Determined employees are actually an asset to the employers, they are efficient, trustworthy, connected, understanding etc, however that doesn’t qualify them to make faults.
In my opinion as a leader or giude we should keep an eye of these faults to avoid them becoming a desister
Question is how do we do that because if we start micro management and keep on scolding them then it will impact the quality of output and rate of attrition may increase, this will impact the brand name in the market.
So to answer this, I believe we should keep discussing such faults with them in a positive and healthier way. This will help them improving their confidence over your leadership along with making them more attentive and sincere towards there actions.
LinkedIn, Quora, Blogger, Facebook, Twitter, Google+, Instagram etc. are the few quicker and simpler way to groom the professional networking. However first thing we need to think about what exactly are looking from professional networking?
What is our expectation from it?
Let’s talk about LinkedIn as mostly it is considered helpful in growing your professional networking. Now in LinkedIn itself we need to first set our profile in way that others can see and get understanding about who we are and what we can contribute to them if they join our networking.
So the unique ways to build your professional networking can be;
· Search and join the communities based on your interest
· Follow those who are your ideal or whom you wanted to know more about or learn from them
· Follow the companies whom you are interested
· Follow the recruiters if you want to know the current trend of hiring and wanted to appear for an interview
· Let your thoughts to over flow from your mind to LinkedIn Article
· If you are experienced and think capable to advice someone about their career or professional growth, go for it.
· Based on your interest and field try to connect those who are in the same filed or interest
· Start talking / chatting / commenting
· Keep your mind wide open for knowledge
· Share your experience and knowledge for others in the form of articles / videos or images
· Share your achievements and lesson learnt
I think these are the bast way to grow your professional networking. This will help others to know who actually you are and the ways you are trying to help others.
I would like to help you understand the two types of managers, basically good and bad manager. Why am I doing so, because if you understand the root cause, it will be easier for you deal with the situation and you’ll become more confident while dealing with such managers.
Managers are the one who are having huge pressure from the
top management and clients. Their course of action to tackle client issues and
management pressure make them good or bad. Let see how;
Most common and everyone’s favorite topic “bad managers”.
Reasons for a manager to be consider as bad manager;
I am a Manager and I am not supposed to do
anything.
Not trusting the team members
Not sharing complete knowledge to the team
No transparency
Micro management (refer to my blog)
Nano management (refer to my blog)
Becoming bottle neck for all the activities
Single handling client communication
No segregation of duties
Overlooking the team’s personal growth
Not ready to accept his / her fault or lack of
subject knowledge
Always worried about, if he misses anything
Putting team in front of the management during
issues
Taking all the credit to themselves in case of
success
Why all the above happen because of two reasons;
Comfort zone
Threat of losing position or job
On the other hand, due to “cost cutting” ghost, many
companies are putting extra pressure over their managers to hire low CTC team
members, get them trained and increase the output. Due to which such managers
putting whole team on the fire line and they themselves sometimes find
appeasement is the only path to save their position.
Now there is another type of managers and those are
sometimes called good manager.
They make sure their team members are well
trained
Assure proper personal and professional life
balance of the team member
Plan and maintain proper learning curve for each
team member
Keep on working with the team members to find
out simplest and quickest way to tackle any situation
Keep an eye to their team members but not
micro-managing them
Instead of waiting for appraisal meeting, they
keep on giving feedback as and when required based on the right situation and
time
They are making themselves always available for
their team members
For them their team is the priority
Stand in front of the team as a shield in case
of any escalation
Give credit to the team members in case of
success
Now what makes these managers to do all above. Well there
are again two reasons;
They always want healthy environment in the
office and out of office
They don’t want their company’s brand name to be
defamed due to attritions or client escalations
Interesting heading, isn’t it? You got right where I am going.
Being from the IT world, it is a very common and well known scenario for me. Clients has their own assumptions and knowledge, based on that, they used to plan for the budget. Post deciding the budget sometimes clients do research a bit more however once they make up their mind and finalize the budget, it is hard to get it changed.
Lets talk the other side of the coin.
As soon as the client interact the vendor or the service provider about the requirement, the marketing technique, greed and brand name comes first in picture then other things, such as security, optimization, duration etc.
So during the requirement gathering, vendor helps their client by providing various of options, be it less or more useful for client. Till this stage all the conversation goes happily and both parties respond, talk to each other frequently until the cost presented to the client.
Dramatic factor suddenly makes the client to ignore the marketing team member of the vendor or if the budget matches with client’s budget then suddenly time crunch comes in picture, which forces the marketing team to complete the project ASAP.
In both the cases the pressure further passes to the developers or workers, their incentives, salary hike, working hours etc. for them if the project allocated to them then load of work and if the project doesn’t allocate then loosing job issue.
Getting back to the point Requirement and Budget, in some
cases smart client used to exploit the vendor and in some cases vendors and
their marketing team play smartly with the vendor.
Apart from all that, most of the time the vendors are actually providing right suggestions to the client and not ready to compromise the quality or brand name of themselves.
Only in this scenario, when both gets on the same page the
desirable and quality results are achievable.
Micro management is a bit common in today’s world. Most of the time, we don’t realize, when this micro-management turned into Nano-management. Let’s understand the Nano-management.
For me the Nano-management is, when the manager starts poking in our routine life such as what we eat, when to sleep, where to go, whom to sit, whom to follow, how every sentence of the presentation should look like, which movie to watch etc. too much of involvement in day to day life, be it on duty or off duty hours.
Sometimes it is good for the company, as the company will get the same trendy output what it was getting from the manager and now getting from us, however sometimes it is like killing someone’s personality and making him/her a toddler.
I don’t know what those managers have in their mind, while treating their subordinates like that, but I am sure, they want better output, quality results and on time delivery. They probably want zero tolerance in their project with superb quality of output.
On the other hand, what about those subordinates, who are working under the Nano-management web. I think if the duration is long, then they must be losing all their innovative capabilities and become more dependent over their managers along with hiding themselves in comfort zone, whereas if the duration is less, then these members will become a gem if they take this Nano-management properly and positively.
This Nano-management may help a team member to learn more from their manager’s experience along with grooming himself. This can become a booster for him / her for the new opportunity.
Now it’s up to us, how we release which type of management is with us and how we can leverage the benefits from it to groom our future.
