Manage or be Managed….so many questions
Thomas Menguy | February 23, 2006Micromanagement dangers is again a fairly good read from Kathy Sierra, complemented by this great post about motivation by reputation. Those posts led me to think about management practice, what I liked when I’m managed … and what I do when I manage myself.
Communication
- How do you feel when you miss information, how should you react? / What Info a manager have to pass on to the team? where is the thresold to retain info to not add pressure to your team versus frustration to not being aware of the big picture?
- Reputation/Image given by little words : other’s work is only known by collegues/management team through his manager words: be really carefull with that: longer term carrier issues may depend on the image of an employee …image given by his manager.
Initiatives, creativity vs workforce/efficiency?
- How to leverage your team creativity potential while not loosing efficiency? This one is a hard one I think, strongly correlated with the first one: a manager should be able to lower enough the corporate pressure to let its team a certain freedom of movement…hum not a simple task.
Responsabilities and ownership
- This one is a key part: when a resposibility is given, it must be the full scope: good and bad, reward and pain.
Motivation: corolary to the previous points.
- Never uderstimate the power of fun … In that regard creating blogs to present what ones are really proud of, in an informal way can be a really good tool.
- Saying when things are done and well done… with a little “thank you” and “good job”, it’s free and efficient, and corporate culture tends to only raise the “bad done things” … not a good culture to say the least.
