As supervisors, it’s easy to get wrapped up in deadlines, deliverables, and performance metrics. But leadership isn’t just about managing work—it’s about supporting people. One of the most impactful habits I’ve built into my role is regularly checking in with my team members, not only about their tasks, but about their health, well-being, and personal development.
Health and Well-being Come First
When I take time to ask someone how they’re doing—not just “How’s work going?” but “How are you doing?”—it signals that I value them as a person, not just as an employee. These conversations often uncover things that affect their ability to focus and perform, like stress, fatigue, or challenges outside of work. While I can’t solve everything, simply listening and showing empathy goes a long way. Sometimes all it takes is a flexible schedule, a lighter workload for a week, or connecting them with resources to make a real difference.
Healthy, balanced team members bring more energy, creativity, and commitment. Ignoring well-being, on the other hand, is a fast track to burnout and disengagement.
Professional Development Is a Shared Responsibility
I also make it a point to discuss professional development regularly. Not once a year during a formal review, but consistently—what skills they want to learn, what projects interest them, and where they see their career heading. These conversations help me match people with growth opportunities, whether that’s training, mentorship, or taking on a new responsibility.
The payoff is twofold: the organization benefits from stronger talent, and team members feel invested in, which increases loyalty and motivation.
Beyond Work: Hobbies and Personal Interests
Another area I’ve found valuable to explore is hobbies and personal interests. Asking about what they enjoy outside of work might seem trivial, but it helps me see them as whole people, not just job titles. It also strengthens relationships, builds trust, and sometimes even uncovers hidden skills that can enrich our team.
For example, a team member who enjoys photography might be the perfect fit to support with visual content for a presentation. Someone who coaches sports might bring leadership techniques to the table that benefit team dynamics.
The Bottom Line
Checking in isn’t about micromanaging or prying into personal lives—it’s about building genuine relationships and creating a culture where people feel seen, supported, and encouraged to grow. As supervisors, we set the tone. If we want engaged, resilient, and motivated teams, we have to show that we care about more than just the work.
For me, that starts with three simple but powerful questions:
- How are you doing?
- Where do you want to go professionally?
- What brings you joy outside of work?
The answers shape not only the success of the individual but the strength of the entire team.
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