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Smart Living 12 Questions to Ask Your Boss in 2018

19:45  20 december  2017
19:45  20 december  2017 Source:   inc.com

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Ask your boss these 12 questions next year! Question to ask : In January we talked about the company's 2018 vision and goals. Now that we are in the second quarter of the year, have any of those goals or milestones to fulfill that vision changed or shifted?

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Want to be a star player and crush your professional goals? Ask your boss these 12 questions next year!

According to 2017 Gallop research, globally 67% of the workforce is disengaged in their jobs. These individuals are difficult to spot because they generally are relatively happy but do the bare minimum and aren't usually sure what it is they are supposed to focus on or how their performance is measured.

Only 15% of the workforce can be defined as engaged, meaning they are emotionally connected to their work, understand how their work drives mission success, have a go-above-and-beyond attitude and have a very clear understanding of their performance metrics and expectations.

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Question to ask : Now that my 2018 goals have been set — if we reflect back to last year — do you have any advice on how I can surpass this year's Is any course correction needed? Why to ask it: It is always good to get your boss 's perspective on your progress towards the goals set and the defined

Two More Important Questions to Ask . New bosses want to see that you’re competent and reliable. Adults may come to believe that asking questions is a sign of weakness. Yet by making a few basic inquiries you can put your new boss at ease and get on their good side from day one.

  12 Questions to Ask Your Boss in 2018 © Getty Images This leaves 18% that are actively disengaged - they are actively or passively working against the organization and creating a toxic environment. And therefor need to go.

The highest-rated organizations on sites like Glassdoor and Indeed score very well when it comes to culture-management and the prioritization of employee engagement.

Why?

In large part because they have cultures that support leading up the chain of command and upward transparency in communication. And most well-run companies are going to have big goals for next year - which means change is coming. And that means engagement from everyone is critical.

RELATED GALLERY: 9 Things to Do If Your Boss Is a Psychopath (Provided by Reader's Digest) Figure out if it's true psychopathy: People tend to throw around the word 'psycho' pretty casually, but <a href='https://www.rd.com/health/conditions/signs-of-a-psychopath/1/'>a clinically diagnosed psychopath</a> is a very serious animal. There's a big (and rather scary) difference between someone who is kind of mean or a little off, and someone who is void of feeling and only wants you to suffer. According to <a href='http://psychologicalhealingcenter.com/portfolio/dr-judy-rosenberg/'>Judy Rosenberg</a>, PhD, an LA-based <a href='https://www.amazon.com/Be-The-Cause-Healing-Disconnect/dp/1514793032'>psychologist and author</a> whose <a href='https://www.youtube.com/watch?v=fA6T3JalT8I'>valued professional input</a> has appeared on major outlets like CBS News and CNN, a psychopath is someone who can severely threaten your well-being, physically and/or emotionally. (They're not all serial killers, contrary to what Hollywood would have you think. And they're not easy to spot, either—<a href='https://www.psychologytoday.com/blog/mindmelding/201706/what-is-psychopath'>many of them are normal or even quite charming</a>.) 'There's a quality of the worse you feel, the better he feels,' she says. 'Somebody who's a true psychopath has absolutely no empathy at all.' Some marked features of a true psychopath, as she explains it, are severe paranoia, a high degree of narcissism, intense projection of rage or insecurity on others, and a general penchant for sadism. To put it bluntly, Dr. Rosenberg says, 'They don't mind cutting your jugular.' 9 Things to Do If Your Boss Is a Psychopath

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Don't leave it up to your boss to tell you what you need to know. Find out the best questions to ask during one on one meetings with your manager.

Have you asked your boss any good questions lately? Your boss can be an excellent source of useful information -- insights into the company’s goals and culture, for example -- or an inspiration for you and your career. You have to ask the right questions , though. Here are five questions you

If you want to crush your professional goals in 2018 and be that star player all managers hope for, ask these questions - once a month, in this order!

And you managers out there, listen up! Because unless you're the Chairman and CEO, you most likely have a boss too.

January

Question to ask: What are your top 3 to 5 priorities for me this year, how will those be measured and how do they related to the company's 2018 plans?

Why to ask it: This may have already been discussed in a year-end review but shows you want to hit the ground running, have clarity in expectations and ensure your activities align with the company's mission plan.

February

Question to ask: Now that my 2018 goals have been set - if we reflect back to last year - do you have any advice on how I can surpass this year's goals?

Why to ask it: You're 2018 goals are already set, so this is a great opportunity for further reflection on mindsets, behaviors and areas of focus that could be improved to ensure upward mobility and goal achievement.

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Here are the questions you should ask your boss . The answers will help you better understand your manager’s point of view and make working together easier. But as I continued to ask questions , I was surprised at how little she really knew about her assignments, her boss ’ expectations, and overall

When you ask this question , do so with the intention that you care about your boss 's answer. If you have any qualms about asking your boss questions or feel intimidated or a bother, take a step back and make an effort to understand your manager's perspective and know that many managers want to

March

Question to ask: As we near the end of Q1, what tangible progress are you seeing me make against the KPIs we set for my 2018 goals? Is any course correction needed?

