4 ms·

This seems like a very passive management style. If there's a problem, discuss it directly with them. Don't faff about, it could just be that they don't know th

by corobo 6y ago

This seems like a very passive management style. If there's a problem, discuss it directly with them. Don't faff about, it could just be that they don't know they're missing expectations Sounds like the hypothetical manager in this scenario is underperforming and thinking they're doing great too. Managers need spines. e: for a bit of context I was an underperformer that thought they were doing well. Also admittedly this is a kneejerk response to a skim read while I'm on a coffee break so I've probably just focused on the passive parts that used to wind me up from management

Loughla 6y ago
Management is about knowing what people need. Hammering someone who doesn't see a problem is the best way to make a problem. It's not about being passive. It's about identifying the problem, explaining the problem, and coming to a mutual solution if possible. Or, in other words, treating humans like humans.
- corobo 6y ago
  Yes but I'm extending that to be treating adult humans like adult humans. Have a discussion, grab a coffee. Make it known. No hammering, discourse. "It’s emotionally draining to keep faking success or status that’s not legitimate." I'm saying get this sort of thing out of your playbook entirely. Of course someone's going to think they're doing well if you tell them they are!
  - ptaffs 6y ago
    In this situation the other person believes they are correct and a high performer and you, the manager and your advice, is wrong. Your advice is wrong and your expectations are wrong. You can't have the conversation until you've done the work to identify the likely cause of an underperformer’s lack of self-awareness.
    - corobo 6y ago
      That's where the spine requirement comes in. Tell them the next step. Performance improvement plans and/or warnings. If there's nothing that can be done due to the lack of give and take from the employee then your only recourse is to get shot of them, whether through transferring them to some other dept where they'd be better suited or letting them go
joshribakoff 6y ago
I think that was covered under being clear about expectations. Good managers don’t just set expectations though, they provide support, which was the other half of the article. Are you arguing against managers providing employees support?

by corobo 6y ago

Loughla 6y ago

Management is about knowing what people need. Hammering someone who doesn't see a problem is the best way to make a problem. It's not about being passive. It's about identifying the problem, explaining the problem, and coming to a mutual solution if possible. Or, in other words, treating humans like humans.

corobo 6y ago
Yes but I'm extending that to be treating adult humans like adult humans. Have a discussion, grab a coffee. Make it known. No hammering, discourse. "It’s emotionally draining to keep faking success or status that’s not legitimate." I'm saying get this sort of thing out of your playbook entirely. Of course someone's going to think they're doing well if you tell them they are!
- ptaffs 6y ago
  In this situation the other person believes they are correct and a high performer and you, the manager and your advice, is wrong. Your advice is wrong and your expectations are wrong. You can't have the conversation until you've done the work to identify the likely cause of an underperformer’s lack of self-awareness.
  - corobo 6y ago
    That's where the spine requirement comes in. Tell them the next step. Performance improvement plans and/or warnings. If there's nothing that can be done due to the lack of give and take from the employee then your only recourse is to get shot of them, whether through transferring them to some other dept where they'd be better suited or letting them go

joshribakoff 6y ago

I think that was covered under being clear about expectations. Good managers don’t just set expectations though, they provide support, which was the other half of the article. Are you arguing against managers providing employees support?