This text is based on an article on Forbes.
"What are your priorities?"
Every person (and therefore every subordinate) has different priorities. Therefore, each of them needs to be approached a little differently from a managerial perspective. You do not have to ask subordinates explicitly what their priorities are, but you should find out what they consider important and crucial in their life and career. This will help you a lot with their subsequent management.
"What should happen in the next three years?"
Just as the team as a whole should have a collective vision, its members also ought to have their own individual vision. If your subordinates lack one, you should help them come up with it. Among other things, they will be better motivated to work and develop personally.
"What project would you definitely like to participate in?"
Find out what people's ambitions are and ask about what they see as their strengths. This will help you decide in what projects they can participate and the direction towards which you can steer them in terms of personal and career development.
"Do you have any objections to my management style?"
Subordinates are an endless source of inspiration and feedback on your management style. Take advantage of this resource and regularly ask your team members where you can improve as a manager.
"How can I help you be even better?"
In other words, enquire about what workers lack that would help them be not only more effective workers, but also happier people in general.
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