Why to ask it: It is always good to get your boss's perspective on your progress towards the goals set and the defined KPIs - don't just assume you are killing it because you've received no feedback.

April

Question to ask: In January we talked about the company's 2018 vision and goals. Now that we are in the second quarter of the year, have any of those goals or milestones to fulfill that vision changed or shifted? If so, how does that potentially apply to my set of goals?

Why to ask it: This shows you care about the big picture and how your role fits into mission success. This also shows an "emerging leadership" attitude - all great managers love that!

May

Question to ask: Outside of more easily measurable goals we have set for me, how do you feel I rank against my peers when it comes to trust, discipline, teamwork and accountability? If you think about the best team members you have managed, how do I compare?

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Some questions that an assistant can ask their new Executives. For assistants to be successful in their career they must must must have a good working relationship with their boss . The role is ultimately making the boss a success so the assistant has to ensure that the relationship is strong from the

What questions should you ask your future boss ? They are the best questions for getting an offer for your dream job, allowing you to decide if you want to work with that boss , and setting up a positive and substantive working relationship with your future boss .

Why to ask it: This question will knock your boss out of her chair - in a good way. It shows maturity and high levels of emotional intelligence. Being accepting of this type of feedback is one thing. Asking for it is next-level awesome!

June

Question to ask: As we move into the second half of the year, are there any resources available that you feel would assist in my professional and personal development - resources that would help me meet or exceed the goals we have set?

Why to ask it: Professional development for the team is usually a big topic among leaders and managers - especially when it comes to timing and budget. If you don't ask, you may not get. Ask for it!

July

Question to ask: Can you give me an update on how the company executing the 2018 vision and goals and is there anything else I can be doing to drive mission success?

Why to ask it: Many organizations are good at setting the vision, but under-communicate the progress towards those goals? Where are the quick wins? Who contributed? If this isn't clear to you - ask. And if what you hear doesn't align with the "grapevine" gossip, ask for clarity.

August

Question to ask: As a member of your team, what else can I do to help you and our team succeed? What's your biggest problem and how can I help solve it? And if there is anything else - I am happy to help - but would like to know if there will be a shift in my priorities and performance metrics.

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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

12 . Sally, we've asked you a number of questions to get a feel for your leadership, communication and team-building style. What can we answer for you in terms of our culture, our way of doing things, how we get along with one another and the like? Interviewing your future boss may feel a bit awkward or

Why to ask it: Asking your boss how you can help them succeed again shows leadership and a total teamwork mentality. And they may not having anything extra for you, but just asking scores major points!

September

Question to ask: As we plan Q4,do I need to make any course corrections in my work or priorities or should I just keep forging ahead? On my current path, do you anticipate that I will achieve my goals?

Why to ask it: Why wait until your year-end review to find out if your boss thinks you achieved your goals - ask before it's too late! And guess what, your boss is busy and may not always be paying attention to how you are progressing. Force them to do so.

October

Question to ask: I feel I have been proactive in requesting feedback and constructive criticism throughout the year, but I wanted to also ask YOU how you are doing? And do you mind if I give you some feedback?

Why to ask it: This two-part question takes guts but shows that you care about your manager - it's a two-way relationship. If you plan to provide constructive criticism, do so with respect and be specific.

November

Question to ask: As I continue to focus on closing out the year, achieving my goals and helping the team win, I am starting to think about next year as well. What should I stop doing, start doing and continue doing to be a better member of this team?

Why to ask it: A stop-start-continue exercise is one of the best ways to identify easy and actionable things that will help a person or entire organizations make necessary changes.

December

Question to ask: As we plan my goals for next year, I want to make sure they align with the company's plans and that I have the training and resources to be a star contributor. What cross-functional training do you think would help me not only in my role, but help other's in theirs?

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Wednesday, October 3, 2018 . One should ask questions to know the management style, values and interests of the boss to succeed at work. Best Icebreaker or Initiative Questions to Ask your Boss : Employee and managers, all are humans and crave for some human interaction.

Asking questions is critical, because the interviewer isn’t just trying to ensure you leave with all the information you need; he or she is also evaluating you based on the questions you ask . And here’s why it really matters: Your curiosity demonstrates your priorities and motivators and shares

Why to ask it: You will most likely be having a year-end review so you might as well get ahead of the game and ask this question. It shows that you are continuing to think ahead as well as think about how you can help your teammates - and the company - win.

The best people I have managed are the most proactive when it comes to taking ownership and accountability over their development. They show a deep emotional connection to the company and to their work. They don't sit around waiting to be told what to do. They are team players and take on roles and responsibilities outside of their job description - when it's appropriate and as long as those activities don't distract them from the goals they have set with their manager. And most importantly, they are brave and manage up!

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