Shrift depending on how junior they are, some of the best advice I ever got was to write up processes. The thought was that no one is indespensible and also people get sick, leave, whatever. Have your tasks documented to CYA and also to help if/when you leave. It makes people think about how they do tasks also.
Another thing was to document things. Having worked for 1)unethical people 2)forgetful people 3)people wanting to fire me 4)unmediated ADD people - it has served me well to ask questions in writing, to follow up meetings with an email outlining what I understood to be my responsibilities from said meeting (same with phone calls). Lots of "as we discussed today by phone.....).
And last thing I was once told, although it is never in any job description, part of every job is to keep the boss happy. If a clean office makes your boss happy, then it is in your best interests to try and maintain a clean office, even if it does not affect your job performance.
Awwwww, YAY! Tim's nephew recently got engaged, and he and his fiancee asked me to officiate at the wedding! Not until August 2018, so plenty of time. But still -- YAY!
Shift, find something they have done well and then couch any constructive criticism related to that item as "you do this thing great and to take that piece of work to the next level, you should do this other thing".
One of the biggest things I learned from an old boss is NO SURPRISES. That goes for good as well as bad. If you're giving feedback throughout, the review process becomes a lot easier on all sides. There should be nothing in a review that they haven't heard before, with the possible exception of feedback you (the manager) received from others as part of the evaluation process.
I find that approach really helps me as a manager to remember to treat this as an ongoing, full year process and to both give praise and raise any issues or concerns as they happen and with suggestions (and time) to build on them.
I'm not sure from your post if these are actually direct reports - if not, more general "you're really strong at X and if you apply that to Y" type stuff might be more useful. As specific as you can get on steps to enhance Y is good since it's a learning opportunity as much as a formal review.
Shift, find something they have done well and then couch any constructive criticism related to that item as "you do this thing great and to take that piece of work to the next level, you should do this other thing".
Yes to this as well.
Oh, I've already talked about something they've done well! I was just trying to think about what's most useful for a person starting out in their career, like getting better at meeting facilitation, for example.
Thanks!
I'm not sure from your post if these are actually direct reports
Not direct reports, but I guess I would be considered a team lead at this point.
I am totally with you on NO SURPRISES.
So I decided to poke my head in here after about three months.
I found out a few months ago that my job will probably be ending much sooner than I thought. Originally my boss thought my job might end at the end of this year when our contract with our biggest client ended. But at the end of last year, they cancelled the contract, so we lost them as a client a year before we thought.
My boss has been trying to scare up more business, so he hasn't decided yet if he's gonna lay me off soon or cut back on my hours/pay or what.
I haven't been handling this well. I've sorta' been paralyzed by anxiety and depression, so I haven't done much to look for a new job. I'm still revising my resume.
Anyway, I'm finally starting to get off my ass and start looking for a new job. Hopefully this will reduce my anxiety and depression.
Oh jeez, Tom. Sorry to hear you've been going through all that but I'm glad to see you resurface.
Good luck, Tom.
Woohoo for unexpected TSA pre check.
