Posts Tagged 'management'

What Does Management Do?

I have a friend who rants about every manager she has ever worked for. None of them seem to know anything useful, do anything productive during the day, understand her needs or help her get her job done. More often than not, these managers slow her down, make stupid decisions (in her mind), ignore all her suggestions, and worst of all, they cling to their power with some special control over their immediate supervisor. She is stuck with a manager she loathes, and she detests being near them. How fruitful will that relationship be over the long term? Why does upper management keep managers who are openly revolted against? What keeps these managers in control?

In this series of articles, I will delve into the obscured life of a manager and review some of the widely held viewpoints of employees that I have talked to over the past few years.

Here is a list of complaints I hear about managers:
– my manager is useless
– my manager knows nothing about what I do
– I loathe my manager
– I have a recent college graduate trying to tell me what to do
– I do not trust my manager to watch my back
– My manager is at a retreat learning something – what about me?
– They never listen to anything I say! So now I say nothing
– I don’t want to be like them when I grow up
-He/She is a slave driver who does not pull his or her own weight

What does your manager do? Are they helping you get ahead? Do they listen?
Are they concerned for your well-being? Do they have your back in times of trouble?

What does your manager do all day? What are all the meetings they attend?
Why is their door closed most of the time? What secrets are they trying to keep from me?

If you are doing everything to make money for the company, what do we need the manager for? How does your manager contribute to your production? Who gets all the credit for your production, you or them?

Why are managers not liked or trusted by some employees/contractors?
What are these managers/executives doing or not doing for their underlings?

Does your manager have your back? Do they go to bat for you and support your decisions with upper management and clients? Do they believe you are competent enough to be given work on your own?

Being a manager is not all fun and games; it is not a free ride – far from it. Management is usually more work (not less), more issues to deal with (not fewer), more time spent keeping the ship going in the right direction…while looking out for icebergs or other surprises.

From David Egan

Image from user hisks at


Do You (or Your Manager) Promote Talent Development?

Are you looking-out for the bright stars in your staff? These are the ones who always get things done, always work to the deadlines or ahead of the deadlines, and/or always seem happy and willing to work with just about any client or other staff member. Or, are you just loading them down with more work, because they will get the work done…and you know it?
Get on the bandwagon of promoting and fostering staff talent!

Whether you are general staff or first line management, you need an incentive once in a while. Just a little something from management that shows the manager knows you are working hard.

As a manager, are you adding incentive to their job with extra or advanced training sessions, the option to select a juicy new project or task, work the easy overtime for future days off, or get first crack at new equipment?

Is this not how you would want to be treated by your boss? Show your staff you care. Find out what they are looking for down the road, what are they interested in, and how you can work with them to get there … even in this time of  tightening budgets.

There are ways to show you appreciate your best performers. And maybe, just maybe, you will be incenting some of your lesser performers when they see the perks!

From David Egan

Are You Keeping Your Remote Staff Involved?

*editor’s note: please welcome our first blog contributor, David, who will be posting articles every week.

Are You Keeping Your Remote Staff Involved? – from David

Are some of your staff members remote? Do you spend any time with them, getting to know them, sharing ideas and spreading your warmth with friendly praises and timely feedback?

How much do you know about your remote staff? Where do they actually live? Are there many time zones between you and them? Is there an easy way for you to get together and collaborate either online or by video conference?

Do you include them in brainstorming sessions (conferenced-in or via email), and do you value their input? How do you show your appreciation for their work and work ethics?

Are they remote because they are lone wolves who work at their own pace or walk to a different drummer, or are they vultures that only show up when the dirty work is done?

Do you only send them impersonal emails? Do you ever want to talk to them or maybe video them in a meeting?

When was the last time you gave feedback or praise?

Your staff members need to know they are appreciated, they are vital to the company and you value their input. And if these are note true, in these troubled economic times, they should be made aware of that, too.

Contractors who primarily work only for you can, and should, be treated like staff, with respect for their abilities, with recognition for their accomplishments dealing with your customers and with respect for their inputs.

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