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so I guess I'm a manager now (1 Viewer)
- Thread starter moleculo
- Start date
SouthJersey
Footballguy
Don't be a hardass, but don't be a pushover either. For the position you need to fill try and hire someone who should have your manager job.
The Z Machine
Footballguy
I've been managing engineers for a few years now. Personally, I have had the best results from those I hire rather than inherit. Also, if coming into a team it's best not to try and "put your stamp on it" from the get-go unless you want to piss people off. Oh and if managing millennials, the great thing you can do is to make them feel included. I've used the line, "I don't just want your labor, your mouseckicks, I want your ideas and thoughts." I want them to know that they are not just a cog in the machine to produce the final work product. They are people and professionals, and they will be treated as such.
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Long Ball Larry
Footballguy
look at you, your Mr. Manager.
The Z Machine
Footballguy
Oh, and congrats?
Don't put too much salt on the fries. Don't worry I am sure you will fill the apprentice fry position soon. In the Meantime keep mopping!
moleculo
Footballguy
good stuff. The one guy I have is a couple of years out of school now, so he's pretty young. I interviewed him when he was coming in - he's only been here a month or so, so he's still green. It's a brand new team - nothing to put my stamp on.
How do you find new employees? Head hunters? Linkedin?
moleculo
Footballguy
Cowboysfan8
Footballguy
Congrats!
psychobillies
Footballguy
Ilov80s
Footballguy
There are usually regular engineering job fairs where you get resumes and meet people. There might not be one coming up, it's a good way to stock up on possible future hires. Always want one in the hole just in case. Do you have associates you trust in the field that might have a recommendation for a hire?
The Z Machine
Footballguy
Finding good people is tough. I've used recruiters and done my own deterring mmm searching through LinkedIn. Often the good ones tend to find me somehow. I've been pretty lucky with my hires thus far, the worst being a solid B grade.
Interestingly, I've hired 3 women and 4 men, which is a decent ratio for product development engineering.
Interestingly, I've hired 3 women and 4 men, which is a decent ratio for product development engineering.
moleculo
Footballguy
we'll find out. I just put a feeler out on teh linkedin but not sure anyone actually reads articles or posts there. Maybe I'll try teh facebook as I'm still facebook friends with a lot of old co-workers.
msudaisy26
Footballguy
The Z Machine
Footballguy
That's actually a great point. I try to have some other people in mind (usually internal, but sometimes external) even if there's no open positions I'm trying to fill. Never know when one of your team will bounce.
comfortably numb
Footballguy
Haha. Sucker!!!
Seriously I have so many guys on my team that want to be managers/supervisors and most have no idea what they are getting into.
Some days I feel like an overpaid babysitter other days an underpaid psychiatrist.
Either way my most success has come at the hands of being a good listener and genuinely trying to help any employee whether a work matter or personal matter. Never be afraid of someone on your team doing a better job than you that you worry they can take your job. Hire people that are better than you if possible. The better your people are the better they will make you.
When discussing your team to hire ups or coworkers....
When your team does well, it's because of your guys and when your team effs up its your fault only.
Don't ever reprimand someone in public.
Any dbag manager can get an employee to do something....getting an employee to WANT to do something is the manager I respect.
Unlocking the key to getting to an employee is the challenge....the big challenge is when you realize every employee needs a different key.
You can't make everyone happy BUT if your guys feel you make genuine efforts to at least try to mindfull of their happiness, that goes a long way.
Good luck.
Seriously I have so many guys on my team that want to be managers/supervisors and most have no idea what they are getting into.
Some days I feel like an overpaid babysitter other days an underpaid psychiatrist.
Either way my most success has come at the hands of being a good listener and genuinely trying to help any employee whether a work matter or personal matter. Never be afraid of someone on your team doing a better job than you that you worry they can take your job. Hire people that are better than you if possible. The better your people are the better they will make you.
When discussing your team to hire ups or coworkers....
