5 Questions Every Leader Should Ask When Their Team Feels Off
(Because it’s not always about performance — it’s about what’s unspoken)
You know the feeling.
Your team’s not clicking.
The vibe is off.
People are slower to respond, showing up late, missing details, or just… going through the motions.
Something’s wrong — but you can’t quite name it.
And worse? You start questioning yourself.
Is it them?
Is it me?
Is this just a rough patch… or the start of a bigger problem?
Here’s what I want to tell you:
You don’t need to panic. You need to pause.
Because culture doesn’t collapse overnight — but it does erode slowly when we don’t check in.
So before you start cracking down or jumping into solutions, take a breath.
Here are 5 powerful questions every leader should ask when things feel off:
Have I been present — or just performing leadership on autopilot?
When we’re busy or overwhelmed, it’s easy to move into “task mode.”
We delegate, we send reminders, we put out fires… but we stop connecting.
Ask yourself:
When was the last time I had a real check-in — not about work, but about how they’re doing?
Have I been rushing through interactions or missing emotional cues?
Often, the team mirrors the leader’s presence. If you’ve been distant, they probably feel it too.
Are we clear on expectations — or just assuming everyone’s “figuring it out”?
Misalignment loves to hide in vague communication.
If deliverables, roles, or priorities are fuzzy, your team might be operating under totally different assumptions — which breeds tension, blame, and burnout.
Ask yourself:
Have I clearly communicated what “success” looks like?
Do they know what matters most right now?
Are any of my expectations unspoken?
Clarity is kindness. Always.
Have I unintentionally created a space where feedback feels unsafe?
If your team is quiet — too quiet — that’s not always a sign of harmony.
Sometimes, it’s fear.
Fear of saying the wrong thing.
Fear of being misunderstood.
Fear that feedback = conflict.
Ask yourself:
Do I make it safe to disagree with me?
Do people feel heard when they speak up?
Have I shut down feedback (even unintentionally) in the past?
Psychological safety isn’t a bonus feature — it’s the foundation.
Is anyone on the team silently carrying too much?
When people are drowning, they don’t always say so out loud.
Sometimes they show it in missed deadlines, irritability, or pulling back from the team.
Ask yourself:
Is someone consistently over-capacity but afraid to speak up?
Have I checked in with my high performers, or am I assuming “they’re fine”?
Am I mistaking burnout for disengagement?
Redistribute. Realign. Ask them what they need.
Am I leading from fear — or from values?
This one stings sometimes.
When things feel tense, it’s tempting to grip tighter — more control, more micromanagement, more “just do it my way.”
But fear-based leadership doesn’t create trust. It creates compliance.
Ask yourself:
Am I leading the way I want to — or the way I think I have to?
Would I want to work for me right now?
Am I reacting… or responding?
Leadership doesn’t mean having it all figured out.
It means being willing to ask better questions.
No Shame. Just Reflection. Then Repair.
If your team feels off, it doesn’t mean you’ve failed.
It means something’s asking to be addressed — and you’re courageous enough to face it.
Start by asking yourself the hard questions.
Then ask your team the same — with open ears and open hands.
That’s where the real shift begins.
Ready for support as you rebuild your team culture?
Let’s talk about what’s really going on and find a path forward that feels aligned.
