#DirectorFeedback #OneOnOneConversations #OfficeCulture
So, you’ve had a strange encounter with your director and now you’re left wondering what it all means. Don’t worry, you’re not alone. Many employees have found themselves in similar situations, feeling confused and unsure about how to move forward. Let’s take a closer look at the conversation you had with your director and what it might mean for you.
Understanding the Conversation
First and foremost, it’s important to understand that your director’s intention was likely to provide constructive feedback and express some concerns. However, the way he chose to convey his message may have come across as a bit harsh or confusing. Here’s a breakdown of the key points from the conversation:
1. Concerns about Social Behavior: Your director expressed concerns about your social behavior within the team, particularly referencing your absence from team events and gatherings.
2. Use of Strong Language: The use of the phrase “smack this aloof attitude out of your face” may have caught you off guard and left you feeling puzzled. It’s important to note that this could simply be a case of the director using colorful language to make his point, rather than a threat or indication of deeper issues.
3. Expressing Concern: Your director may have used the term “concerned” to convey that he genuinely cares about your well-being and wants to see you integrate more with the team.
Deciphering the Message
Now that we’ve broken down the conversation, let’s try to decipher what your director’s message might actually mean. Here are a few potential interpretations:
1. Encouragement to Socialize: It’s possible that your director simply wants to see you become more involved in team activities and social gatherings. By using strong language, he may have been trying to emphasize the importance of this behavior change.
2. Relationship Building: Socializing with your colleagues can play a significant role in building strong relationships and improving teamwork. Your director could be highlighting the benefits of being more active in team events for collaborative success.
3. Concern for Team Dynamics: Your director’s concerns may stem from a desire to ensure a positive and inclusive team dynamic. By encouraging your participation in social activities, he may hope to foster a more cohesive and supportive work environment.
What to Do Next
Feeling uncertain about how to proceed after a conversation like this is completely normal. Here are some steps you can take to address the situation and move forward:
1. Request Clarification: If you’re unsure about your director’s intentions or the meaning behind his words, consider scheduling another one-on-one conversation to request clarification. This will give you the opportunity to express your thoughts and seek further explanation.
2. Reflect on Feedback: Take some time to reflect on the feedback provided by your director. Consider whether there are opportunities for you to become more involved in team activities and if there are any underlying reasons for your current level of participation.
3. Seek Support: If you’re feeling unsettled or concerned about the interaction, don’t hesitate to seek support from a trusted colleague, mentor, or HR representative. Discussing your thoughts with others can provide valuable perspectives and guidance.
Moving Forward with Confidence
In conclusion, it’s important to approach your conversation with the director with an open mind and a willingness to understand his perspective. By seeking clarification, reflecting on the feedback, and seeking support if needed, you can navigate this situation with confidence and clarity.
Remember, these types of interactions are all part of professional growth and development. Embracing feedback and using it as an opportunity for self-improvement can lead to positive outcomes in your role and your relationships within the team. Good luck!
He means that not attending Christmas parties or drinks and other networking events is likely a career limiting move. It’s honestly decent advice
Quick answer: probably he likes you enough to care going through this type of feedback.
Otherwise it would be easier to let you not getting closer to the rest of the team.
I myself consider that the team being close / team building in general is something desirable and part of a stronger team.
Don’t think you should be “worried” but if my manager bitched about me missing a happy hour while simultaneously saying he wanted to hit me, I probably wouldn’t want to work for them lol. Not everyone wants to socialize with their coworkers outside 9-5, nor should they feel like they have to imo.
He gave you some bloody good advice.
You shouldn’t be worried, I think he is genuinely looking out for you as it’s an expectation that bankers attend these types of events, especially if they are looking to climb the ladder.
Socializing with your team is important, and part of the job
Newsflash- he can’t order you to go get drunk with your coworkers at optional events, but it would really be in your best interest to do so. He’s trying to throw you a lifeline here. They’re not optional, just like tipping. The unwritten rules are the hardest.
And maybe it’s just because of the holiday party, but whatever you’re doing to appear aloof, stop it .
That means you are not getting the hints that he’s been sending to you. He wants to smack your “aloof attitude out of your face” because you don’t seem to get it all despite his efforts.
Stop playing Valorant (lmao) and make some efforts to attend these social events especially if you are a junior employee.
I wish my team went out for drinks and parties more…we’re so lame lol
“Cultural fit” is a more important parameter in IB and all forms of high finance than pretty much anything else, even hard skills.
Show up to those fucking events dude
Based on your own description of the man, he’s a guy who values relationships. His comment/concern with you is that that he doesn’t observe you valuing relationships.
It’s possible that you do value relationships, but that you show it in a way that’s different from your director (and potentially not within the cultural norms of your office – I.e., getting drinks with others).
You have to ask yourself if you truly value others and if you want to do something to outwardly show that you care.
Go to more social events, connect with the team more