3 months ago I started to manage a 10 person team. I thought things were not going well so decided to go through a 360 degree survey. I got annihilated! The biggest issues highlighted by my team were:
- Not communicating enough
- Not humane
In my mind, I have a very high EQ. I communicate well and of course, I’m as fair as can be. Here were the root causes for these issues. It was mostly things I was not doing. I was not:
- Sharing updates
- Having regular 1 on 1s
- Spending equal time with everyone
I was not asking the team to share updates or what they were working on in my team meeting. I never liked sharing updates were I was an individual contributor. I assumed others won’t like it either. I said so in my first team meeting and everyone agreed! However, this does not work. The internal communication within the team is always less than you think it is.
Regular 1 on 1
Not having regular 1 on 1s with everyone but actively encouraging the team members to reach out to me when they have issues or want to talk about something. I did this because I read that regular meetings without an agenda should be eliminated entirely to improve productivity. This does not work. The team members feel bad reaching out to you! High performing people want to show that they are self sufficient. They don’t like to share issues. So yeah… unstructured but regular 1 on 1s are back so that team members can share and just shoot the breeze if they want to. Never expected this to be ok.
When I spent time with one team member, instead of others. Other team members felt ignored. I thought they would be happy that I’m not micro managing them and spending time where I really need to fix things. This does not work. I now let the team know where I’m going to focus more and why so that they have context for how I’m spending my time. Again, never expected this to be an issue in a multinational company but apparently humans are the same everywhere!
Short and to the point meetings
Again, watched too many TED talks and read too many productivity blogs. These led me to believe that I should have focused discussions and drive change by communicating directly on issues. This does not work. The team expects more informal chats. They see informal chats as a safe space to share concerns about current plans. Absence of such a forum coupled with irregular 1 on 1s screwed me over.
Finally, the 360 survey helped me revalidate my areas of strength. Instead of focusing on these issues alone, I’m going to focus more of my time building upon my strengths. Its easy to let these issues bog you down if you just focus on areas of improvement alone. I’m now soliciting input from the team on what we want to accomplish together in 2016.