Related Posts
Hello!!!
Khushi Advertising is the exclusive agency for associating with KGF Chapter 2 (Yash, Sanjay Dutt, Raveen Tandon, Shrinidhi) the most awaited film of 2022 releasing 14/04/2022.
Would like to connect & explore with brand heads and managers looking for an association with KGF.
Looking forward to...
Thank you
Sudeesh Varma
9820355356
sudeesh.varma@khushiadvertising.com
How reputable is Andersen tax?
Can I get refferal for Backend Developer or Full Stack Developer? I've experience in PHP, JavaScript, Node.JS, Angular, Express.js, jQuery, MySQL, Python, Docker, Redis.
Total work experience - 3+ Years
Tata Consultancy Amazon IBM Infosys GlobalLogic Atos Zoho Persistent Systems Limited PwC Publicis Sapient
Additional Posts in Advertising
Where is the lie
New to Fishbowl?
unlock all discussions on Fishbowl.
Do it by correcting them on the spot and in front of people, of course in a professional manner sort of to put them in their place about what they know.
Lay our all the areas where they are great and where they need improvements.
You don't. You give them the promotion and raise that they clearly deserve.
^That will make them hate you. Maybe do that in private.
Just give them the old STFU.
Hopefully that will get the message across.
This is where I struggle... the strategy to approach. I'm a sarcastic jokester, so when I try to broach the subject, I start light hearted. But I feel like the "real time" feedback gets overlooked as a result. Almost feels like my point won't get across unless I fully snap. Is that me having a larger issue with my communication or do others struggle with this as well?
Let me clarify, correct them on the spot within the team, they should not hate you for your role as a manager to educate. If they do then they are not mature enough as adults to take feedback. I'm not saying to call them out or to say they're wrong. Do not solidify the fact by saying they're wrong. Not sure how your team operates but I'll say something along the lines of "in addition, there's x, y and z to look out for instead of a, b, and c ... etc. Ask them questions to make them acknowledge they do not know everything (hoping they will realize that). Make sure you know exactly what you're saying, nothing will turn a relationship to shit by having a know nothing manager deeply managing a team. Do not pull the rank card, they will think the worst of you. I was pulled that card by someone who can't perform at an assistant/analyst level. She lost all respect 360, which sort of make our team look bad but she is so bad, its a class in its own.
Supervisor 1-seems like a lot of what you're describing is how a healthy supervisor/subordinate relationship should work: give and take with supervisor respectfully educating & making decisions, subordinates learning and accepting constructive feedback. That's normal, correct and healthy.
Seems like what OP is describing is subordinates nodding their heads at OP's constructive feedback, deciding they know better, and doing what they want anyway.
If that is in fact the case, it needs to be addressed in a more firm fashion, which may be best done in private.
OP, is that what you're describing, or am I off?