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Reduced numbers or reduced morale can each play a part in reduced results, but one is easier to deal with.
You know, that old
"OK guys, situation is getting serious. The top-notch innovative research we are doing here is making the big players nervous. My sources told me, that Microsoft is already panicking, because our product might force M$ out of the market. Industrial espionage from abroad is not entirely out of the question either. So, unfortunately we are forced to introduce certain counter espionage measures. Electronic locks will be placed on all doors, surveillance camera behind each screen, and microphone above each watercooler. Most important of all, if you are dating any hot 007esque women, you must report them to me, for a thorough background check. Keep up the good work, guys!"
fad.
(inspired by #3, "False sense of urgency")
"OK guys, situation is getting serious. The top-notch innovative research we are doing here is making the big players nervous. My sources told me, that Microsoft is already panicking, because our product might force M$ out of the market. Industrial espionage from abroad is not entirely out of the question either. So, unfortunately we are forced to introduce certain counter espionage measures. Electronic locks will be placed on all doors, surveillance camera behind each screen, and microphone above each watercooler. Most important of all, if you are dating any hot 007esque women, you must report them to me, for a thorough background check. Keep up the good work, guys!"
fad.
(inspired by #3, "False sense of urgency")
All of these objectives, such as leading by example, focusing on objectives, yada yada yada, are leadership principles that should be practiced in good times, as well as bad.
But it is not enough to boost morale. You have to get rid of the dissatisfiers as well. Don't kill compensation programs, but continue with merit raises and other programs that maintain a sense of rewarding acommplishments. Turning up the thermostat (so it's too hot to work), not spending that 25 bucks for a ram upgrade, etc, are not ways to motivate a staff.) We all realize we have to control costs, but these measures should have already been in place, not just when things go bad. In my mind, when management runs around crazy looking for ways to save, they haven't done their job in the first place.
A pat on the back ain't enough. When the economy recovers, you'll lose employees based on a bad experience.
But it is not enough to boost morale. You have to get rid of the dissatisfiers as well. Don't kill compensation programs, but continue with merit raises and other programs that maintain a sense of rewarding acommplishments. Turning up the thermostat (so it's too hot to work), not spending that 25 bucks for a ram upgrade, etc, are not ways to motivate a staff.) We all realize we have to control costs, but these measures should have already been in place, not just when things go bad. In my mind, when management runs around crazy looking for ways to save, they haven't done their job in the first place.
A pat on the back ain't enough. When the economy recovers, you'll lose employees based on a bad experience.
yeah yeah yeah~ I bet most of the managers know about these, but how many bosses can really appreciate that? I don't think there are many
Don't make team members who hate meetings go in and sit through the lovefest.
Some programmers want to do their job, not sit through a 1-2 hour positive stroke session.
That's what team/project leads are for: communicating direction to those who can't/don't want to be involved in the meeting hub-bub.
Sitting down for a design meeting is one thing amongst a team, but when it involves management coming in for the "atta boy!" talk then let those not interested stay away.
Nothing says strife more than that "shove if someone is better than me down my throat in front of everyone" feeling.
Some programmers want to do their job, not sit through a 1-2 hour positive stroke session.
That's what team/project leads are for: communicating direction to those who can't/don't want to be involved in the meeting hub-bub.
Sitting down for a design meeting is one thing amongst a team, but when it involves management coming in for the "atta boy!" talk then let those not interested stay away.
Nothing says strife more than that "shove if someone is better than me down my throat in front of everyone" feeling.
I think its important to celebrate individual contributions but it is also important to also recognize team effort. It depends what outcome you wish for the team.
I liked the lead off with the information about efficient vs effective as well as the information about optimal vs maximal. My team has to deal with a lot of uncertainties and stresses and most of the time the work is a burden; our morale is very low.
It is an employers' market at this time, employers tend to take advantage of the fear of unemployment and run rough shod over the employees. When employment conditions improve those who can will leave.
The article is good advice to employers to treat their employees better to maintain a good team.
It is an employers' market at this time, employers tend to take advantage of the fear of unemployment and run rough shod over the employees. When employment conditions improve those who can will leave.
The article is good advice to employers to treat their employees better to maintain a good team.
Generally, morale in IT hit a rock bottom years ago. It can't get any lower than this, and there will be no chance of improvement for at least a generation. It therefore makes no sense to bother about employee morale anymore. We'll just have to learn how to live without it.
Let's face it- running rough shod over the employees is still the best, most profitable course of action for employers. When employment conditions improve those who can will leave, you say. But where are they going to go? Most of other employers run rough shod over the employees as well. It's the path of least resistance.
Besides, employment conditions will not improve for the foreseeable future anyway. The last economic depression lasted a couple of decades and a world war. The coming one looks even worse.
When people have to cope with serious life's problems like making ends meet, losing their homes or paying medical bills, "focusing on communicating objectives", "celebrating individual contributions", or "providing guidelines to reduce uncertainty" is as good as nothing, or sometimes worse than nothing. Creating false "sense of urgency" when there's plenty of real urgency to go around, is outright stupid.
Let's face it- running rough shod over the employees is still the best, most profitable course of action for employers. When employment conditions improve those who can will leave, you say. But where are they going to go? Most of other employers run rough shod over the employees as well. It's the path of least resistance.
Besides, employment conditions will not improve for the foreseeable future anyway. The last economic depression lasted a couple of decades and a world war. The coming one looks even worse.
When people have to cope with serious life's problems like making ends meet, losing their homes or paying medical bills, "focusing on communicating objectives", "celebrating individual contributions", or "providing guidelines to reduce uncertainty" is as good as nothing, or sometimes worse than nothing. Creating false "sense of urgency" when there's plenty of real urgency to go around, is outright stupid.
Good write up. Efficiency and productivity can also be managed through help of certain tools and techniques. Like in project management we have options using the best tool to save time, communicate, collaborate and coordinate with our peers. Such tool so far has served as blood and bones to redefine stress, workload and intercommunication.
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