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Review The Facts
Jul. 5th, 2006 11:50 pmWhen I saw the news that Kenny Lay had passed on, my thoughts were the same as many of my co-workers - did he just commit suicide? Certainly if you were facing a sentence that would almost certainly leave you in prison for the rest of your life, and likely take away any financial security for your wife and kids. It's a decision that could make it better for your family, and your fellow defendant suddenly knows, crap, I'm the only one left to blame.
Of course, It's a little cowardly, but for one who cheated his way to millions, I guess it's not that out of character. Sure, he was 64, but he could afford good doctors who would have known that his heart was stressed, right? Of course, the wife could have done it.
Still, enough about that lets get on to something else. Today was my first review at the new job, in fact it was my annual review, so really thats all there is until next July. For someone who had to write and receive five reviews a year, I've gone from being over analyzed to under in the course of a few months. My boss seemed really rushed about this week's review deadline and all I could think of is how much I would have enjoyed only giving one a year per person.
My review went well enough. There were no surprises, and as I thought, my boss really doesn't know me well. It's been a little over five months now, and there were only a few notes, repeated over and over again. Now I know that you might say that five months isn't a fair period, but after doing quarterly reviews, I'd say that there is enough to gain perspective if you're really watching.
The problem seems to be in the management style that the company has. While I love the way that management leaves you alone, I do see that the managers aren't truly engaged with what people are doing. They rely on simple numbers to make grades, and they rarely walk around and talk to you. Given that my particular job doesn't have a reliable productivity measure, there's not much to say whether you are actually doing anything or not. We've had one of the temps who was finally removed when one of the senior associates went to management and told them that he wasn't actually doing anything. He had been in the job for nine months.
The company overworks the managers with so many projects and ways to create changes for no real reason, that they don't actually get the time to sit down and really see what's happening. Of course, what makes it ironic is that they are looking for ways to make the common processes more productive and efficient (otherwise known as continuing to squeeze more out of your workforce), but if they'd just take a little more time working with their reps, I'd bet that they'd get more out of that than any other plan.
One of the problems of absentee management is that you never quite know where you sit, until your one review a year. Constant feedback, especially given as the problem or praise worth events arise is much better than finding out you did right or wrong several months after the fact. one shouldn't delay or hold back feedback.
So, you can imagine my surprise when a few weeks ago my manager actually spoke to me, telling me that she was worried about my email usage. She said that I emailed Hans too often during the day. I admitted, that yes, given that IM's aren't allowed at work, we did email back and forth quite a bit. We also did this at my previous job without any problems or complaints. Well, she said, this was a problem, and I told her that I'll be happy to change, but that the restrictions on email were never explained to me.
Of course, she said that they just got new monitoring software, and that higher ups were asking managers to check into people's email habits, since now they could. It wasn't that matter that it was important before, but now, with the new software it was a top priority since someone spent some money. Very interesting.
A big part of management is setting expectations. It makes it much easier to go into a review, because there should be no surprises as to what is measured, what is the norm, and where you sit. Here I have had no expectations set, so I've had to go on what I saw others work ethics were like and what they do in their day (minus the lazy temp) and emulate that. Luckily this was a good strategy as I received at least "proficient" and several "exceeds expectations." Go me.
My manager did mention that I have leadership qualities and have done well on some extra projects I've been given, and she was happy that I was so willing to work overtime (I need the money). Then she mentioned that she had to ask another co-worker that I had done these things. Thankfully I have made a good impression on that co-worker.
Oh well, because of the re-organization of the department, she won't be my manager for much longer, so really, I'm not worried about trying to really impress her or to make a bigger connection. I'll save my energy for my next manager, who will be a new manager, working for a raise at the review next July .
Hopefully he or she will tell me what they want...but I think I'll just ask, first.
Of course, It's a little cowardly, but for one who cheated his way to millions, I guess it's not that out of character. Sure, he was 64, but he could afford good doctors who would have known that his heart was stressed, right? Of course, the wife could have done it.
Still, enough about that lets get on to something else. Today was my first review at the new job, in fact it was my annual review, so really thats all there is until next July. For someone who had to write and receive five reviews a year, I've gone from being over analyzed to under in the course of a few months. My boss seemed really rushed about this week's review deadline and all I could think of is how much I would have enjoyed only giving one a year per person.
My review went well enough. There were no surprises, and as I thought, my boss really doesn't know me well. It's been a little over five months now, and there were only a few notes, repeated over and over again. Now I know that you might say that five months isn't a fair period, but after doing quarterly reviews, I'd say that there is enough to gain perspective if you're really watching.
The problem seems to be in the management style that the company has. While I love the way that management leaves you alone, I do see that the managers aren't truly engaged with what people are doing. They rely on simple numbers to make grades, and they rarely walk around and talk to you. Given that my particular job doesn't have a reliable productivity measure, there's not much to say whether you are actually doing anything or not. We've had one of the temps who was finally removed when one of the senior associates went to management and told them that he wasn't actually doing anything. He had been in the job for nine months.
The company overworks the managers with so many projects and ways to create changes for no real reason, that they don't actually get the time to sit down and really see what's happening. Of course, what makes it ironic is that they are looking for ways to make the common processes more productive and efficient (otherwise known as continuing to squeeze more out of your workforce), but if they'd just take a little more time working with their reps, I'd bet that they'd get more out of that than any other plan.
One of the problems of absentee management is that you never quite know where you sit, until your one review a year. Constant feedback, especially given as the problem or praise worth events arise is much better than finding out you did right or wrong several months after the fact. one shouldn't delay or hold back feedback.
So, you can imagine my surprise when a few weeks ago my manager actually spoke to me, telling me that she was worried about my email usage. She said that I emailed Hans too often during the day. I admitted, that yes, given that IM's aren't allowed at work, we did email back and forth quite a bit. We also did this at my previous job without any problems or complaints. Well, she said, this was a problem, and I told her that I'll be happy to change, but that the restrictions on email were never explained to me.
Of course, she said that they just got new monitoring software, and that higher ups were asking managers to check into people's email habits, since now they could. It wasn't that matter that it was important before, but now, with the new software it was a top priority since someone spent some money. Very interesting.
A big part of management is setting expectations. It makes it much easier to go into a review, because there should be no surprises as to what is measured, what is the norm, and where you sit. Here I have had no expectations set, so I've had to go on what I saw others work ethics were like and what they do in their day (minus the lazy temp) and emulate that. Luckily this was a good strategy as I received at least "proficient" and several "exceeds expectations." Go me.
My manager did mention that I have leadership qualities and have done well on some extra projects I've been given, and she was happy that I was so willing to work overtime (I need the money). Then she mentioned that she had to ask another co-worker that I had done these things. Thankfully I have made a good impression on that co-worker.
Oh well, because of the re-organization of the department, she won't be my manager for much longer, so really, I'm not worried about trying to really impress her or to make a bigger connection. I'll save my energy for my next manager, who will be a new manager, working for a raise at the review next July .
Hopefully he or she will tell me what they want...but I think I'll just ask, first.