When your team does well, it's because of your guys and when your team effs up its your fault only.
Don't ever reprimand someone in public.
Any dbag manager can get an employee to do something....getting an employee to WANT to do something is the manager I respect.
Unlocking the key to getting to an employee is the challenge....the big challenge is when you realize every employee needs a different key.
You can't make everyone happy BUT if your guys feel you make genuine efforts to at least try to mindfull of their happiness, that goes a long way.
Good luck.
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sports_fan
Footballguy
Always poop BEFORE you shower
mr fancypants
Footballguy
Put your feet up and Delegate, Delegate, Delegate
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Evilgrin 72
Distributor of Pain
Congratulations, it sucks.
Empower your employees. Make them feel vested in the department/company's success. Convey expectations VERY clearly. Do not tolerate subpar performance. Learn the personalities of your employees and use that in your managing style. Play to their strengths and mitigate their weaknesses. Make sure they know you have their backs and are willing to go to bat for them whenever necessary.
Most importantly, lead by example. It doesn't matter if they love you and you ideally don't want them to fear you. You want them to respect you. Best of luck.
Ilov80s
Footballguy
I learned the 3 Ps from some college ball coach on Twitter but I think it's been some of the best advice and I thought about it daily until it became 2nd nature.
1. Be positive. People will respond best then they are comfortable and feel successful.
2. Focus on the present. Give people the chance to improve by focusing what can be done to improve.
3. Never make it personal. Critique the performance or the effort, not the person. Always present weaknesses as opportunities for improvement and never as some personal flaw.
1. Be positive. People will respond best then they are comfortable and feel successful.
2. Focus on the present. Give people the chance to improve by focusing what can be done to improve.
3. Never make it personal. Critique the performance or the effort, not the person. Always present weaknesses as opportunities for improvement and never as some personal flaw.
Binky The Doormat
Footballguy
I had a buddy that used to bring his two reportees in every morning and say in his rich, southern drawl, "Awwwl raight, which one a you boys gonna shine my knawb today??
He ended up as a Sr. VP at Century Tel.
He ended up as a Sr. VP at Century Tel.
SaintsInDome2006
Footballguy
First thing you do, pick a fight with the biggest guy you see and kick his ###. Use a shiv if you have to.
Wait, that's prison.
Wait, that's prison.
Shutout
Footballguy
Congradudolences. Welcome to the world of one of the most satisfying roles in the workplace that is almost always a disappointment.
Given a chance, humans working for you will almost always let you down.
In all seriousness, a couple of things I have always lived by:
People work with you, not for you. If you have a secretary, an intern, a part time temp...it doesn't matter. When you meet their kids, shake their hands and say nice to meet you. I work with your mother and she's always talking about you. Putting your staff on equal footing in all informal situations goes very far in valuing them as people, regardless of their age.
Never ask a person to do something you wouldn't do yourself. And never miss an opportunity to remind an employee how you did it together (or they showed you how to do something).
Keep it legal, ethical, and moral.
Being fair does NOT mean treating everyone exactly the same. The theory of distributive justice goes far in a free enterprise workforce.
Good leaders don't look for people to follow them. They are found by people that allow themselves to be led by you because of your demonstrated ability.
It's not true to say you should always be serious...or funny..or unemotional, etc. But timing and knowing when to say "listen, this is important" or to quote a great movie quote during a tense time is very effective. For whatever reason, when the supervisor/boss, etc relates on such common ground as a caddy shack quote or a goofy monty python snippet, people love it. It shows you are more the same than different.
Fear never ruled a thing.
Best of luck, sir.
Given a chance, humans working for you will almost always let you down.
In all seriousness, a couple of things I have always lived by:
People work with you, not for you. If you have a secretary, an intern, a part time temp...it doesn't matter. When you meet their kids, shake their hands and say nice to meet you. I work with your mother and she's always talking about you. Putting your staff on equal footing in all informal situations goes very far in valuing them as people, regardless of their age.
