How do you deal with a people manager who’s uninterested in managing people? Let’s breakdown the motivations for people management to get at the why.
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Let’s talk about professional Empathy
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For feedback to be effective it must be timely.
Providing feedback that someone will internalize is equal parts why, how and when. The When of providing feedback is important because the person receiving the feedback needs to be in a place where they directly associate behavior with consequence and outcome.
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Every people manager, at some point, has asked another, more experienced, people manager, When do I get to stop dealing with immature people? Don’t they know this isn’t high school?? And the more experienced people manager laughs and says, I’ll let you know when it happens.
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So now you’re having One on One’s regularly— how do you have a good One on One? How do you have a better One on One?
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One on One’s (1o1) are the core mechanic to people management. You can pulse your team, understand where they are, what challenges they’re facing and exchange critical information in a dedicated, recurring setting. Done well they mitigate or outright prevent crises and allow you to understand and motivate your team.
How do we have better One on Ones? Let’s get intentional. Let’s talk about what works and why it works—and why it doesn’t work.
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Managing people is ultimately about three ingredients.
1) Know what motivates your people, and whether they are currently motivated
2) Give a shit about them and their career development
3) Act as a force multiplier
That’s it.
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