Hello, lovely readers!
Apologies for not updating the blog well enough this week. I was really swamped with work and if I had attempted to stay put with my blogging schedule, I would have been pushing it too far. I always recommend getting adequate rest at all times even though our modern world can be so fast these days. All the same, I had to live by my mantra: take it slow!
I am back on schedule, I suppose, and I hope you were able to catch up on all previous posts you must have missed in the past.
I received an email from a reader and today’s post will be based on the question.
Great job you do with the blog. I have a question and I’ll be happy to have you answer it. I have a new worker in our office. I am supposed to be in charge of her basic training. She asks me the weirdest questions. I love to think that I do a good job as a trainer but her questions just put me off. she won’t even let me finish a sentence before she continues asking and making me stressed out. How do I handle her, yet appear professional?
Thanks in advance.”
First and foremost, thumbs up for being a trainer. That position adds to your skills in many ways and would also teach you on patience which I believe you have learned so far. I am happy to know that you haven’t done anything unprofessional, rather, you are seeking ways out to handle this situation in an amicable manner.
It can be a little overwhelming to be new on a job and I can only imagine what this new colleague of yours may be going through, so you may have to exercise more patience with her. However, this shouldn’t affect your emotional wellbeing as well. I will make a few suggestions below and I expect that it helps with this situation.
1. Schedule a meeting
Consider scheduling a meeting with this new co-worker and try to explain to her, your role as a trainer. Let her be aware of the areas you’d be training her on. This is a formal meeting and you would have a better audience since you’d be doing more of the speaking and she would have to listen to you.
Let her know what your primary responsibility as a trainer is and let her know what your goals are at the end of the training. Remind her that irrespective of the fact that you would have to be training her, you equally have other assignments that you have to carry out on your job.
Discuss with her specific time of the day that you would be willing to spend training her so that you can have the rest of the day to spend on your own tasks as well.
2. Let her Speak (Just listen)
Some people ask so many questions but are unwilling to listen. I presume this is the case for you, judging from your email. What you can do is let her speak, allow her to let it out. Just give her time to spill out every possible question she may have.
When you feel that she is done, inquire from her again if she is really done with asking and then answer her quesions. You don’t want to make her feel uncomfortable to ask questions in the future which may turn out to be important.
3. Plan Question Time
Like I earlier stated in the first point, it will be good for you to schedule a time of the day when questions can be asked. It will help you manage your own personal affairs and still have time to help in her training. Let her know that she can prepare or write out her questions early enough and you would both have enough time to sit together to work things out.
4. Ask her for her possible solutions
It could very well be that this new co-worker wasn’t given the privilege to make decisions in her previous job. Help her become better at problem-solving by asking her what she would do. Ask her for her own possible solution when she brings up a question, this will help her get better on the job and improve her problem-solving skills.
Sometimes people need to hear their questions thrown back at them and they would better appreciate it. I believe this will help her become more practical on the job.
5. Prepare process guides
If you have a process guide for your company, it will be a great idea to share this with her because pretty much any question she has would be answered in it. If not, this is a great time to prepare one. Process guides help with explaining in details the processes of the company and how things should be done. It’s a step by step guide and will be very useful to the both of you. You can also craft out a flow chart or diagram, anything that explains in details what is expected of her in her new role would be greatly appreciated by her.
I hope you find these suggestions useful. I understand that you may feel a bit distracted by the incessant questions she may have, but I’m sure with proper planning and these tips everything will be better managed. As much as possible, please bear with this new co-worker, she is in a new environment and would need a lot of help and support to gradually understand the intricacies of her new role.
Try as much as possible to not dissuade her from asking questions, because asking questions have never been a bad thing. I really understand that you may also need your personal time.
If you are reading this, please share with us other suggestions you may have for this reader. How do you think this reader can go about handling the new co-worker?
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