While this question may not have the same psychological uptick as the first one, it’s important to ask nonetheless. It’s important to ask this question over and over again because the market changes so often. Then ask, “What do you think?” Or “What would you do?” Or “How should we handle this?”. And then be quiet and let people think. Answers become conversations about what is most meaningful for the company. When an employee is giving you feedback, you’ll naturally have the urge to respond and defend yourself. Why the question is effective. What do you think we should do?”. “Should we just scrap everything and rework the whole job,” you ask, “or should we ship everything and hope the customer doesn’t notice?”. Don’t be afraid to ask the same questions month after month. Uploaded January 22, 2012. There are positives and negatives to both. Maybe she’ll say scrap it. Employees often change roles in companies as they continue to discover themselves. -“What do you think we should do about that order?”, -“Programming isn’t complete yet. Smart people don’t just ask questions–they ask smart questions. Oh, who dat girl? But as your employees are constantly reminded of these questions, they start to think about these things more and more in their day-to-day. I talked to her (Talked to who?) added by LorMel. And how I feel? This strategy literally has you asking five different questions leading with the word, “why”—though if the directness of that three-syllable word makes you uncomfortable, you can pose other probing queries that begin with a different word. What do you think we should do?”, -“What do you think is the best way to deal with Joe’s situation?”, Each is objective and direct, and does not include an answer in the question. Askin' all them questions. Whether it’s about performance,…. Smart leaders take all the blame when something goes wrong because they know that ultimately the buck stops with them. You should answer this question honestly and as tactfully as possible. One of them is to welcome each new teammate with a long email chain of happiness that begins with that person’s introduction. “I think so, too,” I said. added by LorMel. (Luckily, I pulled my head out of my ass and shifted everyone back to their old rotations.). Instead of asking this question, ask something like “what could we do differently this time?”, For decades, physical presence and positive work environments have been central to building relationships at work.…, At any stage of your career, the managerial role will require you to wear many different…, Having difficult conversations with employees is an inevitable—if uncomfortable—part of people management. 2. Why You Asking All Them Questions!? “I suppose it could work,” he said. Why you askin' all them questions making statements, assumin'? But it screwed up the personal lives of a bunch of great employees. What happened? Letting employees explore their true passions will get them excited about coming to work each day. I ain't got no secrets, I ain't hidin' from you. How would you explain it to me?”, -“That sounds really good. Come with a mindset of improvement, it will make the way you hear the responses much different. Your cooperation in making Worldstar a better site is always appreciated. Example Answer: "I suppose my least favourite part of waitressing is when you get an unhappy customer. See how we connect to Slack, Yammer, Microsoft Teams, Office 365 & Google. So I moved them. Most of us will just give the answer, few of us will ask the asker the question back. Though a few people may disagree, most won’t–the answer you want to hear is obvious. It's a platform to ask questions and connect with people who contribute unique insights and quality answers. This is a silly question that will only demoralize your team. Can you walk me through it one more time?”, -Or, best of all: “I have to be honest: I’m not sure I understand what you’re saying, but I really want to.” (A little humility goes a long way.). Get Officevibe content straightto your inbox. Like I mentioned earlier, your best source of innovation will be from front-line employees. The blame game helps no one. Quora is a place to gain and share knowledge. As smart as most leaders are, if they’re the only ones making decisions, the company won’t be nearly as successful as ones that actively encourage employees to submit feedback. Weather you’re a mom or dad, manager, boss or leader you will be asked 100s of questions per day. They might also ask this question to see how you handle difficult situations because this question has the potential to stump candidates. Simply telling employees that you’re there for them is often enough to get them to be more motivated. Come with a mindset of improvement, it will make the way you hear the responses much different. If a client appears frustrated or annoyed that you are asking so many questions, it may be because they thought they had it all figured out. A manager that is constantly looking to be a better leader for their employees will make employees happier. Askin' all them questions. video. (Shoot, sometimes we don’t even listen to the answers–we’re too busy presuming we’re right.). Aug 29, 2014 - Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on YouTube. It’s a great way to start the conversation about feedback early on in the employee lifecycle journey and show people that their voice is valued at your company. Don’t ask questions for the sake of asking them, ask them because you’re genuinely interested in getting better. You know (Ahhaa, I know who you talking bout girl.) Even if there is a pause in the conversation, what will often happen is if you don’t respond, the employee will continue to talk and share insights they might not have otherwise shared. At the very least, you'll learn a lot about what the prospect wants from your product, which means you can laser-focus your presentation on just those points that will sell most effectively. That makes it hard to ask questions when you don’t understand–especially when you’re supposed to understand. Solve your biggest management challenges with help from the best content on the web. Or maybe she’ll say, “What if we tell the customer up front there is a problem, ship everything to them, and take a crew to their warehouse to sort product. And my tweets. And each also leaves room for a variety of options, which won’t happen when…, You have a quality problem and have thought of two possible solutions. You have a measurable way to track your employee’s work and to see if they’re contributing in the ways you need them to. Asking Open-Ended Questions . In a study done by researchers from Cornell and Harvard about why employees don’t speak up, they found that employees are scared of the repercussions. Now unlock your phone. Whatever nigga! Questions breed more questions – Regardless of who is asking the question, be it a student or a teacher, the birth of one question always leads to the appearance of another. Asking employees every month how you can make them better is a great way to make sure employees are always improving and becoming more productive. The way to do this is by removing any fear that exists in your company culture. Get real-time updates and news from You & Them. Let them know that they can be as open and honest as they want without worry of being punished. It can be challenging to explain why you’re the best person for a job in a humble, thoughtful way. Sometimes, employees aren’t ready to share, or maybe they don’t have anything to say yet. They don’t seek to genuinely understand. The manager will want to see you have some passion for the job. Yeah I trust you. Body language, tone of voice, even the words you use can all affect the responses you get. Always consider the tone of your questioning. As a manager, be willing to accept whatever feedback comes from your employees. Most people will pick one answer or the other. More information Why You Asking All Them Questions … This article was originally published by INC. You dirty. 