As a newly minted first line manager, I was eager to help my team. As I met with each person on the team, each one explained what he or she was working on. I asked a series of questions. Those questions were usually asked with the unspoken assumption that the employee hadn’t done something or considered something important in doing their job. After all, I was helping!

In one of these meetings, an employee said to me, “You know, it would be much more productive if you asked me if I did those things already instead of assuming I haven’t.” Oh. She didn’t say, ‘trust me to do those things,’ but that’s what I heard. I’ve always wanted my employees to trust me and here I was – not trusting them to do their jobs.

 Never make assumptions.

At some point in our careers, we all enjoy (not!) the manager that doesn’t trust his staff. You know the one. The one who assumes you haven’t done the simple things already and instead tells you to do them never asking if you already have.

Here I was, being that manager. Argh.

I didn’t think I was being an assuming type of manager. I really believed it was helpful to ask those questions. I still slip up every now and then and ask assuming questions. Sometimes I catch myself and respond with, “But I know you probably already considered that, right?” It’s how I try to recover from making assumptions. Why take the time to recover? Because making assumptions can damage the relationship I have with my employee.

So when talking to your employees remember what it feels like to have your manager make assumptions about you. Holding that thought in place, ask your employee what has already been considered or done. This is so much more respectful of your employees and you might end up very surprised by their answers.