{ "media_type": "text", "post_content": "How effective is the \"crack the whip\" model of management? New manager seems to love it, but I don't think our team is actually getting more down (and seems to not like the new culture)", "post_id": "59c94a9d8f883c0017205d45", "reply_count": 14, "vote_count": 2, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

How effective is the "crack the whip" model of management? New manager seems to love it, but I don't think our team is actually getting more down (and seems to not like the new culture)

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Hate - absolutely hate - micromanagement. I need the freedom to perform to the best of my abilities.

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Looks like the whip is not cracked yet

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Little room for discussion regarding tasks, lots of micromanagement from above, etc

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Crack the Whip (Snap the Line), is normally the style-of-last-resort... it's bred out of frustration with lack of progress and is an overhead to manage as well as to be managed

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I think it works in moderation. Everyone has a limit/breaking point so "push, push, push" only works so much

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Not a good idea for your PM - in the long term they won't have consultants, SCs, analysts invested/interested in their portfolio of projects (much harder for them to move up if they can't get the good staff)! My last PM did this with their projects and they are notorious across our account now. I'd recommend taking a firm stance in managing up e.g. They ask for too many things at once "You have asked for X Y and Z by date, I can do X by date, Y by later date and Z by later date. Do you want me to move that items around on what you'd like to see first?" And/or put EVERYTHING in email. List out the tasks they've given you and if they're not open to discussion on timelines or how it is done write out the considerations you wanted to express re: the tasks. Just say it's a discussion recap for their reference. Once they see you're recording everything it may change how they are acting towards the team since they know you can take those emails to senior leadership basically at any time.

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Totally depends on the team that's being led. It can work great for some teams in consulting it rarely works

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Can you summarize this model

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Also - just focus on making sure you do high quality work with what you're assigned and hang in there. The project manager is responsible for the ultimate success of the project, not you :) so if that's the style they choose then they take responsibility for any repercussions

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My manager let's me do w.e I want. I also told him to let me bc I'm trying to promote

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Well the manager is new to the project and started with this method...honestly not sure how to manage up and am considering looking at other project options

I would talk to the PM directly. Understand their motivations, and how you could meet their performance expectations with a softer approach.

A1 makes a good point. My PM who did the crack the whip style of management was also resistant to feedback lol. So maybe if you just discuss with them as A1 suggested everything will be resolved :)

Love my manager but this is greater than her so I have to leave unfortunately

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