Leaders often ask me what they can do to improve employee engagement, strengthen workplace relationships, and build trust within their teams. My answer isn’t usually a complicated leadership strategy. It’s a simple question. “How can I help?” At first glance, it may seem too simple a question. But don’t underestimate the power of being genuinely curious about someone’s experience at work.
Why This Question Matters
Every employee arrives at work carrying something:
- A deadline.
- A challenge.
- A frustration.
- A personal concern.
- A goal they’re trying to achieve.
While leaders are often focused on productivity, performance, and results, employees are navigating the realities of being human. When a manager asks, “How can I help?” they’re communicating something important: I see you. I value you. I’m listening. That’s a powerful message.
Building Connection Through Curiosity
Many leaders assume they know what their employees need. The truth is, assumptions create distance, and questions create connection. When you ask employees how you can help, you open the door to meaningful conversations. Sometimes the response will be practical. Sometimes, it will reveal a larger issue. Sometimes, it will simply give someone an opportunity to feel heard. Often, that’s exactly what people need. You may discover obstacles that are slowing productivity, frustrations that have gone unspoken, or opportunities to better support your team.
Leadership Is About Influence, Not Authority
One of the biggest misconceptions about leadership is that it’s about having all the answers. Although in my work with team building and conflict resolution, I’ve found that effective leadership is less about authority and more about understanding. When employees feel supported, respected, and valued, engagement increases. Trust grows, and relationships strengthen. The simple act of checking in can have a significant impact on workplace culture in both remote and in-person workplaces.
A Challenge for Leaders
This week, I encourage managers, HR professionals, and organizational leaders to ask one employee a simple question: “How can I help?” or this one that I learned recently in a SHRM group discussion “How can I make your day better?” Then listen carefully. Not to respond, not to solve immediately, but simply to understand. You may be surprised by what you learn. More importantly, your employee may be surprised that someone took the time to ask. That’s often where stronger workplace relationships begin.
Best,
Penny
P.S. Are you ready to lead with more confidence and less conflict? Join Penny’s Live Public Cohort and strengthen your ability to handle difficult conversations, build trust, and create a healthier team culture. We offer both in-person and virtual options; dates are listed below.
Public Cohort 4 – Virtual via Zoom
July 22nd & August 20th, 2026
Public Cohort 5 – North Bay, Ontario
September 17th & October 7th, 2026
Enrolment is now open
