EFFECTIVE
MANAGEMENT
REQUIRES
ASKING
QUESTIONS
Shari Harley will be presenting at
the 2017 Education Conference
by Shari Harley
I
f an employee quits and the manager is sur-
prised, shame on the manager. Employee
turnover – literal turnover (he quits and leaves
the building) or figurative turnover (he quits
but continues to come in everyday and do his
minimal best) – are extremely predictable.
Most employees need only a handful of things
to be satisfied and productive at work. The key is
getting employees to tell you what those things
are. And they might just tell you, if you ask.
Effective management involves asking the
seven questions below during the interview pro-
cess, after an employee starts, and again 90-days
to six months into the job.
QUESTION 1:
“What brought you to this company? Why did you
accept this job? What are you hoping the job will
provide?”
QUESTION 6
“What are your pet peeves at work? What will
frustrate you?”
QUESTION 7:
“How do you feel about being contacted via cell
phone or text outside of business hours?
I know. But I don’t want to do that. You’re too
valuable to me and to the organization. During
our next one-on-one meeting I’d like to ask you
these questions and you can ask me anything you’d
like.”
If you have a manager who will never ask you
these questions, provide him/her the information.
Don’t wait to be asked. You’re 100% accountable
"Taking the time to get to know your
employees th roughout your working
relationship accomplishes many long-
term employee needs."
QUESTION 2:
“What would make you leave this job? What are
your career deal breakers, things you just can’t
tolerate at work?”
QUESTION 3:
“What type of work, skills, and/or areas of our
business do you want to learn more about?”
QUESTION 4:
“Tell me about the best manager you ever had.
What made him/her the best manager?”
QUESTION 5:
“Tell me about the worst manager you ever
had? What made him/her the worst manager?”
www.aamdhq.org
Regardless of age, gender, or work and edu-
cational background, all employees have a few
things in common. Employees want to work for
someone who takes an interest in them, be part
of something feel respected as a person, feel val-
ued and appreciated for their contributions.
Taking the time to get to know employees
throughout your working relationship accom-
plishes many long-term employee needs.
If you have long time employees, it’s never too
late to ask these questions. Regardless of for how
long employees have worked for you, they’ll ap-
preciate you asking. There is no need to feel that
employees will raise an eyebrow and wonder why
you’re asking now. They’ll just be happy you’re
asking. You can simply say, “I realized that I’ve
never overtly asked these questions. I just assume
for your career. Tell your manager, “There are a
few things about myself I want to share with you.
I think this information will make me easier to
manage and will help ensure I do great work for
the organization for a long time.”
Managers, the better your relationship with
your employees and the more you know about
what your employees need from you, the organi-
zation, and the job, the easier employees are to
engage, retain, and manage. Stop guessing and
start asking.
Shari Harley is the founder and President of Candid Cul-
ture, a Denver-based training firm that is bringing candor
back to the workplace, making it easier to give feedback at
work | www.candidculture.com
APRIL 2017 • TRENDS | 31