What do you think?
Newbie manager here. I disagree. If it's true, then I found it a bit paradoxical.
When hiring, people tell you to choose the right ones, keep the standard high, raise the bar.
Once hired, people tell you that employees must be good, just you don't know how to motivate or train them.
Isn't it contradictory? As if hiring is a rocket science that misjudgement cannot happen, business requirement and people don't change over time ...
Didn't we emphasize too much on the managers, and too little the employees? I do agree that managers carry a big responsibility. So do each individual.
What's the point of performance review and layoff of the last ... Why don't we just fire managers only?
What do you think?
- Salesforce JWcS75You can’t leetcode your way to being a good manager, or get degrees in it, or read enough books, or really get trained to do it. Time was companies had long, in-depth programs that trained people up to become great managers; before GE went to shit they were known for that. Then again, they went to shit, so.
At big established companies with thorough and consistent hiring bar standards, it’s fair to assume that employees who get hired are legitimately good. Most of the major firms hire less than 1% of all applicants.
But that doesn’t mean there’s a role that optimally suits every employee. A strong talent misappropriated will have limits; you don’t make a baseball team out of 9 great shortstops. So a good manager has to know how to put people into the right roles. That’s tricky.
Motivation is kinda bullshit. Like, if you need to motivate someone, they’re a problem. If they’re in big tech, they’re getting paid well and that should be motivation enough. HOWEVER there’s a difference between “not motivating” and “shitty direction.” Good employees when given a clear direction, and given the right amount of support, should be productive. Most people who get this far are eager to get shit done, but it’s gotta be clear what shit they’re getting done. That’s the responsibility of leadership and management.
- Obviously bad employees should be filtered out before being hired. Employees who get hired should show signs of promise. Good managers should be able to draw out that promise.
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- Amgen Fin4engIf you are a manager, it behooves you to act like there are no bad employees and do your best to get whatever you can from your team.
- I big issue I see are just personality frictions. There are obvious personality pairs that don't match (using whatever personality color/ocean system you want). If those are not handled carefully, those are quick explosions. A book I liked about this is called "Captivate". The author also has videos on YouTube.
People need to create their own usage manuals for best results, and be completely open about themselves. If not, the current perfectly-flawed system will stand for a few more ages.