8 Questions To Ask Your Boss That Can Make Or Break Your Career
Want to get ahead in the workplace?
Channel your inner talk show host.
Think about it: You probably only
hear from your boss when a) you royally screwed up, b) you majorly kicked ass
or c) it’s performance review time.
Feedback from your supervisor is
what you crave, unless you’re happy flying under the radar, which certainly
won’t help you advance. Getting honest input from your supervisor is crucial to
your relationship with your boss--and, like it or not, your relationship with
your boss can make or break your career. A solid rapport makes deadlines a breeze
and the workday go by in a flash; but a shaky one can render even a short
elevator ride interminable.
Plus,
having a good relationship with your boss may even reduce stress at work. In a workplace study by the American Psychological Association, up to 75% of respondents
said the most stressful aspect of their job is their immediate boss.
Here, we asked an expert to share a
few key questions you can ask that will help you and your supervisor get on (or
stay on) the right track.
When to ask: “Monday mornings are hectic and everyone’s got a million
things on their to-do list--but don’t overlook the opportunity to ask about
your boss’s weekend,” suggests Jodi Glickman, author of Great on the Job:
What to Say, How to Say It: The Secrets of Getting Ahead. It gives you an
opportunity to start building a personal relationship and connect on a non-work
level.” Try to ask something specific, like if her daughter won her softball
game or how the client dinner went--it’ll show you’ve been paying attention.
Why it’s important to ask: The more you know about your boss, the better. By
understanding how she spends her time when she’s not at the office, you’ll
learn what’s important to her. “It allows you two to build a real relationship
that extends beyond spreadsheets and timelines,” Glickman explains. “It gives
you another dimension to connect on so she also sees you as not just a
subordinate but someone with a personal life and outside interests, too.
Furthermore, by sharing personal details about your life, you will appear more
mature and invested in the relationship. That scores big points with
management.”
When to ask: This is a great query to bring up if you’re new to a job
or team, because it will give you insight into the demands of the job. Another
good time to ask this question is when a new supervisor joins your department;
it will help you discover what his priorities are during the transition. But
you can also use this question anytime, say when you notice that your boss has
a lot on her plate and you want to let her know you’re available to pitch in,
which can boost your “invaluable employee” quotient.
Why it’s important to ask: “It shows that you’re someone who is strategic and
thoughtful and who takes initiative--you’re not just waiting around to be told
what to do,” says Glickman.
When to ask: This isn’t the type of question to pop as you head out to
pick up a sandwich together. Reserve it for a time when you’re in serious
“getting feedback” mode, like during a performance review, or at a time when
your boss has just given you a bit of tough feedback. This question can be a
good way to signal that you want to improve and learn skills that will make her
job easier--a task in any employee’s job description.
Why it’s important to ask: “If you’ve got a good relationship with your boss, but
you’re looking to take your game to the next level or score a promotion or a
raise, this is a great way to discover what she values most,” says Glickman.
“Once you find out, you can try to model some of those behaviors.”
When to ask: Anytime you start a new project, work with a new team, or
work on a long-term assignment, let your manager know upfront that you’d like
to sit down with him and get feedback from him once you’re underway.
Why it’s important to ask: Every time you ask your boss after an important meeting,
“How’d that go?” invariably he’ll tell you did a great job. “The best way to
get real and meaningful input is to plant the seed in advance and ask your boss
for feedback before you need it,” says Glickman.
When to ask: At the onset of a project that’s unlike anything you’ve
ever tackled.
Why it’s important to ask: Most likely your boss has a vision of how she’d like a
project completed, and if you don’t have a clear sense of her expectations,
she’s bound to be disappointed. “You don’t need to reinvent the wheel when you
get a new assignment,” advises Glickman. “Be resourceful and ask to see
examples of a job well done. By asking for guidance upfront, you’re saving
yourself--and your boss--from disappointment and lots of wasted time.”
When to ask: When you’re excelling in your current role and ready for a
new challenge--and you know your workload won’t suffer for it.
Why it’s important to ask: “Managers love employees who are excited to learn, grow and
take on new responsibilities,” Glickman says. “When it comes time for
promotion, you will fare well as someone who not only does a good job, but is
always eager to develop new skills and add the most value to your
organization.”
7.
What should I start doing? What should I stop doing? What should I continue
doing that I do well?
When to ask: Ideally, these are questions that your boss will naturally
answer during your performance review, but, if not, you should feel free to
ask. If you just had a review, and you don’t feel that this information was
offered, send your boss an email to request some one-on-one time and tell him
that you’re hoping to answer these specific questions.
Why it’s important to ask: “There are probably a lot of things you do well that your
boss loves and probably others that he wishes you’d stop doing, but he never
really had the heart or stomach to tell you,” Glickman says. “This line of
questioning makes it easy for him to finally tell you that the 10 hours of
cold-calling you’re doing every week isn’t leading to results, and you’d be
better off building out the focus group strategy instead.”
If your boss evades these
questions--and says that you’re doing a great job and you don’t need to change
a thing, but you know there’s room for improvement--you can gently press the
issue. Try a follow-up question like, “I really appreciate hearing everything
is going well, but I’d really like to move up a level and challenge myself.
What else should I be doing to make sure I get promoted next year?”
When to ask: At the end of a not-so-great performance review or any
conversation wherein your boss gives you valuable, if not altogether positive,
feedback.
Why it’s important to ask: It’s hard to think on your feet and ask constructive
questions when you’re feeling beat up. By asking for a few days to collect your
thoughts, you’ll have time to reflect on your boss’s words and brainstorm ways
to move ahead. “The last thing you want to do is lose your cool,” says
Glickman. “Remember, the goal of feedback is not to make you feel good. It’s to
make you better at your job.
By Celia Shatzman l
http://www.fastcompany.com/3021340/dialed/8-questions-to-ask-your-boss-that-can-make-or-break-your-career?partner=newsletter
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