{ "media_type": "text", "post_content": "If your manager asked you to send him an email with three things the team needs to change to be more effective, and that the whole team will discuss everyone’s feedback with HR present, what would you tell your manager?", "post_id": "605d181c4593850022bf92eb", "reply_count": 14, "vote_count": 2, "bowl_id": "5e6fe1c31f5e51001d267e46", "bowl_name": "The Work-Life Bowl", "feed_type": "bowl" }
null

If your manager asked you to send him an email with three things the team needs to change to be more effective, and that the whole team will discuss everyone’s feedback with HR present, what would you tell your manager?

likehelpful
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1. Psychological safety to express ideas and take initiatives, with support, but without fear of reprisal.
2. Improved comms for what's happening in the team, particularly things coming from higher up, want to know the "why" behind them.
3. What initiatives can be introduced to improve morale and team culture, and can they be funded by the company with a modest cost.

likesmarthelpful

Sounds like it’s time to send out those resumes. A meeting with HR.? This ship is a sinkin’

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likesmart

Honestly it all really depends on a few things, for instance:

1) Are you the only one being asked to share thoughts? If so, does the team know it’s you or is it being presented as anonymous?
2) Is the team small? Are people close on the team and could they be sharing what they say/said and pick you as the odd man out, knowing you said something specific that hurts their prospects at work?
3) If whole team is asked, is your manager closer with 1 or a few of the employees on your team? I ask as he may end up sharing who said what to those individuals and then they could share what you said to other team members.
4) Whether or not HR is there, you should always be honest but to a certain extent as to not jeopardize your job and/burn any bridges.

like

Well I’m actually asking you what you would say, not what I would say 🤣 our team is fairly small and there shouldn’t be any surprises that get surfaced during the meeting. Whole team is giving feedback. We all know what is making us ineffective (2 personalities with opposing views on strategy execution), sometimes opaque discussions that require further probing to get to the real ask, but it is good to actually acknowledge we have a problem and have an open discussion so people feel heard and we can fix it.

https://cloud.google.com/solutions/devops/devops-culture-westrum-organizational-culture

helpful

PS1, thanks for sharing - useful document; I will be sharing it with the team!

This is me but I think Transparency goes a LONG way. It helps build trust but also shows that people on your team who you may think are MIA are actually swamped or those who you think are busy are not as crazy as you thought. I also think (& this is polarizing) that frequent team catch ups help from a morale and teaming standpoint. It’s made a huge difference for my group - but you have to commit to it

like

Similar type catch ups or discussing anything current which may impact a client. We also use it as an open forum if someone has a scenario with a client and asking if anyone else has experienced it.

It seems odd that HR will be sitting in, but apart from that, I always ask my teams after a big project what we could have done differently as a team (and also what I could have done differently or told them up front to have made the project easier or more efficient). That's the only way things change for the better. As long as everyone takes part and raises points constructively, should be fine. I'd also raise things that went really well on the project for balance. Even on the worst project, its not all bad!

uplifting

HR should definitely be involved. No one would want the discussion to turn into an Office episode with Michael Scott (or team members in this case) saying something he shouldn't say 😂

Either your manager is on the chop block or you are.

like

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