When we communicate in our jobs or in interviews too many times we expect to be told what we need to know. We assume the person we are in communication with will take the time and effort to provide the appropriate information and maybe even announce the ‘epilogue’ of the end of the discussion. And of course we all realize this is not the case. Communication is two-way and if we don’t ask questions to help us get the information we really need it likely will not come our way.
Here are two ways to correctly push for the ‘know’:
The Behavioral Question: Interviewers use behavioral questioning all the time by asking for examples of work, actions and activities. They continue the line of questioning by asking for outcome data, specifically what were the results of the example shared. Now this line of questioning can be very helpful and as an employee seeking a promotion or a candidate seeking work you should prepare and practice for behavioral interview questions. Take the process one step further and prepare questions to ask the manager or prospective employer. For instance, if you seek a dynamic culture where career development is provided, ask the employer if the program is offered and follow up by asking for a specific example and outcome. If a promotion is possible and you want assurance your voice and work will be valued, ask for an example of how a previous worker was promoted how the manager put a successful development program in place, what the outcome was and what you can do to advance in the organization.
The Close Question: In work or interview situations we find ourselves in negotiations where we have the opportunity to close the conversation or event, but we rarely take the time to push for the other side to tell us no. Frankly we are afraid of the response so we don’t ask. Example:”If I complete this project successfully this year will I receive my annual bonus?” Or, “based on the position description, my background and the two interviews I attended, am I the right candidate for the job? And if I am are you prepared to make me an offer?”
These questions must be presented in ways that are not offensive and are in the best interest of the organization. So please do so with positive words, actions and a smile never hurts.
Bottom line: we need to KNOW and won’t KNOW unless we ask
