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How to work with someone that regularly arrives as the wrong answer? (lemmy.world)

submitted 6 months ago by [email protected] to c/[email protected]

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I work with a person that went presented with a problem, works through it and arrives at the wrong solution. When I have them show me the steps they took, it seems like they interpret things incorrectly. This isn't a language barrier, and it's not like they aren't reading what someone wrote.

For example, they are working on a product, and needed to wait until the intended recipients of the product were notified by an email that they were going to get it. the person that sent the email to the recipients then forwarded that notification email to this person and said "go ahead and send this to them."

Most people would understand that they are being asked to send the product out. It's a regular process for them.

So he resent the email. He also sent the product, but I'm having a hard time understanding why he thought he was supposed to re-send the email.

I've tried breaking tasks down into smaller steps, writing out the tasks, post-mortem discussion when something doesn't go as planned. What other training or management tasks can I take? Or have I arrived at the "herding kittens" meme?

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[–] [email protected] 3 points 6 months ago

It may be that your comms skills are good enough for most people but not for this person. One option you have is to improve them even further so that it goes beyond being sufficient for the normal people, and also becomes sufficient for this person.

For example, I have never had my instructions misinterpreted. I am autistic. In my experience, both autistics and neurotypicals tend to interpret my instructions with zero difficulty.

I am saying this to indicate that it is possible to use language in a way that works even for the people who need extra precision.

In the scenario you described, the use of the word “this” in the “send this to them” instruction was a predictable failure point in the communication.

Eliminating that word from that communication would have prevented this issue.

If you want to change the individual, have them do significant working memory training. If you want to solve the problem, consider establishing and enforcing a higher level of disambiguity in office communications.