Why Career Discussions Fail
Posted on February 12, 2008
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It’s that time of year at Microsoft when mid year career discussions (MYCD) are getting ready to start. The MYCD is heavily emphasized by management as an integral part of career development for employees. Is all this attention worth the investment of time and money a company puts into this exercise? It shows good intentions on the part of executive management. However, this often turns into an exercise of futility because of three factors.
First, the employee must be engaged in the process and willing to take a serious look at their present situation and where they want to be in the future. Many times I talk with workers who don’t know where they want to be but they also have not invested time in themselves exploring their interests and desires.
Second, the manager doesn’t invest the time in preparing to have a meaningful discussion about an employee’s career aspiration. Consequently, the manager is ill-prepared to coach the worker. The manager must also prioritize time to become a better coach and mentor. They need to fully understand the career discussion process and be able to explain it to the worker.
Third, the business environment is so frenetic, it doesn’t allow time for the employee or manager to prepare for a career discussion. The employee and the manager must prioritize their time to allow taking the time to accomplish these objectives.
The bottom line is that as the manager, you have to take responsibility for all three of these factors. The employee must take responsibility for their own career development but you need to coach them to make sure they are aware of what their options are within the company and how to develop a well thought out career plan. Many people do not have the foggiest idea of how to prepare a well structured career plan and that is where the manager plays a key role.
Why Do You Want To Be A Manager?
Posted on February 5, 2008
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Reflecting back over the years, I’ve had the opportunity to interview many people who were interested in becoming a manager. The first question I ask is “why are you interested in becoming a manager?” My first thought is that anyone who wants to jump into this circus must have some type of neurological disorder. But, then the answers start to flow and usually fall into one of the following categories:
- ” I’ve always wanted to be a manager.” Doesn’t really answer the question.
- “I’m bored.” A valid reason for looking for a new job but hardly an answer to impress anyone.
- “It’s a natural step up in my career.” While this may be true, if this is the only step up your company offers you, then your company may have other issues.
- “I need more money.” Hmmm…this person is in for a rude awakening. In today’s workplace, it’s not uncommon for workers to earn more a higher salary than a manager.
Every now and then a candidate expresses a sincere desire to help others reach their goals. These people are the “grain of gold” in the sand that you’ve been looking for. Managers who don’t put their people first ultimately fail the people and the business.
Being a front line manager has its fair share of stress. You have the opportunity to catch hell from upper management when things aren’t going well and the added benefit of catching it from your direct reports as well.
It takes a special person with a passion for helping others as well as business acumen to succeed. If you’re in this for the money…. it’s not worth it! My real reward comes when someone I helped reach their goals takes the time to say, “Thanks! I wouldn’t be here without your help.” That’s the real satisfaction I receive from being a front line manager.
Other thoughts?
Welcome to Managing Bytes!
Posted on February 4, 2008
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Welcome to the launch of Managing Bytes! A blog dedicated to the front line managers who are squeezed from upper management as well as their direct reports. I will be posting a minimum of twice weekly and hope to write more often in the future.
In future posts, I will be covering topics that affect us in our daily lives such as values, leadership, managing high performers and productivity. I’ll offer suggestions and advice that I’ve garnered over my working life as a front line manager. These opinions are based on my own experience and your mileage may vary.
Whether you are a manager, supervisor, or an individual contributor (aka worker), I invite you to share your own experience at Managing Bytes. This blog, like others, is only as good as the participation between the writer and audience.
Thanks for taking a look!
Bobby