Simply Performance Management

In my first leadership role, I noticed a recurring pattern:

Lots of questions from my team.

They asked questions when confused.
Questions when stuck.
Questions when frustrated.
Even when they brainstormed among themselves, one of them would cleverly phrase a discussion point as a question during our chats.

At first, it felt routine.

But then, I paused and thought, What if these questions are more than just questions?

So, I started paying closer attention. And what I discovered transformed the way I led and significantly improved how our business performed.

Let me walk you through how I did it; and how you can too.

Step 1: Listen Beyond the Words

One day, during a team review, a member asked, “Why does this process always take so long?”

Initially, I started explaining. But then I realized this wasn’t just curiosity. It was a hidden frustration. The question revealed a bottleneck we hadn’t acknowledged.

Instead of answering immediately, I asked a follow-up:

“What part of the process feels slow to you?”

That simple question opened the floodgates. The team began discussing inefficiencies I hadn’t noticed. We identified gaps and made small tweaks that cut the process time by 30%.

Tip: Next time your team asks a question, pause.

Ask yourself: What’s beneath this question?

Then, probe deeper with open-ended follow-ups like:

“What makes you say that?”
“Can you walk me through your experience?”

Step 2: Turn Questions into Themes

Over weeks, I began documenting the questions my team asked.

Patterns started emerging:

Issues about clarity on goals
Concerns about tools we used
Frustrations about time management

I grouped these into themes.

For example, when several people asked about “why we use X software,” it wasn’t about the tool itself, but inefficiencies in training.

When I noticed the themes, it became easier to take targeted action.

Tip: Create a simple table to track questions:

Review this weekly. Patterns will jump out at you.

Get your free team questions tracker here: Questions Tracker.xlsx

Step 3: Act Swiftly on the Insights

Listening is powerful, but action builds trust.

When my team raised concerns about unclear deliverables, I didn’t just acknowledge it. I clarified expectations. This improved our deliverables by 40%, and team satisfaction spiked.

Every time you act on your team's input, you send a powerful message:

“I hear you, and I value your voice.”

Tip: Start small. Pick one theme to act on immediately.

Communicate what you’re doing and why:

“I noticed several questions about tool training, so we’re organizing a refresher session next Friday.”

Step 4: Close the Loop

A few weeks into my job, during a casual conversation, one team member remarked, “It’s great to see our input actually changes things.”

That’s when I realized the importance of closing the loop. Whenever I acted on feedback, I ensured to tell my team what I’d done and the impact it had.

For example:

“We changed the reporting tool based on your suggestions. Since then, time spent on reports has dropped by 25%. Great call, everyone!”

Tip: Regularly update your team on actions taken based on their feedback. Use meetings, emails, or even casual chats.

Why this Works

Every question your team asks is like a breadcrumb, leading you to hidden opportunities.

By listening, categorizing, acting, and following up, you’re not just improving operations, but building a culture of trust and collaboration.

Try this Today

Start by tracking the next 5 questions your team asks
Categorize them and look for patterns. You'd be surprised at the insights waiting to be uncovered

And remember, leadership isn’t only about having answers. It asking the right questions back.

Here’s to turning conversations into results!

See you next Thursday!✌