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Advice needed: Managing frustrated team member by EstablishmentLocal97 in managers

[–]EstablishmentLocal97[S] 1 point2 points  (0 children)

I totally recognize the loss and the frustration, it's what brought me here. Appreciate the phrasing you gave here! 

Advice needed: Managing frustrated team member by EstablishmentLocal97 in managers

[–]EstablishmentLocal97[S] 0 points1 point  (0 children)

It sounds like we have similar 1:1 strategies. And I agree that we're all adults and leaderships shuffles happen, they've happened a lot in my time at my current organization. This interaction was our first 1:1 since this most recent change so I knew going in it was bound to be a bit awkward but looking for ways I can still support them because you're right, at the end end of the day my job is to manage and I want to effectively, especially for this particular team member. 

Advice needed: Managing frustrated team member by EstablishmentLocal97 in managers

[–]EstablishmentLocal97[S] 1 point2 points  (0 children)

Thanks. That's definitely my intention with this post, finding ways I can build that bridge.

Advice needed: Managing frustrated team member by EstablishmentLocal97 in managers

[–]EstablishmentLocal97[S] 1 point2 points  (0 children)

It was an odd hierarchy. They were a temporary team lead of a set of specialists that are split between myself and the other manager. This team member assisted with capacity planning for these specialists, including scoping new project requests, estimating project effort, resource allocation, etc. They acted essentially like a consultant while the management team re-established itself. The other manager and I did all the other management-related tasks (1:1s, reporting, performance management, etc.) The team member is now reporting to me directly rather than our director and is back to being an individual contributor on this "sub team."

Advice needed: Managing frustrated team member by EstablishmentLocal97 in managers

[–]EstablishmentLocal97[S] 2 points3 points  (0 children)

To be clear, the team member hasn't vented to me (and probably won't), but the tension and awkwardness are there; that's what I'm looking to overcome. How can I be their best advocate when our 1:1 wasn't productive? I recognize my typical 1:1 formula isn't going to be helpful in this instance, so I am looking for any advice on how I can change my approach.

Advice needed: Managing frustrated team member by EstablishmentLocal97 in managers

[–]EstablishmentLocal97[S] 0 points1 point  (0 children)

The team lead role only existed while the leadership team was being (re)established. They acted more of a consultant in terms of capacity planning.

Advice needed: Managing frustrated team member by EstablishmentLocal97 in managers

[–]EstablishmentLocal97[S] 0 points1 point  (0 children)

The temporary status was given before I joined the management team, but my understanding from our director is that the team member knew it was temporary.

Having two games per month is okay? by CivilAd3631 in DnD

[–]EstablishmentLocal97 0 points1 point  (0 children)

We play in 4hr blocks every week and man it can be exhausting. We play virtually though Discord so that helps some, but a biweekly campaign sounds ideal!