insights on managing people by vcg

©2012 Vector Consulting Group. All Rights Reserved.

www.vectorconsulting.inwww.vectorconsulting.in

VCG employs the 'Theory of Constraints’ philosophy to bring about quantum jump in performance of organizations in its target industry clusters.

LEVERAGING THE POTENTIAL

RetailConsumerGoods

EquipmentManufacturing

Engineering& Construction

Automobile &Auto Components


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Insights on Managing People


Information Sharing

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You cannot expect productivity from your resources, unless you have ensured full kit of information and material before the start of their work with fast issue resolution while they are on the job.

#1


Miscommunication & Misinterpretation

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Half of the arguments in meetings are due to the use of different definitions for the same word.

Clear verbalization is important because words have the power to create the reality around us.

#2


Avoid taking these Three Bad Decisions

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1. Reject ideas straightway

2. Postpone the decision infinitely, and

3. Use constructive criticism with plastic politeness

Despite knowing that respecting people and not ignoring their ideas is essential for managing people, managers tend to make one of the three bad decisions

All these approaches are bad because they demotivate the inventor and prevent a proper objective evaluation of the idea.

#3


Effective Feedback

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Usually, the inventor isenthusiastic and blind to thenegative ramifications of theidea. However if a managerrejects that person’s ideablindly, he disrespects andmakes the enthusiasticperson aggrieved.

The only way out is to explain the inventor,the entire logical linkage of idea with thenegative ramifications. It allows fair appraisalof the idea which fosters genuine respect.

#4


Suggesting Solutions

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If managers in an organization keep identifying problems and suggesting solutions only for other departments, nothing will ever get implemented in that organization.

#5


Failure to Meet the Deadlines

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The prime reason why managers do not do what they are supposed to do; is because they are busy doing things that they are NOT supposed to do.

#6


Focus

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Focus means defining ‘what not to do’ (now) as well as defining ‘what to do'.

#7


People Management

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Actions (or inactions) of people in organizations emanate from the demands of meeting a Valid Universal Need (personal or organizational). Hence, when we find people acting contrary to our expectations, it is important to understand the need and the associated assumptions in their minds. The understanding is likely to help in getting a breakthrough.

#8


People Management

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In order to avoid lip service to empowerment, managers should quickly identify the dubious misalignments and correct them to ensure that an employee draws proper power and respect from his position.

#9

More job responsibilities and less authorities in a job create dubious misalignment between the two.


Effective vs Efficient

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Being effective is more important than being efficient. Just being quick does not help if one is doing things which should not be done in the first place.

#10


Are you a Responsible Manager?

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The worst abdication of responsibility is giving a deadline to a resource for a task and then checking with the resource only close to the milestone.

#11


Are you a Responsible Manager?

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Have you ever found yourself yelling at your subordinate - “Why didn't you tell me before?”

Then ask yourself a much more fundamental question - “Why didn't you check with him/her before?"

#12


Art of Delegation

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If you try to monitor everything, you will eventually monitor nothing.

#13


Incentive Scheme

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An incentive scheme to achieve the organizational objectives can be a twin edged sword.

In certain cases, it may work while in many cases, it gets dysfunctional and sometimes, delivers prosecutable results, whether by employees manipulating the system or by perverse controls that unwittingly incentivize the undesired behaviors.

#14

©2012 Vector Consulting Group. All Rights Reserved. 17

Most firms rate majority of their workforce as average, so that there is a perfect fit in the Bell-shaped curve used for appraisal.

Employee Rating

When employees are regularly categorized as average employees to fit in the curve, they are likely to shape their behavior and performance at average level only, which might pull the entire organization down.

#15


Food For Thought

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Be less curious about people and more curious about ideas.

~ Madam Curie

#16