Tags

3 Better Ways to Interrupt Someone

Busy co-workers and supervisors are ... well ... busy. They may be putting out a "Don't bother me now" vibe that has stopped you from asking for the help or information you need. Or maybe you're afraid you'll come off as not knowing your job if you request their guidance.

Rest assured, they would rather prevent your mistake before it happens than let you go cluelessly ahead and then have to clean up the mess afterwards. In fact, most people are flattered when their expertise is sought.

Here are three better ways to get a positive response when requesting a colleague's input.

  • Sigh GIF

 

Ask for a Specific Length of Time (and Stick to It).

"Do you have five minutes?" sounds a lot more doable to even the busiest person. The shorter time frame you can designate, the better. That's why asking for a working lunch or dinner is usually not successful: it takes too long. But be realistic with how much time it will take to get everything you need. Running beyond your allotted time will make a very bad impression.

Ask a Fill-in-the-Blank Question.

Before you ask, take a few minutes to really boil down exactly what you need to know, so your supervisor can answer in just a few words with minimum brain power. Don't ask general, open-ended questions that require a doctoral dissertation to explain. Best case scenario: one that can be answered "yes" or "no."

Ask, "When Is a Good Time?"

This wording makes it difficult for them to avoid you. Saying "never" makes them look like a bad manager/trainer. It also shows consideration for their valuable time. If your boss is busiest in the morning, ask if the two of you can get together in the afternoon. A definite meeting time scheduled on the calendar will eliminate the possibility of being put off from one day to the next.

 

Remember, it's in the company's best interest, not just yours, if you're enabled to do a better job, so it also benefits your co-workers when you seek instruction. Go ahead and ask!

Tags

You might be interested in...

10.19.20
How to Recognize — and Fix — Low Employee Morale
We've all seen the studies on how low employee morale impacts a business, from reduced productivity to increased turnover. Granted, it's a complex problem, with some factors that cause dissatisfaction — such as the current pandemic — beyond the employer's control.   However, there are plenty of things you can do to boost positivity and mitigate negativity within the company. And many don't cost a dime.   Step 1 is reading the warning signs. Step 2 is implementing corrective action.   The sign: They call in sick a lot Whether due to physical stress or mental burnout, rising absenteeism is a serious concern. Gallup studies have shown that people with low wellbeing scores can cost a company up to $28,000 a year, compared to only $840 for happy and engaged workers.   The fix: Overwork is the number one reason for physical/mental stress-related ailments (which can range from depression and anger to cardiovascular illnesses). Analyze your operations to identify sources...
Read More
10.15.20
How to Approach Your Boss About Work-Life Balance
Do you feel like your workload is beyond your current capabilities? You aren't the only one.   Especially in this time of COVID-19, many people need to cut back on their working hours because they have family members to care for or concerns about their own health and safety in the workplace. Or you may be in the situation of answering to a boss who expects you to work overtime every day — and you're afraid to say no because you could get laid off, or at least a bad performance review.   Life commitments outside of work — such as family, education or even just relaxing and recharging — should get their fair share of your time and energy. If you don't maintain this balance, you risk getting burned out, and then you'll be no good to either your employer or yourself.   If the time has come to bring up this tricky subject with your boss, here's how to go about it for the best chance of a satisfactory outcome.   Identify the Problem The first step to finding a solution is...
Read More
10.12.20
The Most Important Part of Recruiting Is What Happens Next
$3,500 per new hire in recruiting costs (advertising, HR's time/labor, etc.) $702 average cost to train a new employee 6 months to break-even point on a new employee's productivity level   With numbers like these staring us in the face, it behooves any company to make sure their new employee sticks around long enough to deliver a return on their investment. And that means making retention a top priority.   Want even more reasons to work on your employee retention? Contented employees are more productive, as many studies have shown Frequent introduction of newbies stresses the whole team, increasing job dissatisfaction It costs more to replace an employee than to improve their job satisfaction   Why They Leave — It's Not Always About the Money Surveys of workers who quit their job reveal that salary is not even among the top five reasons. More often, the decision to leave is motivated by unhappiness with conditions such as an unpleasant work environment,...
Read More
General

Title

More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.