5 Essential Questions Every New Manager Should Ask
When you step into a leadership role, it’s tempting to focus on proving yourself. Deliver results. Keep the team happy. Avoid mistakes.
But there’s one thing I wish I’d done differently on day one:
Ask more questions.
As an engineering manager, I inherited a team and a to-do list.
I didn’t ask:
- What does success look like for me in this role?
- What decisions am I expected to make – and which need sign-off?
- How will my performance be measured?
- What input will I have on shaping my team?
I assumed I’d figure it out. Instead, I spent months second-guessing myself.
In hindsight, asking the right questions early would have built clarity, trust, and alignment much faster. Here’s what I share now with new leaders I coach.
Why Questions Matter More Than Answers
Many new managers feel pressure to have all the answers. In reality, leadership is less about knowing everything and more about creating the conditions for your team to succeed.
Well-chosen questions:
- Show humility and curiosity.
- Clarify expectations and boundaries.
- Build trust with both your boss and your team.
You don’t need a playbook; you need the right conversations.
5 Questions to Ask in Your First Weeks
1. What are the top 3 priorities for this team right now?
Knowing what matters most helps you focus on impact rather than getting lost in busywork. It also surfaces whether expectations are aligned across stakeholders.
2. How will we know we’re succeeding?
Success isn’t always measured by output or speed. Ask what metrics, outcomes, or feedback signals define success for you and the team. This avoids unpleasant surprises in performance reviews.
3. Where am I empowered to decide – and where should I seek alignment?
New managers often fall into one of two traps: making too many unilateral decisions or escalating everything. Clarify decision rights early so you can act confidently without stepping on toes.
4. What’s working well with this team – and what needs attention?
This question works with both your boss and your team members. It surfaces existing strengths you can amplify and areas where your support is most needed. It also signals that you care about the human side, not just delivery.
5. What do you expect from me as their manager?
Don’t assume your role is defined the same way everywhere. Some organisations expect hands-on involvement; others want a coach and facilitator. Asking explicitly helps you focus on the behaviours and results that matter most.
How These Questions Build Trust
Trust is your real currency as a leader. Without it, deadlines feel like pressure; with it, they feel like a shared mission.
By asking these questions:
- Your boss sees you as proactive and aligned.
- Your team sees you as approachable and invested.
- You create a foundation for psychological safety, where feedback and ideas can flow.
Takeaway: You Don’t Need All the Answers
If you’re stepping into a new leadership role, don’t assume you need all the answers from day one.
Start with better questions.
It’s the fastest route to clarity and the best way to build trust that lasts.