The Three Questions Every Employee Wants Answered

By Gregory Archbold

Over the years, from leading soldiers overseas to leading teams in corporate settings, I’ve realized something powerful: every employee, regardless of rank, role, or title, is silently asking their leader three questions. They might not say them out loud, but you’ll see it in their eyes, their effort, and their engagement; and how you answer them determines everything, trust, morale, and long-term performance.

Where These Questions Come From

No one ever pulled me aside and taught me these three questions.They came from experience with the kind of leader I always wanted to follow.

Over the years, I’ve seen both sides: leaders who answered these questions through their actions, and toxic leaders who never did. The difference wasn’t subtle; it was transformational.

The great ones valued people. They were fair and consistent. They had a vision worth following.That’s what I strive for every day.

1. Do You Value Me?

People want to know they matter not just for what they do, but for who they are.

Years ago, I had a young soldier named Jones. He started full of energy, always volunteering and always the first to raise his hand. Over time, I noticed that the spark faded. He stopped stepping up, stopped sharing ideas, and just did what was required, nothing more.

One day, I asked him what had changed. He said, “Sir, it just feels like no one notices when I do it right, only when I mess up.”

That one sentence hit me harder than I expected. I realized I had been so focused on performance reports and task lists that I’d stopped seeing the people behind them. Jones didn’t want praise; he wanted to know his effort mattered.

That week, I made a point to recognize the small wins, not just the significant accomplishments. Within a month, Jones was leading again, volunteering again, and motivating others. Leaders don’t need to give out awards or bonuses to make people feel valued. Sometimes the most powerful thing you can do is simply notice them.

2. Can I Trust You?

Trust isn’t built through a motivational speech; it’s built through consistency, fairness, and integrity.

Your team watches you closely when things go wrong:

• Do you protect your people, or do you look for someone to blame?

• Do your decisions depend on who’s in the room, or do you stand by the same standard every time?

Trust is the quiet contract between leaders and followers. Break it once, and you’ll spend months rebuilding what took years to earn. But when your people know you’re fair, transparent, and steady, they’ll move mountains for you.

3. Can You Lead Me Somewhere Worth Going?

This is the question that separates managers from true leaders. Employees don’t just want a paycheck; they want a sense of purpose. They want to know their leader has a vision and that their work contributes to something meaningful.

“What are you teaching me?”“How will this make me better?”“Where are we going, and why does it matter?”

As leaders, our job isn’t just to meet the mission; it’s to develop the people who will carry it forward. Show them how today’s effort connects to tomorrow’s growth, and they’ll follow you anywhere.

How to Apply This Right Now

Here’s one way to answer these questions for your team this week:

• Value: Recognize one person’s effort publicly, not for results, but for character.

• Trust: Be transparent about one decision and why you made it.

• Vision: Share one way today’s work connects to your team’s future.

Small actions build big cultures.

Final Thought

Every employee is asking their leader these three questions:

1. Do you value me?

2. Can I trust you?

3. Can you lead me somewhere worth going?

Answer them with your actions, not your title.Because leadership isn’t about authority; it’s about earning the right to be followed.

Question for Readers:Which of these three questions do you think your team is asking you most right now, and how are you answering it?