JARGON BAFFLES NEW HIRE.

Byline: KEN LLOYD

Q I am relatively new in my company, and many of the people I work with use a vocabulary that is foreign to me, particularly in terms of made-up words to apply to people or everyday occurrences. I wonder if I just don't fit in here. Is this common? N.V.

A So you do not like sitting around in your cube farm, blame-storming over one issue or another, and feeling like a 404. Translation: You do not like sitting in your office, discussing work failures and feeling like you don't know anything.

There is nothing new about being confused over the words and phrases used by fellow employees. Organizations, like little societies, have always had their own unique vocabularies.

The real problem in your situation is that the company has not done enough to make you feel part of the team. This means that if you want to succeed, you are going to have to act more assertively. If there are words or expressions that you do not understand, ask about them. If using these words makes it easier for you to be understood or get your work done, use them.

In a real sense, you need to try harder to adapt to this new society.

The entire process may feel funny or foreign at first, but you will gradually find that you can adjust.

In time, you may want to suggest some actions to management that will help facilitate the adjustment of new hires into the company. Unless management is a bunch of 404s, they will take your advice.

Q We had a company golf tournament recently, and I trounced my manager. Since then, he has been acting differently toward me. He is not as friendly, and he has been more critical of my work. What's the best way to deal with this? A.B.

A Although your manager's golf game is not below par, it sounds like his managerial game may be. However, before taking action, there are some traps to avoid.

It is possible that your manager's dissatisfaction may have started at the end of the golf tournament, but it might not have been caused by anything that happened at the tournament. Take a careful look at your overall work performance and make sure that it is not the source of his negative strokes.

In addition, since you ``trounced'' your manager, you may be acting differently toward him. Perhaps you are more arrogant. Or, perhaps you believe that since you beat him, he is going to act differently toward you, and your own behavior is bringing out a change in his.

If you still believe that your manager is treating you differently because of what happened on the course, you should discuss the matter with him. Tell him that you sense a difference in the work relationship, cite some specific examples, and ask him if there are any corrective actions that you should be taking. It is possible that the two of you need to clarify objectives, standards and performance expectations. It is also possible that the best way to keep your relationship on course is to stay off the golf course.

Q I told one of my employees how I wanted a particular job done. He did it his own way and did a better job than if he followed my directions. Although he failed to follow directions, I don't want to reprimand him. But, I also don't want to set a precedent that encourages employees to ignore what I tell them. What do you suggest? T.K.

A This situation merits the classical ``it all depends'' response. On the one hand, if you were communicating with this employee throughout the project, and he misled you or ignored your guidance, then some constructive feedback is due. At the same time, if you were not communicating with him and he then went off on his own, you should reprimand yourself.

When it comes to monitoring employee performance, there is no one best way to manage. Some projects and some employees need close feedback and frequent communication, while others do not. As a manager, you have to make the call. For example, projects that can have a major impact on the company typically require a good deal of communication and follow-up, while more basic assignments do not.

When employees go off on their own on a project, anything can happen. In your situation, the tale had a happy ending, but things do not always go happily ever after. As a manager, you do not want to place yourself in a position where your employees can surprise you. In the world of work, surprises are rarely a party.