Questions you have always wanted to ask about your job

In a competitive, professional environment — there is always an urge, a lingering question to ask — but we stop short of asking. Is it fear? Is it non-consequential in the grand scheme of things? Will it be misconstrued by colleagues and peers to be offensive?

Irrespective of what it is — to contribute to a healthy work environment, there needs to be a constructive dialogue. Here are some questions and ways to address them.

"I am bored with my job but there aren't any better opportunities out there. What can I do?"

The first thing you need to ask yourself is: What do you really want? Often times you will find that you do really like your job; you've just stopped giving it your all. No matter, your position, there are elements of your job you are bound to love. You may, however, be caught up working on the 80 per cent of the job you're not passionate about, giving it 100 per cent of your time. In that case, you need to find out what the 20 per cent you love is and give it more of your time.

Even if you do decide you do not want your current job, the best way to move forward to a new career is by giving the one you have now your absolute best. This will not only ensure great references for you, it will infuse you with a positive energy that will draw good things to you.

Inappropriate jokes

"My co-worker is often offensive with his jokes and stories. Although others laugh and I am personally not offended, I don't think it's appropriate in the work place. But his manager laughs with him! What can I do?"

Communicate directly but gently

How can we avoid offending the people we work with? It seems as if the answer to this question would be very obvious, but the truth is that different cultures have very different standards of what is acceptable work behaviour and what is not.

This means that quite often a perceived lack of respect in the work place is the result of a misunderstanding where the offending party does not even realise his/her behaviour might seem offensive. As such, the key to overcoming such obstacles is simply open communication.

The best way to do this is to tell people directly but gently when lines have been crossed. Pick a suitable time and place and bring up the subject with tact and in a non-accusatory manner. Try to understand that this person does not mean to offend you or anyone else. If the message is gracefully delivered, your colleague will probably value your input.

Serious offences: Sometimes the offensive behaviour crosses all boundaries especially if they verge towards the sexual or racist. If that is ever the case, the person should be confronted and the behaviour highlighted to people who can control it such as Human Resources.

"I have just found out that I have to report to a new manager and I don't want to. How do I deal with this?"

Ask yourself "Why not?"

Change is always difficult and reporting to a new manager can seem scary, especially if you had built a good rapport with your old one. So, when meeting his replacement for the first time make sure you are not being biased. The best way to do this is by asking yourself the question; "Why don't I want to report to report to this new manager?"

If this person is new, you need to give him the time to prove himself. You also need to trust your superiors' decision to hire him. Your manager has specific skills that make him ideal for his position that you may not be aware of but that your superiors recognize. These are probably not very obvious at the beginning, so it is important that look at your manager with fresh eyes and seek to understand his areas of expertise. If you choose to do this, you give yourself the opportunity to develop a fruitful relationship that could open countless future doors.

Career growth

After all, your rapport with your superiors is crucial to your career growth both in your current company and in future directions you may choose to take. If you feel that the situation is not resolvable and seek new employment, be aware that most interviewers are very keen to understand the nature of your relationships with previous managers. This means that, on the short or long run, holding a grudge against a superior will be detrimental to your career growth. Instead, try to find a good reason to create a harmonious relationship with your new manager.

As such, you may even be able one day to discuss your issues up front with him. By then though, you probably would not have them any more. "I was overlooked for a promotion although I was better qualified. What should I do next?"

Understand promotions and what prompts them

It's easy to blame others for your current career position. But it's important to understand what really prompts promotions. The truth is that getting promoted is not about doing your job very well. It's about doing another job very well. Indeed, a promotion is not just about a salary increase. It actually entails more responsibility, one that you may not be ready for.

Other skills

Before you claim that an injustice has been committed, ask yourself if the promoted person has any skills that you don't. In addition to tangible skills, employers are also looking for passionate, talented and committed people who make things happen. If you feel you meet these criteria and were still overlooked, you should have a heart-to-heart with a superior you trust and ask for honest feedback on your real performance.

This will also give you an opportunity to showcase your dedication and commitment to the position you are aiming for.

However, before reaching out to a superior, there are ten fundamental keys you need to consider in order to determine if you are ready for that promotion. These fundamentals will answer the crucial question: How can you prove you can do the job you're seeking better than anyone else?

• 1. Research the post you have applied for extensively.
• 2. Do you have the necessary knowledge to manage an allocated budget for your department? If not, how can you acquire it?
• 3. Do you understand the process flow within the department in which you have applied for a position? If not, how do you learn it?
• 4. Are you well acquainted with the systems and procedures in the department you aspire to work for?
• 5. Do you know how to manage staff?
• 6. Can you work harmoniously within a team?
• 7. Do you know what are the challenges and problems faced by the department you want to work for?
• 8. Can you provide answers and solutions to some of the identified challenges?
• 9. Can you provide evidence of some your previous work achievements?
• 10. How else can you prove that you can do the job you want?

These keys will give you insights and understanding on what hiring managers look for when interviewing internal staff. Your honest answers to these will determine what you need to do to get the next available promotion. Finally, make sure to advertise your achievements outside your department. Leaders are always looking for the best talent and it's up to you to make yourself noticed. Set yourself a goal, and then once you achieve it — let key colleagues outside your department know. That promotion will soon be yours!

Actions that may be offensive to co-workers

Here are some actions that may offend your co-workers revealed by our studies that may not seem obvious to everyone.

• Having loud telephone conversations.
• Looking at a co-workers computer screens over his or her shoulder.
• Taking supplies from a co-worker's desk.
• Neglecting to say please and thank you.
• Talking behind someone's back.
• Asking someone to lie for you.
• Blaming someone else when you are at fault.
• Taking credit for someone else's work.
• Asking a subordinate to do something unrelated to work, that is, run errands.
• Trying to convert others to your political or religious beliefs.
• Opening someone else's mail.

The writer is HR Director, Bayt.com, a leading online recruitment agency in the region. Opinion expressed here is the writer's own and do not reflect that of Gulf News.