Leadership Training: 3 Management Classes Tips for Handling Employee Questions

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Class Objectives:

At the 90-day post-class assessment, participants will have:

Demonstrated (on the job) an understanding that the intuitive style of leadership (self-centered, directive) will only work in special circumstances and will have made noticeable improvement in working themselves toward a management leadership style (participatory, empowering)

Spent more time "leading and managing" and less time "doing"

Used the action planning process to plan and implement at least one important initiative that has a positive impact on business results

Used the decision-making technique on the job to arrive at sound decisions that have or will have a positive impact on business results

Demonstrated greater ability to function in teamwork situations

Developed and successfully used a system of control by exception

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3 Management Classes Tips for Handling Employee Questions

Employees who bring up last-minute questions at the end of meeting are a thorny challenge, even for the manager who is disciplined about staying on time.

These "oh, by the way,..." questions seem to be on the rise. Maybe more employees want to squeeze extra value out of the meeting to either maximize their time with the manager, or to stall for more time before getting back to work.

These "oh-by-the-ways" -- or the most ridiculous question of all -- "Gotta a minute?" -- afterthoughts cause delays for you and other team members. Because they often come up after you've closed the meeting.

Handling the last-minute questions can take up a lot of a managers' time.

Don't let the "doorknob syndrome" de-rail you. Try these tips to rein in the problems that it can create.

1. Prevention Is Best

Simply don't allow it. Let the person know in no uncertain terms that the meeting is over. You not available to handle their "doorknob." Respectfully, directly and purposefully show them the door.

2. Ask her/him to Schedule Another Time

Some employees raise issues that can be delayed. Instead of curtly saying that you have 3 other meetings coming up and no time to talk, politely defer that last-minute "oh-by-the-way." Try saying, "Sam, the issue that you are raising is so important that I'd like to allow enough time to thoroughly discuss it with you." Give him/her a follow-up appointment.

3. Make The Employee Work

Teach your employees that any "gotta minute?" issues must be presented in a scheduled meeting with the following information completed:

Clear, written, brief articulation of the issue;
Why it is important;
Does anyone else need to be involved in the solution?
What the employee has already considered;
What suggestions the employee has for solving the problem. You must insist on this last one. No suggestions -- no meeting. Encourage the person to ask colleagues for suggestions;
Get clear on, does this require a simple "OK" or "Not OK" from the manager, or is a discussion necessary;
Finally, do not let the question go away. If the employee does not follow-up ask him or her how s/he resolved it. Some employees will not follow-up in an attempt to do the required work. Not acceptable.

Last-minute employee "oh-by-the-ways" can be frustrating to an already busy manager, they will never go away completely.

A well-executed, put-the-monkey-where-it-belongs strategy will help prevent, manage, and teach people to be more self-reliant achievers. They'll be more satisfied and empowered. You'll be happier. And a happy manager is much more fun to live with -- at work and at home.

Source: Dr. Jim Sellner, PhD link

Related: Management Classes