Comments on: Video blog: Each person requires different management techniques http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/ Advice at the intersection of work and life Thu, 18 Mar 2010 17:19:43 -0600 http://wordpress.org/?v=abc hourly 1 By: Mikey http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/comment-page-1/#comment-113375 Mikey Wed, 28 Nov 2007 19:12:52 +0000 http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/#comment-113375 Yeah, this is a very very cool blog. ;-) I just added you to my favorites. Thanx, Mikey Yeah, this is a very very cool blog. ;-)
I just added you to my favorites.

Thanx,
Mikey

]]> By: Bruce Tulgan http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/comment-page-1/#comment-53445 Bruce Tulgan Fri, 06 Apr 2007 18:46:27 +0000 http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/#comment-53445 Thanks for the comments and questions. The best way to do documentation is before, during and after conversations with employees; when performance is going right, wrong, or average; all the time. You need a system that works for you. Some managers keep a notebook in their back pocket. Some use relationship management software and a little database of their employees, in which you can make ongoing notes that are date/time stamped, in which each data record becomes your ongoing tracking system. Whatever you do, if you are in a large company, call someone in hr and ask for some guidance: they'll help you make sure to do it right, to dot your Is and cross your Ts. The key is to keep running notes all the time about expectations set (goals, deadlines, guidelines/parameters) and performance observed (real concrete actions) directly or indirectly. Describe, describe, describe. Don't write a book. Just make good notes on an ongoing basis. This becomes a detailed contemporaneous record. And I think you should let employees know that you are documenting performance every step of the way. Maybe the employee should start writing down some of this stuff too!!! I hope that helps. Thanks for the comments and questions. The best way to do documentation is before, during and after conversations with employees; when performance is going right, wrong, or average; all the time. You need a system that works for you. Some managers keep a notebook in their back pocket. Some use relationship management software and a little database of their employees, in which you can make ongoing notes that are date/time stamped, in which each data record becomes your ongoing tracking system. Whatever you do, if you are in a large company, call someone in hr and ask for some guidance: they'll help you make sure to do it right, to dot your Is and cross your Ts. The key is to keep running notes all the time about expectations set (goals, deadlines, guidelines/parameters) and performance observed (real concrete actions) directly or indirectly. Describe, describe, describe. Don't write a book. Just make good notes on an ongoing basis. This becomes a detailed contemporaneous record. And I think you should let employees know that you are documenting performance every step of the way. Maybe the employee should start writing down some of this stuff too!!! I hope that helps.

]]> By: Dale http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/comment-page-1/#comment-53409 Dale Fri, 06 Apr 2007 16:52:23 +0000 http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/#comment-53409 This was an excellent, common sense (which isn't so common) tutorial on managing the individual. What I particularly like about it is that while on the surface it appears simple, it implicitly requires documentation of one's actions/plans relative to one's team/direct reports. I guess, my only question is how is this best done - timewise, and functionally? Should it be reviewed monthly, more or less often? Also, should it be part of the "secret" files a manager keeps on each employee? Should it be done at all? What is your recommendation? This was an excellent, common sense (which isn't so common) tutorial on managing the individual. What I particularly like about it is that while on the surface it appears simple, it implicitly requires documentation of one's actions/plans relative to one's team/direct reports. I guess, my only question is how is this best done – timewise, and functionally? Should it be reviewed monthly, more or less often? Also, should it be part of the "secret" files a manager keeps on each employee? Should it be done at all? What is your recommendation?

]]> By: Anne 2.1 » Blog Archive » links for 2007-04-04 http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/comment-page-1/#comment-52719 Anne 2.1 » Blog Archive » links for 2007-04-04 Wed, 04 Apr 2007 23:33:15 +0000 http://blog.penelopetrunk.com/2007/04/04/video-blog-each-person-requires-different-management-techniques/#comment-52719 [...] Video blog: Each person requires different management techniques » Brazen Careerist by Penelope Trunk I enjoyed Bruce Tulgan’s vlog on undermanagement, maybe should watch this. (tags: management towatch) [...] [...] Video blog: Each person requires different management techniques » Brazen Careerist by Penelope Trunk I enjoyed Bruce Tulgan's vlog on undermanagement, maybe should watch this. (tags: management towatch) [...]

]]>