your energy going that doesn't feel valuable?
- What's something leadership seems confident about that you're not?
- If you were me for a week, what would you fix first?
Close the loop
End with what you heard, what you'll do, and what stays private. Loop the manager in on themes (not attribution) so they can act — never on individuals unless there's a safety issue.
Common pitfalls
- — Using it to check up on the manager. That's a trust bomb.
- — Promising action on everything. You'll break more promises than you keep.
- — Skipping the follow-up. No follow-up = no more honesty next time.