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> Maybe he does not realize what he is doing Based on my knowledge and experience, he is pretty good. Problem is, I don't know how to talk and where to start
by fxemployeeth 3y ago
> Maybe he does not realize what he is doing
Based on my knowledge and experience, he is pretty good.
Problem is, I don't know how to talk and where to start conversation. I asked him if he can share a feedback for a work I am doing so far, but he is very good at hiding his emotions, praising with generic things and as an autistic, I don't get the emotions anyway.
It feels like he is trying to motivate me, because he sees gap somewhere. But no exact reason has been shared, if he sees a problem or everything is good and he just needs me in different project
- strangattractor 3y agoJust start with something simple and create a paper trail. It would verify that this is indeed happening and give you help in the event you have a poor review. When and if you are either forced or want to discuss it with them having a detailed data set will keep the discussion focussed on the facts and away from subjective or poorly documented criticism. > It feels like he is trying to motivate me, because he sees gap somewhere. But no exact reason has been shared, if he sees a problem or everything is good and he just needs me in different project If you decide to discuss it with them the above seems like a reasonable tact. Managers need feedback as to how what they are doing is working. Not knowing why they are doing what they are doing is making your job more difficult or stressful. It does not necessarily need to be presented as a criticism of their management style. Maybe present it as a way to better understand and do a your job.