2 Questions to Ask to Keep Your Job

When we apply for and actually get a job, it seems that everything will be smooth going. We have a job, a weekly paycheck, some peace of mind and security at last! However, there may be pitfalls coming that can be avoided if you know what to ask your employer ahead of time. There are two topics you should raise before you risk getting fired!

1. Upon starting your job, ask your supervisor about evaluations of performance and when these should occur. Hopefully, an evaluation will take place early enough during the probationary period that has been designated (most companies have these probationary periods, whether they say so or not).

2. When the evaluation takes place, ask about areas of self-improvement and where changes should be made. Ask very straightforwardly about any areas that your employer thinks are weak in your performance, and inquire as to how much time you have to rectify these. Be positive that you and your employer are on the same wavelength as to what these areas are and the changes that should be made.

I had a friend who found a job after months of unemployment. She was ecstatic – it was a stable company that paid good wages and furnished very nice fringe benefits. She was especially happy about this as she was in the middle of a divorce, and desperately needed the work.

Exactly eighty-nine days after being hired, she was terminated. (This was also three days after she returned from the out-of-state funeral of her youngest brother, who had died horribly of cancer at the age of 26.) They fired her on a Friday and handed her her last paycheck, saying that they noticed that she had been “distracted” for the last few weeks and needed someone more “focused!”

Of course, they were aware that her brother had died – but as the person dealing out the bad news said, “Business is business!”

My friend said she had no idea anything was wrong with her performance up to that time. She had enjoyed the work, liked the people, was always on time, and so forth. (Of course, she had taken off three days for her brother’s funeral!) Admittedly, I’m sure she was “distracted” over his cancer and death, so her performance was probably not the best. However, perhaps her termination could have been avoided if she had asked questions prior to that time.

What do you think – what should new employees ask their managers?

4 thoughts on “2 Questions to Ask to Keep Your Job

  1. Pingback: What’s Your Dream Job? | California Psychics Blog

  2. wingedunicorn25

    oh please the death in the family most likely had nothign to do with it. this was planned. after 90 days, she would be eligible for whatever benefit plan they have: medical, 401K, vacation, PTO. by saying she was distracted, they can also refuse her unemployment. this was ‘business as usual’ it’s the 89 days that is the tip-off.

  3. Gina Rose ext.9500Gina Rose ext.9500


    A good manager or supervisor leads by example……their is a differance between leading and managing and just intimidating and pushing.

    ****** and The Law of Karma is 24/7 and as such, also applies in the workplace…..( or should).

    A good manager wants to keep up the moral in the workplace, and not ” rule by intimidation “……you want your people to work for you , yes,…. but equally important to work WITH you….

    Without ” good worker bees “……the hive is unproductive and useless.

    Blessed Be )O(
    Gina Rose ext.9500

    PS…..CP is an excellent example of a company that treats, not only their clients, but their employees as well, with respect and in the spirit of all united in cooperation. That is something I rarely see or hear of today.

  4. Gina Rose ext.9500Gina Rose ext.9500

    Yes, asking those questions might have saved her that job…..

    ….AND would have showed her employer that she was interested, and, more importantly involved in and focused on the work……. AND working on improvement .

    However, as somebody who has hired and fired in the past……I think the manager should have engaged her in a conversation at least halfway thru her 89 days probation period to show her what area she needed improvement in.
    I always used to sit down, several times ,with new employees to help them to discuss their weak points and areas that needed improvement improvement…. AND to praise their strong points as well. ( Good for moral ) !!!!!!
    I feel, in this case anyway, that fault lies more with the manager in this case…..people are people, not robots.
    In general, I’ve found, that people want to work and improve…..it is up to the managerial staff to point out what area needs improvement……at the very least, during a probation period.

    Blessed Be )O(
    Gina Rose ext.9500


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