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Visual Storyteller
Saw this on Twitter. Just sharing!
Rising Star
Is this true ?
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What health/pharma agencies are in SF?
Stop with the unnecessary meetings. PLEASE.
Chief
Rising Star
Got any jokes?
Complete the sentence: When you work on pharma …
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Rising Star
Don't hover over them. Let them work, make mistakes, ask questions, etc. Then when you review with them, thoughtfully explain why things won't work, why things will, etc. After, let them work it out and see if they're on the right track before putting them into a certain direction. Also, when presenting work, teach them "we" and "us" method versus "me" and "I." Gets them thinking in terms of a team rather than an individual.
Lastly, make clear how your preference for logistical things like deck structure.
This is the way!!! Being junior and having a manager constantly hovering over you is a confidence killer.
Treat them how you wish your managers treated you
Don’t be dismissive, don’t be passive aggressive when they don’t do something right as they’re still learning, don’t make comments about Gen Z as it can come across as patronising - from a junior
🙄
Too many middle mgrs manage to what they think their boss and the business wants. With your reports, try to meet them where they are, understand what it is they want to develop, skills they want to acquire, then try to give them those opportunities, if possible. I used to always tell me team I was looking out for their interests and wants, but that they would also have to be patient, that it was beyond my influence/pay grade to just "gift" them what they wanted. But I made sure I understood their interests and goals, and was always making an effort to make sure I could make that happen. At one point I managed 13 ppl and was expected to be 90% billable (and help sell). So I often would delegate things that aligned to their interests, meaningful.things, not just business as usual. I also maintained office hours, like a professor. 1 hour Tuesday, 1 hour Thursday (in addition to 30 min one on ones). I told them at those office hours I would always drop what I was doing and help them. I never accepted mtgs or calls for that time. They appreciated the availability, and the fact that I was making an effort to be present for them.
Pit them against each other for a promotion. Instill a constant fear of getting fired within them. Schedule mandatory team meetings where you force them to laugh at your jokes.
Speaking from experience, this really helped me get off my ass and progress my career somewhere else.
Do everything the opposite
Explain to them gently that, no, they can’t be promoted after three months
If you see it, call out their lazy over-reliance on AI. I’m serious. Nip it now.
Put them both in a trenchcoat and you’ll have one senior
Always wanted to try this in middle school….
I asked a similar question awhile back and got some really great advice that I took to heart, that I feel has made me a better director! My team is functioning smoothly (well sometimes it’s chaotic lol) but the relationship I have with them is great. We collab very well together and respect each other too. Great dynamic - here’s the thread if you can see it, might be a different bowl: https://www.fishbowlapp.com/post/im-currently-the-only-in-house-designer-and-will-be-onboarding-one-or-two-junior-designers-by-months-end-im-super-excited?og_title=Post+from+a+Fishbowl+user%26og_description%3DI%E2%80%99m+currently+the+only+in-house+designer%2C+and+will%26og_image%3Dhttps%3A%2F%2Fdslntlv9vhjr4.cloudfront.net%2Fcontent_preview_images%2Fim-currently-the-only-in-house-designer-and-will-be-onboarding-one-or-two-junior-designers-by-months-end-im-super-excited.png%26isPrivateFeed%3Dfalse%26emailDigestPost%3Dfalse&sig=D_GsVrmhcB9SEVvhSFFRUk58WsHd5PYRZjtjApQ3aWU
Find something they are really passionate about (outside of work, like a hobby or hobby better) and figure out a way to work that into a project they are working on. It’ll not only energize them, make them feel seen, but also bring something entirely new to the work. This has a twofold effect of endearing them to you and the work, and provides more job satisfaction for them (which is a key to their performance, and thus your job). Everyone wins.