Talk About Life – at Work. It’s Time to Get Personal.
It’s been almost two years that we’ve been looking into people’s homes on Zoom. Life and work have changed, and people have a variety of feelings about those changes. Some people miss working in person and can’t wait to go back to the office. Some people love working from home and never want to go back. What’s important is the ability to talk about how we feel and what we need from work – with the people we work for.
Most people suffer in silence, concerned to ask for what they want or need at work. Managers find out their employees are unhappy when they come across employees’ resumes on the internet.
The world has changed and how we interact needs to change to. Your manager may not be able to allow you to work from home all the time, but she certainly won’t if you don’t tell her what you want.
We need to cross the line, having conversations that perhaps we haven’t had in the past.
Managers, in addition to checking in on work progress, talk about how employees are doing and what they need going forward to be satisfied and do their best work.
Questions to ask during regular check-ins:
I’m not a fan of asking, “How are you doing?” It’s a vague question, and vague questions produce vague answers. But many employees will go their whole career without being asked how they’re doing. It demonstrates caring. It’s a place to start.
Here are some better questions to ask employees:
- What’s changed for you in the last 18 months?
- What have you learned about yourself in the last 18 months?
- What has changed about what you need from work, if anything, in the last 18 months?
- What would you tell me if you weren’t concerned about how I would react?
Managers, even if you ask these questions, employees may not feel comfortable answering. Managers can lead by example by talking about themselves. Share how your life, needs, and desires have changed. Share your own constraints. When managers show vulnerability, they convey it’s ok for employees to do so as well.
Also, tell employees that you really want to know the answers to the questions and assure employees there won’t be negative consequences for speaking candidly. Projects won’t be taken away. Careers won’t be impacted. You’re just talking. If employees never want to come into the office or travel, or want to work part-time, yes, jobs and careers may be impacted. But a conversation is just that, a conversation.
You won’t get what you don’t ask for.