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Off Topic :
1) When Does a software engineer start financial planning for retirement since the our Career span is only 15-20 years on average.
2) How much and which schemes to invest to mitigate the risk?
3) How much do we need for retirement?
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Set expectations and lead by example. Meet with them individually to find out where they're at in life and career, see if they even care about the work. If they don't care, there's not much can do, but if they do and there's some issue, help them solve it to improve the situation through goals and challenges. And if this wasn't a natural thing to consider, then you may want to find a different type of role yourself or perhaps a mentor to help with leadership tactics.
Um, as a Director, maybe direct them? Just a thought.
Seems a little shallow and short sighted to label an entire team as 💩. Maybe look at the people as individuals and try to understand their strengths and weaknesses and then make a real assessment of how you can leverage their skills better or make changes to strengthen the team.
Sure hope you're not the new director we just hired.
Geez, Strategist. Way to be all rational, measured and "adult" about it. Killjoy.
I did 1:1's and read 360 reviews going back a couple of years. I also asked to share and walk me through work examples.
While each have strengths and weaknesses, there seems to be a lack of understanding of the fundamentals of the discipline.
Obviously I am painting broad strokes and trying to lead by example, just frustrated that ~8 out of 10 have been cultivated in a culture of complacency.
OP, this is why I think meeting with the people you'll manage is just as important as meeting with the ones you'd report to when interviewing. Pace yourself. And develop a plan to follow for gradually turning this around. Don't expect sudden miraculous results. Check if some are open/interested in being mentored. I think I was like a puppy when I was starting out and going to my boss with 21 questions all the time after she showed she cared
^What they said. First figure out why it's shit. Then figure out if/how you can fix it.
If it can't be fixed (which is rare, but possible), work with HR to move people off the team through re-assignment of terminaton...and start anew.
I agree with meeting with each team member, setting your expectations and digging a bit to find out what's going on. I turned a lackluster team around once just by showing each member I cared about their careers (they had been ignored).
Nice to see some other rational and measured adults on here @VML and @Sup1. 🙌
Providing direction is the Director doing their part. What if the subordinates aren't following the direction being provided? Help us out here CW1.
Are they not following direction? Are they executing poorly? What's the problem/💩 part ?
Use it as a learning opportunity to understand how you can better help them learn the right way to do things. I encountered that at my most recent job and understanding how/why the team does things the wrong way makes it much easier to understand what needs to change
Maybe they don't know it's shit. So have one on ones and find out their thoughts on how they feel the team is currently and where they would like to see it go.
@FCB1 - are you the Oreo eater?
@Strategist1 - are you the cookie Schutzstaffel? I can smell your gluten-free, Macadamia sense of superiority wafting right through this phone.