Timeline for Training a direct supervisor
Current License: CC BY-SA 3.0
10 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Jan 18, 2014 at 4:11 | history | tweeted | twitter.com/#!/StackWorkplace/status/424393680259403777 | ||
| Jan 17, 2014 at 21:40 | comment | added | Amy Blankenship | In that case, maybe you can prevail on him in his capacity as manager to devise a strategy to ensure floors are kept free of obstructions. Please keep in mind that when you're learning a lot of new tasks, simple and easy tasks may fall by the wayside. | |
| Jan 17, 2014 at 20:09 | answer | added | bethlakshmi | timeline score: 1 | |
| Jan 17, 2014 at 19:36 | answer | added | corsiKa | timeline score: 0 | |
| Jan 17, 2014 at 19:32 | comment | added | Telastyn | I asked a releated question earlier that might have some tidbits related to this. | |
| Jan 17, 2014 at 18:38 | answer | added | Joe Strazzere | timeline score: 5 | |
| Jan 17, 2014 at 18:30 | comment | added | apaul | @AmyBlankenship I've tried to do that in some situations, but some of the things he does are a little too obvious to be able to question lead without coming across as condescending. As in "When you empty a box of product, do you see an advantage to leaving the empty box on the floor rather than throwing it away?" | |
| Jan 17, 2014 at 18:21 | comment | added | Amy Blankenship | Something that doesn't come easily to me but I've read about :)... Try asking questions that lead the supervisor to correct himself instead of correcting him. "What would happen if you did it this other way instead?" or "When I showed you how to do this, we did this like X. You did it like Y. What advantage do you see in doing it like Y? Did you think about Z?" | |
| Jan 17, 2014 at 18:13 | review | First posts | |||
| Jan 17, 2014 at 19:10 | |||||
| Jan 17, 2014 at 17:56 | history | asked | apaul | CC BY-SA 3.0 |