Good books/tips on management

[northernrampage]

Absolutely. If you can't tell people they are not doing things right, and give them a timed target to aim for to improve, then you aren't doing your job. Agreed that it is a hard thing to do, but it is an absolute given that you have to be able to deal with these situations.

However, that said, one word of caution. I've done the interim manager thing a few times, leading teams of up to 70 people. As a contractor (even one on a FTC) I am more than happy to provide guidance, set objectives and define deliverables, and even review where people are. What I will never do, and always ensure my client knows it, is anything that affects a permie's career. If they need smacking, that's for HR or the next permie up the tree from you. You are not paid nor insured to be responsible for the client's staff, only what they deliver.

Cheers for advice. I'm responsible for dealing with whether they stay or go which I don't feel that comfortable with as I'm not here for much longer (unless I choose to become perm, which won't happen).

It's the first time I've taken someone else's advice on a hire which I now regret. Lesson learnt.

I'll do some setting targets and be open with the member of staff then discuss with my permanent bosses.

[SteelyDan]

If you've nothing contstructive to add..

Oh believe me, it was meant as contstructive (sic) advice. Just 'cos you didn't like it doesn't mean it wasn't constructive...maybe you shouldn't have asked in the 1st instance?

[BrianP]

Yup, could be the issue. I'll have a think about it.

Thanks all for advice, I'll take them aside to discuss and take it from there.

Seriously, managing people - perms, (contractors generally manage themselves) is very draining, I've tried. Ignore knobbers like "Steely Dan" who probably have no experience in the field and listen to Mal.

Bri.

[northernladuk]

Seriously, managing people - perms, (contractors generally manage themselves) is very draining, I've tried. Ignore knobbers like "Steely Dan" who probably have no experience in the field and listen to Mal.

Bri.

Did he say there is PCG+ will help deal with permies?

[minstrel]

A lot of the comments here are definitely not constructive.

It's a perfectly reasonable situation to debate. It's possibly the "is there a book" way the question was phrased that stirred people.

Anyway, I agree with you that it's a difficult situation and you can spend years working with good teams and not have to deal with poor performers.

I've come across this twice while contracting. Once I was "given" a new contractor who was 5 times slower than they should have been. Brought it up with permie management, who brought in HR and there was a quick meeting with HR and they were escorted out of the building. This all happened within the first couple of weeks of their contract.

Second time it was a permie who I was also "given" without being involved in selection. Raised it with management and it went through several months of performance management where I was involved in setting tasks and reporting back performance. The individual left the business by mutual agreement with a payoff at the end of the process.

My advice would be to deal with the situation as quickly as possible. In my experience, whenever there has not been a "fit" on a project, they have always ended up leaving, so the sooner the better.

[BrianP]

Did he say there is PCG+ will help deal with permies?

I'm still in contract at the moment and making the move, probably next month, as discussed on another thread. Also I have the option to extend - do you know this term? Probably not with your attitude.

HTH.

[SteelyDan]

Seriously, managing people - perms, (contractors generally manage themselves) is very draining, I've tried. Ignore knobbers like "Steely Dan" who probably have no experience in the field

Well BriP, thanks for your pearls of wisdom, thanks for sharing; I’m sure someone will find value in them, but I'll try and avoid descending to your depths.

I have more than sufficient management capability & experience (& qualifications if you want to get into the playground situation) thank you, & in many environments, but (back to the point) to respond with guidance or support to someone who asks 'is there a book' or 'does anyone have any tips', would be, frankly, futile and the very nature of the request in itself was ridiculous & naive, if only you could see it.

It's quite clear to anyone with a modicum of common sense, and any degree of management ability, that the OP is clearly out of his depth, as I suspect you might be, based on your level of supportive comment.

The naivety of the original post really should send a message to the OP that he/she is out of their depths for the role which they find themselves in, and frankly should be embarrassed at having to ask this type of question in a public forum. Your support of it says it all.

My original response to the effect that the OP is neither suited to staff recruitment nor staff management, stands, but this is just 'mho' based on what I've read on here, of course.

[BrianP]

Well BriP, thanks for your pearls of wisdom, thanks for sharing; I’m sure someone will find value in them, but I'll try and avoid descending to your depths.

I have more than sufficient management capability & experience (& qualifications if you want to get into the playground situation) thank you, & in many environments, but (back to the point) to respond with guidance or support to someone who asks 'is there a book' or 'does anyone have any tips', would be, frankly, futile and the very nature of the request in itself was ridiculous & naive, if only you could see it.

It's quite clear to anyone with a modicum of common sense, and any degree of management ability, that the OP is clearly out of his depth, as I suspect you might be, based on your level of supportive comment.

The naivety of the original post really should send a message to the OP that he/she is out of their depths for the role which they find themselves in, and frankly should be embarrassed at having to ask this type of question in a public forum. Your support of it says it all.

My original response to the effect that the OP is neither suited to staff recruitment nor staff management, stands, but this is just 'mho' based on what I've read on here, of course.

Have a word with Mal.

If you can't understand my posts, have a word with yourself...

[northernrampage]

Oh believe me, it was meant as contstructive (sic) advice. Just 'cos you didn't like it doesn't mean it wasn't constructive...maybe you shouldn't have asked in the 1st instance?

I didn't "like" a lot of the advice. But it was constructive, mainly fair, and basically made me realise what I need to do.

Which is why I posted. If I wanted a pat on the head I'd have gone to another board. On here, most people do give good advice, might not always be palatable, but generally valid and forthright with it. So I don't regret asking as I know what to do next. The anonymous negative rep comment I've received from someone and your advice didn't help me make that decision.

I'm putting you on ignore, so I don't see your advice again.

[BrianP]

I'm putting you on ignore, so I don't see your advice again.

Good call.