1. Be human not a recorded tape by upper management.
2. Be transparent almost every time (You cannot be transparent every time. You will know what I am saying)
3. Give space to your IC to experiment and fail and encourage them in failures.
4. Provide all kind of supports (personal/professional) to your team.
5. Take responsibility for not achieving the target and do not let the team know that you had a tough time with your boss for missing deadline but just tell them that upper mgmt are concerned for the deadline and watching us.
6. praise publicly but use the private time for criticizes but not 1:1.
7. 1:1 is an opportunity to listen to the employee. You speak only if you'd like to share something related to their goal for the team or something you would like to share. Talk critical if both of you are really working on some kind of plan or you officially want to keep track of something.
8. Provide them all sort of training based on the interest of employees for their next goal or target.
9. Encourage employees to keep practicing LC kind of things to be relevant to technology and sharpen programming skills.( It's the reality and no harm to accept it.)
10. Encourage people to read books (career-based) of their interest and reimburse.
11. Help them to find a mentor for them based on their next role. You can build a relationship with others in the course of finding mentors.
12. Celebrate all small or big win by having lunch together or take a half-day off and go for some kind of outdoor activities.
13. The most imp point. Once you join as a manager, start looking for a successor. This person will help you succeed plus you get someone who can trust you and you can trust that person. I am not talking about nepotism or doing any favor. It's all to help that person if he or she is looking for a manager in the next role and help to prepare for the role.
1. I will encourage to spend at least an hour to review code. This will help you be relevant. (do not mention this in the interview. Some people take you as diminisher especially when you are being interviewed by the team member)
2. Real useful books. You will find a bunch of recommendations over places.
3. Read blogs related to people skills.
4. Sounds funny but learn some good writing skills. You can find some courses online. (Even I need this :P) (English is my second language)
5. Keep track of the work daily specially release related.
6. Make daily to-do tasks list and work off of the list.
7. The most important, find a mentor to do this job efficiently. Your life is too short to learn from your own mistakes.
1. Meet your boss regularly share what is going based on point number 5 to manage yourself.
2. Ask priorities from the boss and offer what can you do to make his/her job easier.
3. You manager may need help to attend some meetings on behalf of him/her and this will give you an edge.
4. Have empathy for your boss too because s/he also taking heat from her/his boss. He may be busy or getting stress out every day. You are there to support her/him.
5. If you do not have the answer, politely ask for some time and give detailed info with a summary after discussing with the team.
6. It's good to be proactive instead of reactive.
1. Meet with your sister team or other teams regularly specially when there is some % of work is overlapping.
2. Try to understand their pain points and see how can you or your team help them.
3. Talk only good thing about your team. This will help your team to do the internal transfer if they are not happy with you for any reason.
4. Learn about their team and members and this will help you have good relationships with their team plus help you to back fill any position if someone interested.
I may be wrong and someone experienced can improve these points. I am IC now but this is my goal when become Mgr. Not sure when the time will come but I do practice some in my capacity.
If you are an IC, Peer(mgr) or up(Dir or above) please comment to add info if needed and help others too.
If you are reading this and you are director or above, what are your suggestions to add in managing up from your point of view?
#salesforce #linkedin #Microsoft #Apple #Facebook #Google #Amazon #management
- Beware!!!!! TL to read.
Thanks for the kind words. I can answer this question in three parts.
Firstly, It's not only the manager's fault but leadership too. Most of the time, people become bad manager specially micromanager when they feel insecure and high expectation from the super boss. The senior leadership of the new manager plays a vital role in that, as long as they are not insecure. The first two years of a new manager is very crucial. This is the only period that can shape you as a leader. The leadership team should treat new manager as a high school grad who can make silly mistakes. If new managers are expected to deliver fast and near perfect product and feature, they are going to use all unnecessary tactics to make sure they deliver on time to show they are successful. This pressure makes this manager a micromanager and turns him/her 'The Jerk'. They think that meeting deadline is the ultimate success. Possibilities are high that you may end up delivering on time with quality on the first release and in this process, you may have passed all pressure to engineers and they deliver too. You will get appreciation from the boss and a new and higher expectation for next time. Now you know what to do for from now on. Yo do not want to lose the rhythm. Boom!!! you are now new micro and shrewd manager who can deliver. And you know what? Most of the time leadership team looking for people who can get things done as fast as possible. It's a chain reaction coming from top to bottom. If they get a sense of security they will end up passing the same sense to the bottom of the chain.
Secondly, If I have ICs who has creative and innovative ideas for the team or to improve the process. If I don't listen and not let them refine and then try to find an avenue to implement(if possible), they will try to enforce their ideas when they get a position of authority(technically you don't have authority on anyone). You will see that there are managers who want to see their ideas implemented in the team regardless.
Last but not least, why Indian managers do not know how to lead? There are a lot of Indian managers who do not know how to lead the team the way it should be. It's about culture. We grew up and programmed in a different culture where we follow certain rules of society that is opposite to the USA.
1. Always listen to the higher up. they are always right because they have more 'YoE'
2. The boss should get respect.
3. The final decision should come from the boss or elder in the family. ( This is the worst. You cannot learn decision-making skill especially when you become elder or boss)
4. Don't question the boss otherwise, the boss will get angry because of Rule 1.
5. I should not get failed otherwise people look down upon me. We always avoid embracement. Always thinking, "what will others think about me".
6. Don't take the risk to jeopardize the success.
7. Take pride in being the best. Overcommitting and underdelivering are common.
There are many more......
Sorry for the long answer to this question.Sep 27 0
- Those are some excellent points. Did you write them up or found them somewhere ? Looks in alignment with Salesforce values and such.
- Cerner @BigDataI just want to say Thank you for the post. It has tips for how to succeed as a Manager. 👍🏼🙏
- Tektronix BazzokaGrlYou don't have to be transparent about everything. If you pass on every message from above it's pretty overwhelming and management changes their minds alot. It's better to filter somethings.