Never ask a person to do something you wouldn't do yourself. And never miss an opportunity to remind an employee how you did it together (or they showed you how to do something).
Keep it legal, ethical, and moral.
Being fair does NOT mean treating everyone exactly the same. The theory of distributive justice goes far in a free enterprise workforce.
Good leaders don't look for people to follow them. They are found by people that allow themselves to be led by you because of your demonstrated ability.
It's not true to say you should always be serious...or funny..or unemotional, etc. But timing and knowing when to say "listen, this is important" or to quote a great movie quote during a tense time is very effective. For whatever reason, when the supervisor/boss, etc relates on such common ground as a caddy shack quote or a goofy monty python snippet, people love it. It shows you are more the same than different.
Fear never ruled a thing.
Best of luck, sir.
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The Big Guy
Fear the Blitz
Make sure that they use the correct cover sheet on the TPS report and getting them to work weekends is a bonus.
SaintsInDome2006
Footballguy
In terms of management gain people's loyalty by defending their work before upper management, never criticize in email or to others but only in private (unless they really are loafing/screwing up), thank them for their efforts, and tailor what you ask them to do based on their best skills.
Ilov80s
Footballguy
Bolded:
Yeah, if you are good at your job, people are more likely to follow you. So be good at your job. I can't decide if this advice is genius or meaningless. Either way,work hard and do your best job.
Ilov80s
Footballguy
Yes. If you put someone on blast for something relatively mundane, prepare to be despised and disrespected. Problems are best addressed 1:1.
moleculo
Footballguy
good stuff guys. Not exactly how this will all shake out, but I am the lead engineer on a pretty major project. I have been given the head count to help me with this and that's really what this is about. I'm looking for people to work with me - not follow orders or do tasks. I need a team and I'm looking for teammates - not employees. That's the basic attitude I'm sensing from the crowd here and that's really how I'm approaching this.
GOB
Footballguy
I will keep my ears open on this. My notebook doesn't have which industry you are in. Know more software engineers than anything though.
nirad3
Footballguy
moleculo
Footballguy
NutterButter
Footballguy
Johnny Bing
Footballguy
Don't be their buddy or friend, be their boss. I know millennials want this cool buddy bro relationship but it is a lot harder to manage when they are you buddy. You can still ask how weekend is without getting buddy buddy.
Vanilla Guerrilla
Footballguy
mquinnjr
Footballguy
Invest as much time as reasonable in teaching new employees, make that investment. I always think when I have to do this, "What are all the things I had to suffer through and teach myself or learn by doing, where my management filled in the gaps or they came over the course of time?" Those are lesson #1, and I just whiteboard it out. These people you manage are a reflection of you, so if they ramp up fast, it makes you look incredible. Plus, if you work in harmony with other groups (I work in financial analysis at a company so this is constant) and the people that work with you see your new people excel fast, when it gets political they'll know not to F with them, and especially you. The better you teach them the more you can hand off and shed the "best done yourself" mentality, which is when you get to really manage. It's awesome, all the best.
skol asylum
Footballguy
I have none of the qualifications you are looking for, but how long could that take to learn? 2-3 days? Unemployed and ready to roll boss man.
shuke
Black Ice Skeptic
shuke
Black Ice Skeptic
Great attitude. Keep in mind what you are getting into. Realize that by doing work and managing at the same time, you are doing two jobs and it will be impossible to give full attention to either one going forward. Not to say this can't be done, I've been doing it for some time now, just realize it is going to be very difficult at times. I've got too many direct reports now to be able to do both, and finally coming off day-to-day project work. It's scary, I often wonder if I've worked myself out of a job, but I'm also relieved that I can now devote all my time to coaching, directing my part of the business, etc.
wikkidpissah
Footballguy
You've already shown excellent judgement by waiting to start your thread until the forum had stopped answering 'covfefe' to everything. GL -
ShamrockPride
Footballguy
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