Will the real manager please stand up
The software engineer (SE) has just found the solution to the bug thats been bugging him for a couple of days. The problem was of medium complexity and now the changes have been made in the code to solve it. He approaches the manager to report this........
Scene 1 ; Act 1
SE (looking at the manager) : " I have fixed the bug reported by the customer. The problem was *******. And the solution that I provided is ********.
Manager : " Get the changes reviewed and update the changes in the database. " ( Gets back to his work)
The SE goes back to his cubicle. Knows that he has done his job.......starts checking his mails hoping to get some forwards to pass time.
(End of Scene 1 ; Act 1)
Scene 1 ; Act 2
SE (looking at the manager) : " I have fixed the bug reported by the customer. The problem was *******. And the solution that I provided is ********.
Manager ( smiling ) : " Good job.......Get the changes reviewed and update the changes in the database. "
The SE goes back to his cubicle. Immediately sends out a mail to the tech lead to get the changes reviewed so that he can update the database. Knows that he has done his job.......starts checking his mails hoping to get some forwards to pass time.
(End of Scene 1 ; Act 2)
You dont need an apple to fall on your head to realise that there exists force a which can get you the required results from your resources. This is called the token of appreciation. All the manager had to do was to smile and add a phrase to recognize the effort put in by the employee. It then turned out to be a win-win situation for everyone involved.
Usually we come out with numerous points to criticize a person or his work but when it comes to appreciating the same there is something that holds us back. We become very stingy when we have to actually praise somebody. We think twice before we do so. What is this force thats holds us back?
I feel that people management is all about getting the best out of resources. This can be ensured if the manager can strike the right chord by arriving at a point where both the resource and you have entered the comfort zone. This is the zone where both the manager and the resource have an clear idea about each others requirements. This is the zone both have to be in for good productivity.
Getting into the comfort zone is not as difficult a task as being in it. And a token of appreciation to recognize productive effort is one way to achieve that.
Scene 1 ; Act 1
SE (looking at the manager) : " I have fixed the bug reported by the customer. The problem was *******. And the solution that I provided is ********.
Manager : " Get the changes reviewed and update the changes in the database. " ( Gets back to his work)
The SE goes back to his cubicle. Knows that he has done his job.......starts checking his mails hoping to get some forwards to pass time.
(End of Scene 1 ; Act 1)
Scene 1 ; Act 2
SE (looking at the manager) : " I have fixed the bug reported by the customer. The problem was *******. And the solution that I provided is ********.
Manager ( smiling ) : " Good job.......Get the changes reviewed and update the changes in the database. "
The SE goes back to his cubicle. Immediately sends out a mail to the tech lead to get the changes reviewed so that he can update the database. Knows that he has done his job.......starts checking his mails hoping to get some forwards to pass time.
(End of Scene 1 ; Act 2)
You dont need an apple to fall on your head to realise that there exists force a which can get you the required results from your resources. This is called the token of appreciation. All the manager had to do was to smile and add a phrase to recognize the effort put in by the employee. It then turned out to be a win-win situation for everyone involved.
Usually we come out with numerous points to criticize a person or his work but when it comes to appreciating the same there is something that holds us back. We become very stingy when we have to actually praise somebody. We think twice before we do so. What is this force thats holds us back?
I feel that people management is all about getting the best out of resources. This can be ensured if the manager can strike the right chord by arriving at a point where both the resource and you have entered the comfort zone. This is the zone where both the manager and the resource have an clear idea about each others requirements. This is the zone both have to be in for good productivity.
Getting into the comfort zone is not as difficult a task as being in it. And a token of appreciation to recognize productive effort is one way to achieve that.
posted by Sriniketh S at
6:42 PM
2 Comments:
naah... not interesting enough... can't imagine what lead u to write this, but all i can say is calling real people who work with u (and mind u not for u) resource irritates me a lot... and i agree with satya, management not of our interest...
By
Rupam Bhattacharya, at 1:36 AM
Boring or not boring, the manager-s/w engineer relationship is a reality. And for quiet a few people its a nightmare. As if 1 manager isnt enough, most of us with US clients end up having 2 or more managers. one at onsite and one at offshore. I myself have 3 PLs. No joke. 1 at off shore, 2 at onsite, 1 of whom is called a 'coordination leader' and is set up just for the sake of coordinating the onsite and offshore teams.
When u have multiple PLs, lack of coordination/co-operation between them can be a problem. Luckily for me all my PLs are cool with each other and appreciate me.
But its not so with some friends of mine. a friend of mine has 2 managers too. And unfortunately for her they had a bad bout, and now neither of them do some part of the work as they think its the others responsibility. So now it all gets pushed down on her!!! and she is not at all appreciated for it... I might have been a lil off the topic but manager-subordinate relationship does have some scope Chaal. Especially if you try to exploit the problems lady employees face. So there's a comment from the 'ever feminist'... Ta Ta
By
Anonymous, at 9:13 PM
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