My Best Management Tip

  1. Why should you care about people on your team?
  2. What does “caring” actually mean?
  3. The tool to turn caring into happier, healthier, teams.

1. Why Should You Care?

2. What Does Caring Mean?

3. The Tool

Pre-work for the person on your team.

  1. (First time only) choose 4–6 personal drivers and define the success criteria for each. Write them down! Why do you show up to work? Examples include impact/scope, compensation, title, recognition, work-life balance (e.g. work for lifestyle), and learning, but this is by no means an exhaustive list.
  2. Prioritize the drivers. Of course most, if not all, of these things matter to most people. The key is to cut the list down to 4–6 and then prioritize so that they communicate what is the most important driver to them at any given time. This prioritization can change month/month; whatever reflects the current prioritization.
  3. Stoplight code (red/yellow/green) each driver for the past month. This is why the monthly cadence is so important: anything longer is tough to categorize, anything shorter can become too much overhead.
  4. Describe why each driver got that color for the month in 2–3 sentences.

The Discussion

  1. Is one of the top priorities not being green an issue? Here, the employee states they think the work-life balance issue was a one-off, so I wouldn’t be worried. But I would watch the trend the next couple months: 3 yellow/reds in a row for a top priority often signals something is wrong with either role-employee fit.
  2. Understand why the person has these responses (for both Green AND Red). It’s one thing to know that they don’t feel recognized, but it’s more important to understand why they don’t feel recognized so that you can help them in the future. Similarly, it’s great that this person feels like they’re driving impact, but how do you know to tee them up for similar projects in the future if you don’t understand why they think it’s impactful?
  3. Are internal or external factors driving the rating? Lastly, I’ll want to understand how much control the employee feels over these areas. If there are internal factors affecting the ratings, what can we do to change that in the future?

Post-meeting work (for the manager)

  1. Resources: Are there resources that would help the employee turn things around in a key driver area? I look towards books, classes, and mentor connections to specifically address an area.
  2. Role fit: If I see lots of reds pop up due to things I can’t change about the role or help the person improve upon, I start the conversation of whether or not this specific role is right for the person. This can lead to finding a new opportunity, or sometimes just a better expectation from the employee of what they can get out of this role and what timeline before that would change (e.g. a new role on the team, switching teams, etc).

--

--

--

I'm a Product Manager who loves to solve problems at the intersection of how to help people get value out of complex ecosystems and how people make decisions.

Love podcasts or audiobooks? Learn on the go with our new app.

Recommended from Medium

Jumia Uganda Jobs 2022 — Fresher Customer ServiceTrainer

Jumia Uganda Jobs 2022

Bringing Our Whole Self to Work Is Emotional

Technical Job Search Checklist: 7 Steps to Prepare for Your Tech Job Search

The Gift Economy: A Path to a Better Working World

What Vocational Training Schools and MLMs Aren’t Telling Us

How Offshore Development Creates Better, More Efficient Teams

Thank you for not saying thank you.

Work from home anywhere — Future Ways of Working @ Telstra Purple

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store
Chris Hatfield

Chris Hatfield

I'm a Product Manager who loves to solve problems at the intersection of how to help people get value out of complex ecosystems and how people make decisions.

More from Medium

Leadership Moment — 30 Jan 22

5 leadership principles from great leaders

A team whitewater rafting on the New River Gorge in West Virginia.

How to run one-on-one meetings

Male and female coworker smiles and high fives each other at the office

What Do Good Managers Do?