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The best managers are those who are able to adapt their management style to the needs of their team members.
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Understanding an individual's dominant motivational need for achievement, power, or affiliation helps structure work, praise, and rewards.
Discover needs by asking directly or using intake forms.
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Goals motivate teams yet can also create unintended consequences like unethical behavior, short-term thinking, and stifled innovation.
In startups, static goals poorly fit the dynamic environment. When goal setting, be mindful of downsides and don't force goals if they don't fit the culture.
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Compensation often motivates irrationally. People loathe small losses more than they like equivalent gains, an effect called loss aversion.
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Promotions and titles strongly motivate achievement-driven employees yet can backfire if handled poorly. Base promotions on demonstrated competence, outperformance of peers, and legitimate new role needs.
Set proper expectations around promotions and use competency matrices. Be cautious with titles as they are hard to rescind and easily devalued if given too freely.
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IDEAS CURATED BY
CURATOR'S NOTE
Bringing Up the Boss: Practical Lessons for New Managers by Rachel Pacheco was published in 2021 by Matt Holt Books. The book provides helpful advice for new managers and covers topics such as leadership, communication, and team-building in the workplace. It includes real-world examples and practical tips to help new managers navigate the challenges of their roles and build successful teams.
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