Five tips for reducing drama on your team
In my previous post, I described what I call the “ineffective-you-doing-OK-swing-by.” It is ineffective in that it indicates that the manager is hoping to take a short cut in solving a problem, and it doesn’t solve the problem. Additionally, it trains your employees to set up dramas to get your attention. It’s a leading indicator that you are managing from a deficit.
In today’s post, I’ll discuss five ways to reduce and avoid having to rely on such swing-bys.
What it really means when a manager swings by and asks, “You doing OK?”
In my previous post, I introduced the concept of “managing from a deficit.” In today’s post, I discuss a common scenario of when a manager “manages from a deficit”, and tries a short cut to get out of it. This I call the “ineffective-you-doing-OK-swing-by.”
If you are a manager, you want to be able to take the temperature of how the members of your team are doing. Knowing who is doing well and who needs support is an important skill. The basic premise that many managers operate under is that they don’t pay attention to the ones who are doing well, and the ones who are struggling need some “moral support.”
To address those times when someone is need of support or it is suspected that something is wrong, it is frequently observed that managers perform what I call the “ineffective-you-doing-OK-swing-by.”
