A lot is expected from you as a leader. Your leadership can break or make your team. This is not an exaggeration; according to a recent Gallup study, the manager determines 70% of the variance in team engagement.

Gone are the days when leaders could manage their people just by telling them what to do. Nowadays, every manager must be intentional and authentic when speaking with their employees.

Effective communication is crucial for any healthy relationship, including the one between an employee and their manager. Studies show that frequent and consistent communication leads to higher levels of engagement. For example, employees whose managers hold one-to-one meetings with them are likely to be more engaged than employees whose managers do not have regular meetings with them.

Your employees value communication from you, the leader; and the “communication” should not just be about their roles and responsibilities – but also about what happens in their lives outside of work. The same Gallup study revealed that employees who feel their manager is invested in them as people are more likely to be engaged.

Great managers have the talent to motivate employees and build genuine relationships. They understand that each person they manage is different. Knowing your employees as people first will help you calibrate the right amount of support and challenge they need to grow and succeed.

A one-to-one meeting is a dedicated time in your calendar to connect with your direct reports and discuss their priorities, challenges, and professional development. These must be done frequently (at least twice a month) and must be consistent, follow the same format, and be tracked for progress. That’s why we love the one-to-one meeting with a manager and their employee; because they are such a valuable tactic practiced by successful leaders.

Here are ten questions to help make your one-to-one meetings more effective:

1. How’s life outside of work?

2. What are your top priorities this week?

3. What’s one recent win and one recent situation you wish you had handled differently?

4. Would you like more or less direction from me?

5. How can I help you to be more successful in your job right now?

6. How do you find working with the team?

7. What can we do to improve team culture?

8. What can we do to improve our meetings?

9. How helpful is the feedback I am providing you?

10. What’s something I should consider changing or starting to do?

Your employees want you to inspire them, communicate with them frequently, develop them, and help them build their strengths. So, get those one-to-one meetings going!