Now that we’ve looked at questions on Relatedness, Autonomy, Mastery, and Purpose, let’s consider questions that focus on the final facet of the RAMPP model — Progress.
Nobody likes to spin their tires. Put them in the hottest, most expensive automobile ever made, and see what happens if it doesn’t go anywhere. In other words, none of the benefits of the RAMPP model will do as much good as they could if an employee doesn’t feel like they are making Progress.
Even if your managers see Progress in their direct reports, it’s not Progress if the employee and their peers don’t see it. A leader’s job is to recognize, identify, and celebrate Progress. You can start them off with ten questions that will help them see how well they are doing in terms of helping their employees appreciate their Progress.
Questions that address Progress
- What big or small successes can we celebrate this week?
- What are you proud of?
- What day of the week is your most productive? Why?
- How much progress do you feel you have made with your goals this month?
- What resources do you need to help you do your job better?
- What’s the next step along the way in your career path?
- What positive feedback have you received in the last month?
- What part of your daily activities do you feel wastes your time?
- What could we do to make you feel more pride in the work you do here?
- What would you do differently to help move the organization forward?
Two additional posts — Motivate your team by celebrating Progress and The ROI of Better Conversations — can help your leaders improve their one-on-one conversation skills.
Of course, if you really want to help your managers put these practical questions into practice, consider having them attend our next Compelling Conversations workshop. Let’s Talk!
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