The Power of Asking Employees ‘Someday I Want To…’
Introduction: Helping Employees See Their Own Future
One of the most effective yet underused leadership tools isn’t a performance review metric or a new engagement strategy. It’s a simple question:
“Someday I want to __________.”
I used to ask my direct reports to come to their annual performance appraisals prepared to complete that sentence three times. Their answers could be personal or professional, big or small.
“Someday I want to write a book.”
“Someday I want to run a marathon.”
“Someday I want to lead a team.”
Some dreams were career-focused, others deeply personal. But every answer gave insight into what mattered to them as a person. And that changed everything.
Why This Question Energizes Employees
Most performance reviews focus on what the company wants from employees. This exercise flips that. It asks, “What do you want for yourself?”
Here’s why this question works:
It Gives Employees Permission to Dream
Too often, people are so focused on day-to-day survival that they stop thinking about the future. This question invites them to step back and think bigger.It Builds Trust Between Leader and Employee
When leaders show genuine interest in an employee’s goals—beyond just their productivity—it creates connection and loyalty.It Creates Opportunities for Collaboration
Once I knew what my employees wanted, I could help. Sometimes it was a simple introduction to a mentor. Other times, it was finding ways to incorporate their goals into their current role.
And every time, it sent a clear message: I care about you as a whole person, not just as an employee.
The Follow-Up Question That Moves the Needle
After they shared their three “Someday I want to…” statements, I’d always ask:
“What’s the very next step to accomplish this goal?”
This is where the magic happens. A vague dream becomes a concrete plan. And when employees take even the smallest step toward a goal, their energy and engagement skyrocket.
How This Increases Retention and Engagement
Here’s what most leaders get wrong: Employees don’t leave just for better pay. They leave when they stop seeing a future for themselves in an organization.
By helping employees articulate their goals—and actively supporting them—you create an environment where they want to stay. They see their job not just as a paycheck, but as a stepping stone to a bigger vision for their life.
How to Implement This in Your Workplace
This exercise works in annual reviews, one-on-one meetings, or even casual conversations. Here’s how you can try it:
Ask your team members to complete the sentence: “Someday I want to…” three times.
Encourage a mix of personal and professional goals.
Follow up with: “What’s the very next step?”
Look for ways to support them. Even small efforts—like connecting them with a resource or simply encouraging them—can make a huge impact.
Final Thoughts: The Small Question That Makes a Big Impact
As leaders, we have the power to help people see more in themselves than they might see in the moment. We can help them recognize their value, their potential, and their next step forward.
And when employees feel seen and supported, they become more engaged, more committed, and more likely to stay.
Want more insights on burnout prevention and leadership? Explore my resources at the top of this page.
