In your carrier as an employee you would have come across several managers. I have categorized them into two kinds
- Process Manager
- People Manager
When I say process management, it means, managing without the human element. You apply the latest and the greatest techinque from the best business management books, but fail to look at the human side of things
This is not theory stuff, I will directly get into examples
Process Manager |
People manager |
| The guy who asks all his team mates to come to office and work on weekend while he sits and relaxes at his home
Reason : the famous philosophy my time with my family is more important than your’s with your family |
Considers himself as part of the team and be there when the team needs him/her the most |
| Passes all the blames directly to the employee reporting to him/her. Makes his/her team members as scape goats and portrays himself ALWAYS with a clean image
Reason: Always having a clean image, while the employee suffers can help your career growth. People will call you the ‘99.99 manager’ – The guys who always gets it right 99.9 % of the time |
Takes responsibility. Identifies root cause and try to resolve them Remember problems can also be systemic and not related to just one person or one thing |
| Talks in managements words. Always makes use of the following words: Pro active, Enterprise solutions, deadlines, commitment, lean, agile, cloud based, 100 %, smart worker, extend hours |
Talks in simple terms that anyone can easily comprehend |
| Talks in authoritative tone with an air of up rightness. | Always remember that the other person could also be right.
Think about this, if you are right atleast more than 50 % of time in stock market, you could amass millions. Painfully, this is not the case and you could very well be wrong many of the times. Respect this fact. |
| Do not agree to anything the employees state. Feels that he/ she is always right | Listen to team mates. If they are right, agree to that |
| [applicable for offshore locations like India/ china]Try portray oneself as a hard worker, by sending pre-scheduled emails at midnight | Show only what is true and not pretend anything |
| Commits to impossible timelines and then pressurize employees to deliver the same | Always commit on realistic deadlines. If something is not achievable, let the upper management know it in advance |
| Not let the upper management know about the concerns and issues facing the employees | Let the upper management know about the issues. Not everything, but things that they ought to know |
| Use several scare tactics to get the work done | use trust and respect and get the work done |
| Selectively choose employees for recognition and promotions. If questioned, talk about past events – tasks not complete or results that were not achieved | Go with the policy that all are equal in the right for opportunities. If someone if not performing, let them know at the beginning of hte year and provide way to improve |
| Use stealth and cunning ways to monitor employees.For example : stand behind the employee while he is working on his system, closely watching the sites he is visiting, the chat messages and so onReason : Having first hand information about employee’s decision can help you prepare in advance | Get information based on trust. If an employee does not want to share something with you, its okay |
| Constantly doubt the employee
Who is he talking on the phone ? Reason : This is based on the assumption that all employees are frauds. By constantly doubting them and asking the right questions you can keep a track on the black sheep |
Constantly have faith in the employee until a situation arises due to which you feel otherwise |
| Do not allow the employees to take the yearly leaves they are eligible.Reason: More days at work == more hours == more productivity == more revenue for the project | Let employees make use of their vacation and all other eligible leaves so that they come back rejuvenated contributing more to the project |
| Even during team outing and team lunches talk about projects and tasks and deadlines | Understand the purpose of these together and try to connect with the employees and try to understand them at a more personal level |
| Preach more practice lessFor example : Regularly come late to office without informing ANYONE and then preach others to come early | Preach by example. Be an example to the team by your actions and preach less. People follow you by looking at you |
| Total in-sensitiveness to girls and their problems If a female employees complains about gynecological problems ask her about it. Get the details even if she feels uncomfortable about it. threaten to use your managerial powers if she does not complyReason: Although I haven’t found any organizational benefits for this kind of behavior, some perverts really love hearing personal health issues of female employees, visualizing their body parts and sometimes would also like to offer useless suggestions |
Understand the fact that many women may not be comfortable talking about thier health issues. Trust them on this and they will trust you back. |
| Constantly over commit to employee by making a lot of false promises but always under deliverReason : By misusing their trust you can always make them do what you want without them ever complaining. If an employee asks for a promotion, promise to give it to them but never deliver. That way, you can make a cat do the work of a lion but feed it milk. More profit for the company | Understand the truth that every employee is an asset. Loosing their trust would be the last thing to happen. Constantly work on their trust and improve |
| Consider every employee as just another resource . A resource that you can use when needed and throw away when not needed | The fact is employees are also another human being just like you. They have thier feelings and you have no right to treat them like objects |
| Consider the old adage that ‘We have not come here ( office ) to make friends’. Consider the relationships with employees as opportunities that you can make use for your growth | Understand the importance of employee manager relationship. Nurture and never misuse it |
| Believe in the theory that org chart is nothing but a chess board. Destroy everyone around you and rise to the top | Believe in the theory that there is enough for everyone to go around. Every one can grow and everyone can be here |
| Ask employees for information. Once they send it to you, change some minor details and send it to others claiming you are the author for that information | |
| Never miss a photo opportunity | |
Process Manager