I'm not really happy as I write this. Just got to know that some people in my team have issues with me. I'm being very candid. They've pointd out certain things that I swore I'll never do and I was pretty sure I was on track. Sometimes..well almost all the time, you don't realize that you're going wrong. As wise people say "It's better said than done." I'm not gonna explicitly tell you the issues but here's what I learned from them and I'm pretty sure you'll figure out the issues. (Unless you're..you know..)
- Bossism: Never proclaim you're the manager. It's better to get things done as a friend than as a manager. People will work more for a leader they love rather than for a 'boss'. Ugh! How I hate that word.
- Feedback, feedback, feedback: Be open to feedback even as a manager. I'm grateful I got to know what the team thinks about me. Unless you have crack-heads in your team, most of their feedback would be very valuable. Also, it's very important to build your image such that they feel confident enough to give you feedback.
- Never micromanage: Don't ask people everyday about the work they're doing and the status of the task. It's only going to irritate them. It's better to set weekly tasks and leave it up to them to complete it. Employees are as responsible as they're made to feel.
- Recognition and reward: Most of us have heard this one but I really never understood the importance of this until today. Every employee has an invisible sign hung around their necks that says 'Make me feel important'. I feel every employee's contribution should be tied to the company's achievement and this should be expressed explicitly. Nothing makes them feel more important.
- Dealing with difficult people: The most difficult but important part. There is someone in my team who doesn't want to report to me. They think they should be at my level or above. I tried sortring this out with the people who created the team structure but they think this person should be managed by me. Well, I've tried to find a solution to this but still run into problems with this person. Any concrete solution? Anyone? Please let me know.
Been a while...
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So, even though the market is improving and I am seeing more jobs out
there, I am still unemployed almost 6 months after term date. That really
isn't surpr...
Couple of thoughts I'd like to throw in there...
ReplyDeleteOn Bossism, I agree entirely, the catch is at the end of the day, you have to be willing to be the "boss" if it comes down to that. Good adage for this is Respect not Popularity.
Feedback - Very true and is a major culture shift for most people...encourage them when they do it and act on it if it is reasonable to do so. If not, let them know why you cannot.
Recognition - Perfectly said...Love 'em or Lose 'em
Difficult people - If this person feels they are your equal but didn't get the title, they are going to be bitter no matter how you slice it. They have a put up or shut up situation. If they are going to go with that decision, do whatever you can to ease that pain they have and help him/her see you as a colleague. If they don't want to, show them the door.
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ReplyDeletewell bossism is a ball game about which I will write at length at later point in time - considering i've had to bite the dust myself! here are a few tit bits from my experience in a start-up, that I'd love to share! also Ms. Owner, I will email u something i had written long long ago on my blog... add it with ur name if u think it makes sense!
ReplyDelete"A new concept without much muscle or money to back it up is extremely vulnerable in a booming economy. Whereas, when there is a slow down, it is the best time for a 'content-rich and financially-poor' concept to build up and gain momentum, fix those problems and be ready to look for funding when the hibernation is nearing an end.
Ideators can always be only 1, 2 or at max 3 for each new concept. 'Too many cooks spoil the broth' is the most appropriate in this situation. If you have too many people trying to tweak the initial idea, there will be just too many ideas not blending and people who will only feel the distance between them grow. After a while, it will become an ego fight than become a ideation discussion."
*Edited the comment :)
one simple way to tackle such people is to prove ur competence over then to them....easier said than done, i know....but there should be some if the management has decided in ur favour...if there is none...better quit an let them lead...no offence intended.
ReplyDelete