jonathan@researchcomputingteams.org
Parent categories: Becoming A Manager
Other tags: | Managing Your Career: Other |
OffBoarding as an Engineering Leader - Iccha Sethi We’ve had a few articles here about your-first-90-days at a new job; this is an article about your last days as a manager as you move to a new position. Sethi mentions several areas to focus on: Your team - informing them, and documenting pending performance issues, salary, equity, or promotion status, and then informing them of the departure Documenting the status of the team as a whole and their projects Documenting the status of any projects...
Continue...Preserving Culture When Someone Leaves the Team - Mark Wood Whether people are leaving or joining, as managers we have to be deliberate about the team we’re helping build. Wood points out that when someone leaves, you have the opportunity and responsibility to think about what behaviours that person had that shaped the team, and what you’ll do to replace those - asking other people (maybe including yourself) to do some of some of those things to fill in the gap, hiring someone who will...
Continue...Other tags: | Managing A Team: Other |
Your Star Employee Just Quit. Will Others Follow - Art Markman, HBR Maintaining a strong team isn’t an activity that ever stops. We need to actively, constantly, be building the team - by supporting team members development and career goals, by giving them new challenges, and by bringing in new team members or developing and keeping an eye on a “bench” of possible candidates. It’s not necessarily indicative of a problem by itself that the member is leaving - it’s good and healthy for people...
Continue...Other tags: | Becoming A Manager: Managing Individuals |
Ten simple rules for writing compelling recommendation letters - Jennifer H. Kong, Latishya J. Steele, Crystal M. Botham, PLOS Comp Bio Writing recommendation letters is part of life in research. If your team member trusts you enough, when it’s time for them to move on here are roles where you may be asked to provide a reference. And trainees you or your team members work with may ask you or them for a reference. Kong et al. offer their ten rules - some that strike...
Continue...Other tags: | Managing A Team: Documentation/Writing |
Why a Positive Offboarding Experience Matters More Than Ever - NOBL As a rule, people won’t retire from their jobs with you. It’s always good to be prepared for any given team member to leave (make sure everything’s always documented, use one-on-ones to have a good understanding of what everyone’s working on, use techniques like pair programming/PR reviews or talks and demos to disseminate knowledge. The post on NOBL makes the following suggestions: Make sure your off-boarding checklist still makes sense in a post-pandemic world...
Continue...Other tags: | Managing A Team: Other |
Three ways to lead effectively when you fire somebody - Sarah Milstein, LeadDev If you aren’t communicating effectively with your team, that won’t stop people from thinking and talking about the meaning behind actions; it’ll just encourage that thinking and talking to go somewhere farfetched and ugly, unburdened by facts. We don’t like to talk about firing, and it doesn’t happen often (enough?) in academia or R&D but it does happen; that relative rarity makes it all the more dramatic. Even someone who chooses to...
Continue...Other tags: | Becoming A Manager: Managing Individuals |
The Final One-on-One: 7 Questions to ask When Offboarding Employees - Anita Chauhan, Hypercontext If people do leave, we should celebrate that - growth and development and moving to new roles is good and healthy - even if it’s a pain for us. In addition, a team member leaving can be a good time to get some unvarnished feedback if you’ve spent the time together building a good working relationship. Chauhan recommends some questions, including: Is there anything we should be aware of as we...
Continue...Let’s Discuss Attrition - Subbu Allamaraju We’ve talked about people leaving before, and that post pandemic such departures will rise. Allamaraju reminds us that this is good and healthy and not to freak out: Attrition is natural Reasons for attrition vary Attrition is an output - you can only control the inputs In my team we do a relatively good job of celebrating new opportunities for team members where they go. This is one of the things academia I think does right - recognize that...
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