3. (You’re supposed to have all the answers, right?) You’re also likely to get some amazing ideas from employees, because it gives them the opportunity to imagine if they were in control. That reduces the impact on the customer. Their frequent conclusion seemed to be, “When in doubt, keep your mouth shut.”. Employees that are on the front-lines have a much better perspective of what should be improved and why, so it’s vital that you create an environment for them to speak their mind. Managers need to be constantly asking employees questions on how they can improve. Terrible! Asking a question that assumes a particular answer is easy to do when you already think you’re right and just want people to say you’re right. Wishing of your kiss in the pale moonlight Just a kiss goodnight Make the rain go away, when dusk seems to come my way Kill the sorrow and pain from my soul Kiss me under the pale moonlight Tonight Come Little Childern- my theme song . Mhh. Mean what you say. 1,177,379 views. NEVERMIND, TAKE ME BACK. Mhhmm girl (What she talking bout?) But what if there’s a better option you haven’t considered? They can use whatever is good and won’t have to wait for the entire job to be rerun.”, Either/or questions, just like leading questions, assume some answer. These are questions that unfortunately many managers still ask, but are doing more damage than anything else. Whatever. You just made them realize that they haven’t even begun to figure it out. Where you been? Fear not, they’ll never know you waited for the last possible moment to snag a gift for them. My new shift rotation worked on paper. You just mad, because you got caught. Questions should be about inquiring rather than advocating. ? By clicking, you consent to receive culture, engagement and promotional communications from Officevibe. Remember that survey questions are bi-directional, in that we’re asking employees for their feedback, but we’re also telling them what we think is important by virtue of the questions we put in front of them. posted by LorMel. Let me make sure I don’t miss anything, though. Showing employees that you’re there to help them with their challenges will make them feel more comfortable. Don’t worry: Asking for clarification is easy. Involving employees in these discussions will also make them more engaged, because they’ll feel more involved in the decision-making process. Challenges are good things because they make us better. Read our guide, together with our How to handle competency-based interview questions tips, and double your chance of interview success. Always consider the tone of your questioning. You wanna know the truth? How this question improves employee performance: Allowing employees to celebrate the “small wins” will make them more motivated going forward. Girl, why you buggin? Managers need to act like coaches and be there to guide their employees through whatever they’re going through. How to fire an employee and support your team with the loss, One-on-one meetings: a manager’s complete guide, Employee feedback demystified: a comprehensive guide for managers, The big shift: Performance management to employee development, the biggest driver of employee engagement, You get to see what employees consider important. Just say: -“I’m impressed. Now pretend I don’t know anything about how that works. Uncover your team’s real needs by giving them a safe space to share honest, anonymous feedback. But for managers, asking employees questions frequently is easier said than done; there is an art and science to it. See why you playing with me, that's the same reason you ain't staying with Me. 2. Don’t rush to fill the silence. Stop tweet watchin', so I know it's real. Make sure that you are frequently asking them how the company can be better. For example, saying “Here’s how I think the new homepage should look, what do you think?” is advocating. By being prepared and taking in our experts’ advice on the 30 most common competency-based interview questions you’re likely to face. Learn how your comment data is processed. Consistently asking this question will help employees grow and become better at what they do. Starting with a list of answers and turning them into survey questions will ensure you include all of the questions you need, and word them in a way that will get effective answers. Tune in Thursday for Part 2 of this series, where we flip it around and share how to ask great questions. It will also prevent you from inflating your survey with questions that don’t matter. BROKEN? If you’re a good leader, then you’re constantly looking to grow and improve. “I’ve run the numbers, and overall productivity should go up by at least 10 percent. It’s possible that something might not have worked when you first tried it for a number of reasons, but it doesn’t mean you should ignore the idea. Ask gently. ← 3 Tips for Boosting Morale Around the Office. If they ask the questions, then you will definitely know that they have been giving the lesson some thought. Instead of sharing options, just state the problem. Don’t ask questions for the sake of asking them, ask them because you’re genuinely interested in getting better. Maybe some external factor has changed, or maybe you’ve gotten better at some area that would make this time successful. We ask leading questions. When you ask the right questions in the right way, you can end up getting your prospects to do all the selling for you. How can you give the answer an employer is looking for unless you know the questions they’ll ask? Report this video! There’s nothing more demotivating than feeling like your opinion doesn’t count. Maybe she’ll say ship and hope. What do you think?”. SHOW MORE SHOW LESS. We won't blow up your inbox, but we’d love to keep in touch with relevant news! What you gon' do? It’s especially important with this question to remind employees that they can feel free to say whatever they want. The whole team should be working together to help make the company better. Instead, focus on how to improve for next time. Tune in Thursday for Part 2 of this series, where we flip it around and share how to ask great questions. Personal growth is by far the biggest driver of employee engagement. Above all, don’t pretend you understand when you don’t–all you do is waste the other person’s time and make the person wonder later why you didn’t try his or her idea. Each question assumes an answer: You clearly think you should release the order, stop waiting, and write Joe up. Please click the “Report” button below if the video on this page is not working properly. Poem. You can improve employee performance if you’re having these frequent discussions.The most valuable thing you can do as a manager is to remove any fear that your employees have of speaking up.

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