Re:How to correct a team member: avoid my damaging rookie mi...
by ncallaway on Tuesday May 05, 2020 @11:33AM
(#23081121)
Sure, it totally depends on the relationship with the employee. And if the manager typically uses asking to understand in a toxic way, then future attempts will be tainted.
But if you have a history of asking: "Hey, I'm curious about X? Why did you do that?" and you have a history of 25% of the time responding to their answer: "Oh! Cool! Great idea, I didn't think of that" and 75% of the time responding: "Ah, gotcha. I might've reframed it this way because of Y", then you'll have that trust.
The employee isn't a mind reader, but they are a behavior reader.
And if you really are asking with an open mind each time, then your past behavior will reflect that.
But if you have a history of asking: "Hey, I'm curious about X? Why did you do that?" and you have a history of 25% of the time responding to their answer: "Oh! Cool! Great idea, I didn't think of that" and 75% of the time responding: "Ah, gotcha. I might've reframed it this way because of Y", then you'll have that trust.
The employee isn't a mind reader, but they are a behavior reader.
And if you really are asking with an open mind each time, then your past behavior will reflect that.