One of the most important questions we can ask as managers is quite simple … yet, we often don’t ask it nearly enough.

The question: How are you?

Asking about an employee’s well-being demonstrates empathy, showing that you genuinely care about your team members as individuals and that you value their overall happiness and welfare. It helps to create an environment where employees feel comfortable approaching their manager with any concerns, challenges, or personal matters and fosters open communication and trust between the manager and their team. All of this resulting from one question … how are you?

We can often get caught up asking about deliverables, but it’s questions like how are you that allow us to truly focus on what matters most … our people. When employees feel cared for, supported, and valued, they are more likely to be motivated and committed to their work.

If these reasons don’t drive it’s importance home, here are several more on why “how are you” is one of the most important questions in your toolbox:

1️⃣ Builds Rapport: Rapport establishes a foundation of trust between managers and their team members. When there is trust, employees feel more comfortable sharing their ideas, concerns, and feedback. This open communication fosters a positive work environment and helps address issues more effectively.

2️⃣ Identifies Challenges: Regularly asking “How are you?” can help managers identify potential challenges or issues that may be impacting an employee’s performance or well-being. It opens the door for open and honest communication, allowing managers to provide appropriate support or resources.

3️⃣ Promotes Work-Life Balance: Inquiring about an employee’s well-being acknowledges the importance of work-life balance. It sends a message that you recognize the need for employees to have a healthy equilibrium between their personal and professional lives.

4️⃣ Enhances Retention and Loyalty: When managers demonstrate genuine care and concern for their employees’ well-being, it fosters a sense of loyalty and commitment. Employees are more likely to stay with an organization where they feel valued and supported.

5️⃣ Employee Wellness: By showing interest in an employee’s well-being, managers contribute to creating a positive work environment that prioritizes employee wellness. This, in turn, can improve overall morale, productivity, and job satisfaction.

Remember, when asking “How are you?” as a manager, it’s essential to actively listen and respond with empathy – asking without listening is similar to not asking at all. Make space for employees to share their thoughts and feelings, and be prepared to offer support or resources as needed. By demonstrating genuine care and concern, managers can foster a supportive and thriving workplace culture.