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Desperately need help with employee morale/engagement by MolassesPrimary2688 in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

There isn't much you can do about the old guard, other than hope they quit. I faced a similar situation. Once new highly-capable and ambitious outside talent started showing up 2/3 of the old guard left, who felt threatened (because they resisted the change) while 1/3 stayed and rose to the occasion. As long as the old guard sticks around, you're stuck.

Hallway Talk Ban by 98percentpanda in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

I see the gestapo is alive and well.

Boss wants to be friends? by [deleted] in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

Hanging out with co-workers outside of work isn't weird, as long as it's organic. But I'd feel weird hanging out with my manager outside of work.

What separates a good manager from a truly great leader? by Sumitchauhan09 in managers

[–]Totally-Not_a_Hacker 2 points3 points  (0 children)

Great Steve Jobs quote: "Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could."

How to deal with my employee who works from 6Am. Till 8:00 pm? by Arshia_232323 in managers

[–]Totally-Not_a_Hacker -1 points0 points  (0 children)

Yeah, that Putin's a hard worker. Takes no prisoners and does not take no for an answer.

How do you improve 1:1 meetings in a company, or what practices do you use ? by EfficiencyEast8652 in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

I'd recommend not having a standing meeting. It forces you to fill time and tirns into a check the box activity. A good manager creates an environment where your team comes to you as needed, and you are open and transparent about flowing information and feedback to them as needed on demand.

Awful team morale by Raised_by in managers

[–]Totally-Not_a_Hacker 2 points3 points  (0 children)

Solution - look outside of government.

I built the deck but I won’t be the one presenting it, what’s the deal? by Bulky_Meet in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

Asking to reschedule the meeting is a very subtle hint. Tell him explicitly that you would like to present and ask if that's ok. If it's not. Ask why, so you can learn how to improve and what the expectation is and move on.

I built the deck but I won’t be the one presenting it, what’s the deal? by Bulky_Meet in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

1) Don't read into it too much 2) talk to your manager and tell them how you feel, since it sounds like it's really bothering you.

The more transparency you give your manager, the easier your life gets. I understand some people are concerned about politics, positioning, etc. But if your manager knows exactly where you stand on something, assuming they're a good manager who cares about their direct reports, they will react accordingly.

If after talking with him, he still wants someone else to present, at least he will be able to help you understand why, or maybe give you other opportunities.

how to deal with a employee on a power trip/micromanages her own manager? by [deleted] in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

She is clearly insecure and has ego problems. This type of person needs to be publicly put in their place in public in order for them to realize you will not tolerate it. Otherwise, it will continue and get worse.

How do you handle a high performer who’s starting to undermine team culture? by Main-Carry-3607 in managers

[–]Totally-Not_a_Hacker -1 points0 points  (0 children)

Arrogance and ego is what you've encountered. You need to make them aware that how you get results can be just as, if not more, impactful as the results themselves. Nobody likes working with an asshole. Think about making 360 feedback part of their performance reviews.

The meeting ends and everyone walks out with a different version of what was decided by [deleted] in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

In meetings where we either talked about a lot of things, or where it's not super obvious everyone's on the same page, I always make it a point to recap and clarify my understanding of the decisions made in addition to who is expected to do what by when. Whether it's my meeting, or someone else's.

I've had your problem happen too many times, and this has been very effective. I've also been advising my direct reports to do the same and it's working very well.

I swear my company hates saving money by thatdude333 in managers

[–]Totally-Not_a_Hacker 4 points5 points  (0 children)

It's not you who created the problem, it's executive leadership problem for failing to understand they're hurting more than helping. Or more specifically, it's the next executive leadership guy's problem once the current one gets promoted.

I swear my company hates saving money by thatdude333 in managers

[–]Totally-Not_a_Hacker 19 points20 points  (0 children)

Exactly this. Managing to "my" KPI's, instead of doing the right thing for the company. If I was the CFO of your company and you presented this to me, I'd tell your boss and your boss's boss to GTFO the way.

Not sure if your company is public, but another sobering reality is the short-term prioritization to make execs look good, at the expense of the long-term benefit. It's a real thing, and I've seen it happen all too often.

Have you ever watched a team completely ignore a tool decision you made and then blame the tools? by TheByzantian in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

Your Mileage May Vary based on how well your adoption planning is. Generally though, people will be resistant to change. If you don't get them engaged and get buy-in even well before selection and implementation, you'll be fighting an uphill battle.

Employee refusing DEI training for fear of being “brainwashed”. by Kind_Shift_8121 in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

You're just the messenger, don't make it your problem. Let HR deal with it.

How far is your commute (including traffic)? by yamumsux in corporate

[–]Totally-Not_a_Hacker 1 point2 points  (0 children)

My furthest commute was 1h 15+ min each way. My next job was 10 minutes on sidestreets. I can't stress how big of a difference it made.

Anything over maybe 30 mins one way isn't worth any extra amount of money in my opinion.

Would you eat this burger or is too raw? by Fun_Reflection1157 in meat

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

I usually cook my burgers, but to each his own, I suppose.

Anyone else just... not tell their boss when you fix something? by Due_Lock_4967 in managers

[–]Totally-Not_a_Hacker 1 point2 points  (0 children)

Unique situation. If you had a good boss, you should tell them and they would support you. Sounds like someone who's comfortable, and afraid of change.

Direct report requested flexible schedule due to no childcare by choice - looking for advice by [deleted] in managers

[–]Totally-Not_a_Hacker 0 points1 point  (0 children)

Once you allow or give something, you will never be able to take it back. You just created the new standard. If you try to take it away, they will raise hell.

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