Anonymous
09/18/2015 02:43
Subject: Tension at work
Just tell them that you are concerned as you feel as if something may possibly be bothering them and if that is the case, let them know that you are more than welcoming to any discussion of current issues with them.
Once you have opened that up, then perhaps they will take the opportunity to let you know how they have been feeling.
Good communications is vital to any and all relationships, professional as well as personal.
Once you have opened that up, then perhaps they will take the opportunity to let you know how they have been feeling.
Good communications is vital to any and all relationships, professional as well as personal.
Anonymous
09/15/2015 20:57
Subject: Tension at work
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:I would recommend asking an open ended question and inviting feedback, rather than saying there's tension - let's resolve it. I realize this is a more personal work relationship than most, but it's still best, IMO, to keep it focused on the job rather than on emotions and personalities.
I'd respond better to a request to check-in on how things are going, how your bosses' would like to see your tasks change now that your charge is older, what if anything they'd like to see less of. Those get at the solutions - rather than dwell on the problem.
How would you say this exactly, PP?
No response from the nut case poster, of course.
PP here and I do not see the poster as a nutcase at all - I think her point is valid and important. I just need a little help in phrasing it to my employer.
Interesting take from above on my "fewer emotions, more work" slant. Ah, anyway - OP, I would phrase it basically as I stated above. A more fleshed out version could be:
1. Request for check-in meeting: "Hi MB, now that little Johnnie is two, I thought it would be good to just have a check-in on how things are going - make sure we're on the same page about activities, things you'd like me to start doing with him, maybe some educational components, etc. Would you & DB be free sometime next week?"
2. At the check-in meeting, something along the lines of "I realize a lot changes at this age and I thought it would be good for us to just check-in and talk about what you think Johnnie's days should look like. He seems really interested in letters and numbers now, which I'm working with him on XYZ. Are there other emerging interests you'd like me to pay special attention to?" Then, when that wraps up, move on to physical development - "Did you have any thoughts on potty training? I know some parents like to start soon after 2, some prefer later - did you have a time frame in mind or should we just keep an eye out for signs of readiness?" Then, when that wraps up, move on to more open ended "Are there any other aspects of Johnnie's care you thought could use some adapting now that he's older?" and just see how they react. Leave it open - listen to what they want. If they ask for your ideas, have some, ie - you think he's ready for little tumblers.
Obviously, you need to tailor it to their communication preferences, but this is just an example that I would receive well.
OP here and thank you so much for taking the time to respond. I will take your advice and try this approach tomorrow as it feels right to me.
Very kind of your to help me. It is much appreciated.
Anonymous
09/15/2015 15:19
Subject: Tension at work
Something may have been going wrong or annoying them and now it is happening more and more. They probably regret not speaking up sooner, when it was more minor.
Either find a way to speak about "is everything Ok", or y will not get repaired. Asking for a mid year review might help. Or simply ask is there anything more you could do or change how you did it that would make their lives easier? (Within reason of course, but this question might breakthrough and get them to open up). It could be as simple as don't drink the orange juice please!
Either find a way to speak about "is everything Ok", or y will not get repaired. Asking for a mid year review might help. Or simply ask is there anything more you could do or change how you did it that would make their lives easier? (Within reason of course, but this question might breakthrough and get them to open up). It could be as simple as don't drink the orange juice please!
Anonymous
09/15/2015 14:37
Subject: Tension at work
Anonymous wrote:Why are you getting bugged by them? Why do you think they are bugged by you? How do you act because they annoy you?
Why so many silly questions?
Anonymous
09/15/2015 14:34
Subject: Tension at work
Why are you getting bugged by them? Why do you think they are bugged by you? How do you act because they annoy you?
Anonymous
09/15/2015 12:16
Subject: Tension at work
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:I would recommend asking an open ended question and inviting feedback, rather than saying there's tension - let's resolve it. I realize this is a more personal work relationship than most, but it's still best, IMO, to keep it focused on the job rather than on emotions and personalities.
