There are several questions that your workplace leaders never want to hear you utterMost of us who have received a western education have been taught that asking questions is a good thing. Many of us believe that without asking questions, we cannot learn. Some people think that there is no such thing as a stupid question; however, there are several questions that your workplace leaders never want to hear you utter.
What leaders want
In general, the people in charge want employees who will solve problems for them. This encompasses getting things done and carrying out strategic and competent thinking to devise plans to tackle pressing issues. It means engaging with issues and contributing to a meaningful discussion that moves things forward.
Any question that leads to your employer or supervisor thinking that you are lacking in initiative, practicality, competence or the ability to think through a situation and come up with a resonant insight may have them thinking they don’t want your around for any project of stature.
They may also not seek you out when it comes time to hand out promotions or more responsibility; in fact, the opposite may happen. Instead of seeing you as an asset, they may see you as a burden – someone who slows things down and gets in the way of other staff members’ achievements. Let’s look at the questions you should not ask:
What should I be doing?
If you have been in your position for a while, this is not a question to ask. This indicates that you are lacking in initiative and probably lack an understanding of what your team is trying to achieve. It could also make you look lazy and not particularly interested. Your supervisor will sigh inwardly when they hear this question and think that they have to explain your job to you – they are probably too busy for this.
How is my performance?
If you have to ask this question, there are likely to be problems. If you are performing well, you will be creating opportunities to demonstrate the difference you are making with great ideas or impressive organisational skills. By asking this, your supervisor may well think that you are confused about what you are supposed to be doing and that you are clueless about your goals and how to achieve them.
Your department may lack the infrastructure to assess performance. If this is the case, be an advocate for a system whereby you can demonstrate your achievements.
What should I do about this issue?
Asking this could indicate that you lack initiative and the resources to solve problems on your own. Your supervisor may well wonder why they hired you if they have to come up with the solutions to dilemmas that are supposed to be part of your workload.
Your presence is supposed to make work simpler for your supervisor by solving their problems, not adding to them by needing direction and to have your hand held. Questions that show you have thought about the situation but need guidance at a higher level are fine; however, you must first demonstrate that you have assessed the issue and taken charge of it.
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