Ahmed’s Dev-Shop

I don’ t know whether it’s a common phenomena or not and whether it has been written in HR books or not. Having being hunted by this problem during my early days, when I got the first chance to lead people, I started observing people silently. Without showing any reaction, letting them be more and more exposed.

I collected events and behaviors, analyzed and discussed these behaviors, concluded the results, and to make the decision making process complete and fool proof, I started getting feedback. The results were positive.

So being a line manager, are you able to identify some precious resources under your supervision who seem to be ordinary?

Common characteristics of these resources

• These people are often too shy to communicate
• They often seek opportunity to add any value to their company, even if they are not satisfied
• They do not show unusual efficiency in the presence of their seniors because of their honesty
• Often they seek for a chance to help their colleagues without expecting any return
• You may find them helping others even if they have their own tough time lines
• If they respect you, they would not tell you, instead they’ll work for you harder
• They’ll contradict you , in your own interest
• Sometimes they fail to meet the time lines because they do not want to compromise on hidden quality, while others do
• They utilize their leisure time in solving some other problems your company may face
• Sometime they silently solve some potential problems which can become a disaster for you in future

How to deal with them

- If their responsibilities are some back office or technical tasks, their weaknesses may be in your favor along with their strengths

- Most probably they would not ask you for appreciation and incentive. You have to identify their micro achievements which may have resolved some macro problems; appreciate them

- Don’t let them get rid of innocence and honesty, appreciate these characteristics

- Be aware of some smart asses under you who can exploit these innocents by taking their credit

- When they lose they time lines because they were helping others, don’t criticize them for it. Just appreciate them and tell them:

• To prioritize the criticality
• To prioritize their own task, if criticality is same
• Or to discuss it with you (supervisor)

Being a line manager, you are not necessarily dealing with managed people. They may lack some skills while having some others. You have to study your resources thoroughly and closely. Identify their actual value instead of the perceived value. May be you would have a different perception after this practice.