I'd respond better to a request to check-in on how things are going, how your bosses' would like to see your tasks change now that your charge is older, what if anything they'd like to see less of. Those get at the solutions - rather than dwell on the problem.
How would you say this exactly, PP?
No response from the nut case poster, of course.
PP here and I do not see the poster as a nutcase at all - I think her point is valid and important. I just need a little help in phrasing it to my employer.
Interesting take from above on my "fewer emotions, more work" slant. Ah, anyway - OP, I would phrase it basically as I stated above. A more fleshed out version could be:
1. Request for check-in meeting: "Hi MB, now that little Johnnie is two, I thought it would be good to just have a check-in on how things are going - make sure we're on the same page about activities, things you'd like me to start doing with him, maybe some educational components, etc. Would you & DB be free sometime next week?"
2. At the check-in meeting, something along the lines of "I realize a lot changes at this age and I thought it would be good for us to just check-in and talk about what you think Johnnie's days should look like. He seems really interested in letters and numbers now, which I'm working with him on XYZ. Are there other emerging interests you'd like me to pay special attention to?" Then, when that wraps up, move on to physical development - "Did you have any thoughts on potty training? I know some parents like to start soon after 2, some prefer later - did you have a time frame in mind or should we just keep an eye out for signs of readiness?" Then, when that wraps up, move on to more open ended "Are there any other aspects of Johnnie's care you thought could use some adapting now that he's older?" and just see how they react. Leave it open - listen to what they want. If they ask for your ideas, have some, ie - you think he's ready for little tumblers.
Obviously, you need to tailor it to their communication preferences, but this is just an example that I would receive well.
Anonymous
09/15/2015 11:45
Subject: Tension at work
Anonymous wrote:Anonymous wrote:Anonymous wrote:I would recommend asking an open ended question and inviting feedback, rather than saying there's tension - let's resolve it. I realize this is a more personal work relationship than most, but it's still best, IMO, to keep it focused on the job rather than on emotions and personalities.
I'd respond better to a request to check-in on how things are going, how your bosses' would like to see your tasks change now that your charge is older, what if anything they'd like to see less of. Those get at the solutions - rather than dwell on the problem.
How would you say this exactly, PP?
No response from the nut case poster, of course.
PP here and I do not see the poster as a nutcase at all - I think her point is valid and important. I just need a little help in phrasing it to my employer.
Anonymous
09/15/2015 11:29
Subject: Tension at work
Anonymous wrote:Anonymous wrote:I would recommend asking an open ended question and inviting feedback, rather than saying there's tension - let's resolve it. I realize this is a more personal work relationship than most, but it's still best, IMO, to keep it focused on the job rather than on emotions and personalities.
I'd respond better to a request to check-in on how things are going, how your bosses' would like to see your tasks change now that your charge is older, what if anything they'd like to see less of. Those get at the solutions - rather than dwell on the problem.
How would you say this exactly, PP?
No response from the nut case poster, of course.
Anonymous
09/15/2015 10:53
Subject: Tension at work
Anonymous wrote:I would recommend asking an open ended question and inviting feedback, rather than saying there's tension - let's resolve it. I realize this is a more personal work relationship than most, but it's still best, IMO, to keep it focused on the job rather than on emotions and personalities.
I'd respond better to a request to check-in on how things are going, how your bosses' would like to see your tasks change now that your charge is older, what if anything they'd like to see less of. Those get at the solutions - rather than dwell on the problem.
How would you say this exactly, PP?
Anonymous
09/15/2015 10:49
Subject: Tension at work
I would recommend asking an open ended question and inviting feedback, rather than saying there's tension - let's resolve it. I realize this is a more personal work relationship than most, but it's still best, IMO, to keep it focused on the job rather than on emotions and personalities.
I'd respond better to a request to check-in on how things are going, how your bosses' would like to see your tasks change now that your charge is older, what if anything they'd like to see less of. Those get at the solutions - rather than dwell on the problem.
I'd respond better to a request to check-in on how things are going, how your bosses' would like to see your tasks change now that your charge is older, what if anything they'd like to see less of. Those get at the solutions - rather than dwell on the problem.