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How do you get around this? Asking helps. I’ve started doing an exercise with my team where I ask the group as a whole how they would like to get feedback. Not only does it open up ideas, but it also helps that each individual has to think for themselves how they prefer to receive feedback. Normalizing this type of vulnerability and self-reflection can help us all feel like partners, instead of some top-down edict.
Another thing that’s helped? Asking folks directly in a one-on-one meeting if they have feedback for me as a manager, and following up with an anonymous survey. Again, it makes things feel less one-sided and provides everyone the opportunity to say things that they might not want to say directly to my face, which I know can be tough.
And lastly, if something comes up, addressing it immediately can be helpful. There’s nothing worse than your manager having an issue with something you did and only finding out about it three months later, especially if it’s tied to a performance review that you could have impacted had they been transparent earlier.
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No one likes to feel like they’re repeating themselves. It’s annoying to say someone more than once, and it’s annoying to hear something over and again. But if you have a big enough group and there’s enough going on, things are going to slip through the cracks, so repetition becomes an important ...
Years ago, I managed a woman who was bright, talented, capable, and an all around pleasure. She was sort of new to the industry and could come across as timid, so I did my best to be a poop umbrella for her, fighting battles behind the scenes to set her up for success. She was on a steady track t...
Some folks think that management looks like a steel fortress of preparedness and authority. I’m not so sure about that.
If something goes wrong, are you more likely to tell the manager acts as though they have everything together all the time, or the manager owns their mistakes? The truth i...
building @tellimer. #engineering, #machinelearning and #crypto
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The most productive one-on-ones have some kind of structure, which requires you to do some prep beforehand. Basically, don’t just show up and chat—you’ll lose precious time in rambling conversations.
If it is essential that if you have to disagree with a chronic complainer, you can ask this simple question: "Do you want my opinion?"
The complainer then has to give you permission to share a different perspective, but don't try to convince them. Say "I hear what you'...
Category 1: Losers
People who always see negative in everything and put in the least amount of effort or no effort at all. They are least bothered about what is happening around them. They will only crib and complain about how the world is. They will say someth...
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