[Esophagus4]

> if they don't and want to work, great.

Interesting thought, I had never considered cancelling if they don’t have anything. Thanks for that.

My thought was always, “I want to give everyone that time no matter what, and if they don’t have anything, then I go to a list of questions I have for every 1-1 if we have time. Stuff like, “how are you feeling with ${latest_company_happenings}?” or “how do you think the team is doing?” or “are you interested in the work these days, or burnt out?” or ask them about some problem I’m trying to solve for the team and how they’d approach it.

Ala: https://randsinrepose.com/archives/the-update-the-vent-and-t...

[garciasn]

Empowerment of your team is the single most impactful thing you can do for them. This is one small way of making them feel that they truly have autonomy.

[ponector]

>“how are you feeling with ${latest_company_happenings}?” or “how do you think the team is doing?” or “are you interested in the work these days, or burnt out?”

That is the worst questions to ask to the experienced people. You cannot share your negative feelings, so the answer should be socially acceptable bullshit.

Are you burnt out? Yes? Sorry to hear that! I'll put a high attrition risk to your name in the system.

Like asking during the job interview the question: Why do you want to work here? I need money and you have an open position! But you cannot answer that to pass the gatekeeper.

[Esophagus4]

> That is the worst questions to ask to the experienced people.

God what a know-it-all. This is just a vent without substance by someone that I can safely assume hates his job and his manager.

[episteme]

This very much depends on the place and the level of maturity in how you share the negativity. Good managers will try to understand and help you, that's a large part of their job.

Also, if you are a high performer then being an attrition risk isn't necessarily a bad thing, it's in the companies best interest to try keep people who are important.