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10 Relationship Questions Every Couple Needs to Ask Themselves

10 Relationship Questions Every Couple Needs to Ask Themselves

Every now and then, it’s a good idea to do a ‘health check’ on your relationship. When we neglect our relationships, problems can arise and before long you may realize that you aren’t getting along as well as before. In order to nurture closeness and be sure that you are in the right relationship, rather than just going through the motions, ask yourselves the following questions to gauge whether or not you are still on the right track.

1) Do you and your partner fight or argue with increasing frequency?

If you are arguing more than usual, ask yourself what the source if the conflict is. Nip it in the bud and deal with it before it becomes a bigger problem. Letting problems stick around can lead to resentment and a loss of loving feelings towards one another.

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2) Do you feel that your emotional needs are not being met?

This question is very important. If either of you feel your emotional needs are not being met, now is the time to change things. When emotional needs are not being met, it has a destructive effect on the relationship. We start assuming that the other person doesn’t care, and we begin to do less for our partners with an attitude of, “they don’t do it for me, so why should I do it for them?” This inevitably will lead to bigger problems. Sit down with your partner and make a list of three to five things that they can do to meet your emotional needs. Make an effort to incorporate those actions listed as often as possible to restore goodwill in the relationship.

3) Are you physically frustrated in your relationship?

Affection is part of the whole package. A complete lack of touch and affection leads to a disconnection whether you realize it or not. If all tactile behavior has ceased, make an effort to give one another a foot rub or shoulder rub. Tap them on the shoulder as you walk by–focus on touch to reconnect and feel closer. If sex is non-existent, talk about it and re-introduce touch slowly. Begin with baby steps–be sure not to pressure you partner.

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4) Do you think that your partner places their job or other priorities ahead of you?

When we don’t feel important in a relationship, our thinking begins to change and we find ways to feel important in other ways. Often these ways can be non-productive and lead to more problems. Discuss your feelings with your partner–they may not even realize how you feel. Try to compromise and find ways to work around the circumstances so that you may feel important again. Everyone likes an attentive partner. Consider too, whether this situation is temporary and calls for a little patience in the short term.

5) Do you feel that you are being used?

If you feel used on some level, this suggests a trust issue. Trust your instincts. If your partner ignores your needs and always puts themselves first, it’s not a good sign. Every relationship requires give and take in order to survive.

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6) Do you feel there is more to life than that which you are living in this relationship?

Are you feeling restless? Do you look around at other people and fantasize about being in another relationship? Sometimes we do this when we are angry with our partner, but if this is developing into a regular behavioral pattern, it suggests that there are underlying issues. Ask yourself whether there are things you could be doing together as a couple. Make the effort to do something fun at least once a month to keep the fire alive

7) Have you had to stop being yourself in order to keep the peace in the relationship?

When you stop being yourself, you start living a lie. When a partner tries to change you consistently, they are sending you a message that you are not good enough as you are. Trying to be someone you’re not is a losing game–you need to be loved for who you essentially are. That is what we all wish for. You can’t change your character, but you can compromise and change some behaviors–know the difference.

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8) Is guilt a major factor in your relationship?

Do you stay in your relationship out of guilt? Do you feel a duty to stay for some reason? If you aren’t staying out of love and friendship it might be time to question your motives. Guilt is never a good reason to continue a relationship and the long term prospects of a relationship based on guilt are not good.

9) Do you feel that you give while your partner takes?

Who makes all the effort in the relationship? Every relationship, without exception needs to be nurtured. I like to think of relationships like gardens. If you don’t tend to them, ‘weeds’ start to grow. If you feel that you are the only one that legitimately works on the relationship, it’s time to have a heart-to-heart chat. Often, there could just be a miscommunication and once the topic has been discussed, you can both find ways to feel that equal effort is being rendered.

10) Are you in this relationship today simply because it feels safe and allows you to stay in your comfort zone?

I have come across many people who stay in relationships, not because they are happy, but because it is all they know. They stay out of fear of the unknown. Don’t allow self limiting beliefs to stop you from leading a full life. Be brave. Get out there and make sure that you are living the best possible life for you.

Relationships take work. Two unique individuals with their different personalities, backgrounds and preferences always makes for an interesting mix. Compromise, communication and consideration go a long way to keeping a relationship healthy. Develop your own interests and you’ll have more to bring to the relationship. Above all, have fun and communicate regularly. All too often we make assumptions about what our other half is thinking, and this is often wrong. We get annoyed, assume and then become angry. Speak openly, express your feelings and above all make time for lighthearted activities. Too many chores and too much monotony and routine are never good for a relationship. Go out and have some fun together!

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Mandy Kloppers

Mandy is a Psychologist/CBT therapist who believes getting through life is easier with a robust sense of humour.

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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