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> You can neglect new hires just as effectively in an office, and you can support new hires just as effectively over Teams. My experience is that some people a
by kaashif 3y ago
> You can neglect new hires just as effectively in an office, and you can support new hires just as effectively over Teams.
My experience is that some people are just much less likely to ask questions over Slack or start a Zoom call, which hurts them.
My productivity is higher if I don't have people asking me stuff, but if those questions just never get asked it's bad for new hires' growth.
There might be ways to fix this but I don't know what they are. Just telling people "feel free to ask questions whenever" doesn't always work. Having regular meetings just results in people withholding questions until those meetings.
I don't think it's possible to lower the bar for questions to the same level as just opening your mouth and speaking, maybe with a constant Zoom call but no-one wants to do that.
- odyssey7 3y agoIf the organization has a widespread issue where employees hesitate to ask questions via impromptu Slack messages or phone calls, then managers need more training on establishing an effective organizational culture. Here is a guide from Forbes that could be considered. https://www.forbes.com/sites/forbesbusinesscouncil/2021/07/14/how-to-build-a-strong-organizational-culture/?sh=2fcf15f96dd8 https://www.forbes.com/sites/forbesbusinesscouncil/2021/07/1...
- erik_seaberg 3y agoThe bar for delaying an ongoing project needs to be higher than just opening your mouth. Batching questions works well; not all of your tasks should be completely blocked. I like using a team Slack channel and seeing who happens to become available to respond, because other people also see the answer when they have time.