Employee Questions: The Key to Success or Micro-Management?

The way I see it, a new employee who is asking lots of questions is demonstrating a genuine desire to do the job right. That's a good thing in my books. However, when I find myself answering the same question multiple times, particularly in a short period, I start to feel annoyed and wonder if they're truly capable of handling the job.

On the other hand, new employees who don't ask any questions at all concern me. I have to watch them closely because they might attempt to take initiative and do something without understanding the correct procedure, potentially creating either a problematic situation or even a safety hazard. Their intentions may be good, but they need to check in before performing unfamiliar tasks.

Micro-Management and Employee Engagement

As someone who wants the job done right, I would prefer employees to ask questions. If they aren't asking questions, it puts me in a situation I really hate: micro-management. Having to constantly oversee and nitpick every step can be frustrating. Instead, I would much rather they engage with me about the project and seek guidance.

Common Issues When Questions Are Not Asked

If an employee is continuously asking the same questions, it raises the possibility that I may have failed as their trainer. Perhaps I have not conveyed the information effectively, or the employee feels intimidated and is second-guessing decisions.

Conversely, if an employee doesn't ask any questions, it could indicate a deep-seated fear of making mistakes or looking unintelligent. It might also show a refusal to take personal responsibility for their tasks and any issues that arise.

STEM Field Insights and Best Practices

I work in a STEM field and have hired many new employees over the years. In my experience, the best new hire will have a grasp of the job's specific details, methods, and processes. They should ask detailed questions about the specifics and also about the high-level reasons behind certain procedures. For new professional employees, the focus should primarily be on understanding the overall processes and the rationale behind them.

Avoiding overly micromanaging requires building a culture of trust. Encourage questions and provide clear, concise training to ensure that employees feel comfortable asking when in doubt. This not only helps in creating a competent workforce but also fosters a positive and productive work environment.

Conclusion

The key to success lies in finding a balance between encouraging questions and fostering confidence in new employees. By addressing common issues and implementing best practices, we can create a more effective and harmonious workplace. Remember, the goal is to empower employees to ask questions while also developing their independence and problem-solving skills.