What Are Your Employees Thinking?

Cathie Leimbach • June 21, 2022

How many times have you said, “I wish I knew what they were thinking”? Despite having the ability to make this wish come true, most of us continue to ‘wish’ instead of taking action. A simple question such as “How did you decide to do the job that way?”, would tell us what they were thinking.  

Sometimes, our frustrated ‘what was he thinking’ is the result of an employee making mistakes. At other times, we are commenting on the unique and effective approach they took. When we respond to either situation with an interest in truly understanding what influenced their actions, we build rapport with our employees and help them feel they and their ideas matter to us. We also learn what they were thinking.

When talking with an employee who has made a mistake we might ask:

  1. “What result are you wanting to get?”
  2. “How well does this result match up with what you wanted?” 
  3. “What happened that you didn’t get the result you wanted?”  “What steps did you take when doing the job?”
  4. “What can you do differently next time?” (If they don’t know how to correct the mistake, provide additional training or tools to equip them to be successful.)


When talking with someone who achieved good results in a unique way, we might ask:

  1. I noticed that you did that task differently than how you were trained, but you got the results we wanted. “Why did you do it that way?”
  2. “What are the benefits of your approach?”
  3. “What are the possible pitfalls of your approach?”

Thank them for thinking of different approaches. Verbally clarify whether they may continue doing the task their way or, if due to factors such as unacceptable risks or legal compliance, they have to follow the standard procedure.  


Both of these approaches satisfy your wish to know what your employees are thinking. In one situation you are asking the employee to evaluate their own work and to be conscious of the steps they are taking to achieve results. You are also encouraging them to problem solve. In the other, you are rewarding initiative and encouraging creative thinking while also ensuring compliance with necessary parameters. In both, you are guiding employees to achieve quality results and respecting them as valuable human beings.

The next time you are wishing you knew what an employee is thinking, make your wish come true. Ask an open-ended question, listen carefully to the answer, use follow-up questions to clarify their response, and clearly state appropriate actions going forward.  

The Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic