10 why it doesn't work

1. People Management
10 why it doesn’t work
NATALI RENSKA

2. MY EXPERIENCE:
 13 years of experience in IT
 9 years of experience as Delivery
Project Program manager
 PMP, ICP, ICP-PPM certified
Other experience:
 4+ years of experience as Delivery PM
mentor
 800+ hours in individual sessions as
tutor
 2 years of experience as trainer
AKSNER, PM School, IT Business
School, Luxoft
 Speaker in PMDay (Lviv, Kyiv, Kharkiv),
ITEM, ThinkStage, TestingStage, UP2IT,
Run IT
NATALI RENSKA
I have more than 13 years of experience in software
development industry with strong specialization in
delivery and people management.
Project management is my passion and I am proud of
results achieved jointly with my teams on 36 successful
projects from start to completion. Scope of the
projects includes process building, team creation and
management, integration, scaling and transformation
in Waterfall, Agile and Mixed worlds.
Strong hands-on experience in project, program and
portfolio management with 120+ FTE.
“People management” by Natali Renska

3. “People Management: 10 why it doesn’t work” by Natali Renska

4. #1 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

5. “People Management: 10 why it doesn’t work” by Natali Renska

6. What to remember here?
Be right here, right now
“2 mins” rule
Don’t only translate – react!
Ask right question:
• What did you do with that?
• What did you look for to resolve?
• How I can help you? What should I do?
 Sometimes they do it just only to complain
“People Management: 10 why it doesn’t work” by Natali Renska

7. Reaction is «must have» required
 Note all the comments, asks, needs,
wishes, objectives.
 React on them - show the result.
 “I cannot change the world, but I could
improve the work environment…”
 “I cannot change our client behavior, but
we could work together to improve
collaboration…”
“People Management: 10 why it doesn’t work” by Natali Renska

8. Don’t do this!
“People Management: 10 why it doesn’t work” by Natali Renska

9. #2 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

10. 1-2-1
SESSIONS
Formal or informal 1-2-1 sessions
should be with your subordinates on
a regular basis
“People Management: 10 why it doesn’t work” by Natali Renska

11. NEGATIVE FEEDBACK
Does it work?
“People Management: 10 why it doesn’t work” by Natali Renska

12. HARMFUL ADVISES
Check yourself
• Directive message
• Look at monitor
• Don’t prepare to talk
• Don’t look at subordinate
• Take a break
• Answer the call
• Ape
• Interrupt
• Be detached
• Yawn
• Keep quiet
• Don’t give an opportunity to argue
• Repeat the same from him her
“People Management: 10 why it doesn’t work” by Natali Renska

13. How to conduct?
“People Management: 10 why it doesn’t work” by Natali Renska

14. “People Management: 10 why it doesn’t work” by Natali Renska

15. #3 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

16. FEEDBACK
TYPES AND FORMS
People don’t believe in positive
feedback, they are looking for a
negative context
“People Management: 10 why it doesn’t work” by Natali Renska

17. Form and feeling
“People Management: 10 why it doesn’t work” by Natali Renska

18. What works?
“SOR”
Standard
Observation
Result
“BOFF”
Behavior
Outcome
Feelings
Future
“People Management: 10 why it doesn’t work” by Natali Renska

19. What works?
“I message”
When you … (do/don’t do, say),
then I … (feel, think),
because … (impact, consequences).
And I need/expect that … (expectations for future situations).”
“People Management: 10 why it doesn’t work” by Natali Renska

20. Mistakes in “I message”
• Charges.
Express a feelings, accuse person of what happened.
"I'm just mad about how you ruined our evening!"
• Generalizations or “labeling”
“I worry when you refuse advice to less experienced colleagues! Correctly they
say that all architects are arrogant snobs. And you confirm it! ”.
• Insults.
“I’m angry when you write code with a huge amount of errors! I will no longer
follow you, dumbass, to test! ”.
• The expression of emotions in a rude manner.
“I am furious! I just don't know what I'm going to do with you now! ”
“People Management: 10 why it doesn’t work” by Natali Renska

21. #4 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

22. BACK UP
FOR MANAGER
If you would like to have a vacation
as a possibility to rest
“People Management: 10 why it doesn’t work” by Natali Renska

23. To whom?
“People Management: 10 why it doesn’t work” by Natali Renska

24. DELEGATION POKER
Manager Teammate
“People Management: 10 why it doesn’t work” by Natali Renska

25. How to choose?
1. Appropriate soft skills level
2. Appropriate level of experience
3. Readiness to take additional
responsibility
4. Authority in the team
5. Organizational skills
6. Not overloaded by own work
7. He she should want to do the job
“People Management: 10 why it doesn’t work” by Natali Renska

26. Delegation check list
 YOUR GOAL
what would you like to achieve?
 To choose an employee
Is he she ready to work with?
 TASK description: What to do?
 Who is decision maker responsible person?
 WHY it’s so important?
 How to achieve?
 When it has to be done?
 Do you send an email with the task description
and key points?
 Check understanding of the task
(does he she understand what to do?)
 Support if required
(resources, information, training, priority, etc)
 Control of the process
(agreement about the control process)
 Feedback from the employee
 Additional information for team (official
information who is responsible, to whom contact)
 How to prevent risks or issues?
 Ask fulfillment
 Quality of the task (including acceptance criteria)
“People Management: 10 why it doesn’t work” by Natali Renska“People Management: 10 why it doesn’t work” by Natali Renska

27. #5 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

28. MINDSET CHANGES
You are PM, that means you are not
- analyst,
- developer or
- QA
Don’t
do
their
Job!
“People Management: 10 why it doesn’t work” by Natali Renska

29. #6 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

30. Control !=micromanagement
“People Management: 10 why it doesn’t work” by Natali Renska

31. Types of control
“People Management: 10 why it doesn’t work” by Natali Renska

32. How to work with?
Blanchard Situational Leadership Model
Benefits Drawbacks
Personal
observation
• Intensive coverage of
work activities
• Time consuming
• Subject to personal
biases
Reports • Formal
• Easy to file & retrieve
• Take more time to
prepare
Meeting • Fast to get
information
• Feedback in time
• Not documented
Statistics
metrics
• Easy to visualize • Limited information
“People Management: 10 why it doesn’t work” by Natali Renska

33. Key notes of control management
• Who is responsible?
• Result process oriented
• Statistics and metrics
• Project performance review
• Don’t disturb
• Don’t interrupt
• Sync up meetings
“People Management: 10 why it doesn’t work” by Natali Renska

34. #8 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

35. MISTAKES
Just learn on it!
“People Management: 10 why it doesn’t work” by Natali Renska

36. Give the opportunity to make mistakes 
But don’t forget to control them!
• Own mistakes are better remembered
• It could be easier than discuss why the decision is wrong
• You could receive interesting result
“People Management: 10 why it doesn’t work” by Natali Renska

37. Be careful and manage risks
“People Management: 10 why it doesn’t work” by Natali Renska

38. Lessons learned
Don’t forget to discuss them within retrospective and 1-2-1 sessions
“People Management: 10 why it doesn’t work” by Natali Renska

39. What about you?
“People Management: 10 why it doesn’t work” by Natali Renska

40. #9 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

41. KNOWLEDGE SHARING
Townhalls, project review, customer
feedback, news, updates, rumors
“People Management: 10 why it doesn’t work” by Natali Renska

42. CHECK YOURSELF
Even you think that trust and
transparent your common rules
Everything is clear
I don’t have a time, will do it later
We don’t have a final decision yet
There is no impact to our project
That should be shared by another person
It wouldn’t be interested for the team
Ask me what you are interested in
It’s common practice
I’ve heard someone already discussed it
I need more time to collect details
“People Management: 10 why it doesn’t work” by Natali Renska

43. #9 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

44. RISK MANAGEMENT
Work to prevent attrition
“People Management: 10 why it doesn’t work” by Natali Renska

45. RISK TYPES
• Growth opportunities (i.e. no career or professional growth)
• Management (management style demotivates employees)
• Move (i.e. location changes, relocation, business trip, etc)
• Work Content (Routine, lack of “creative tasks”, domain,
overqualified, etc)
• Client relationship
• Personal
• Compensation
“People Management: 10 why it doesn’t work” by Natali Renska

46. GROWTH OPPORTUNITIES : HOW TO CLARIFY?
1.Do you think this job helps you to fulfill your career/professional
goals?
2.Do you receive enough training to execute your job effectively?
3.Do you receive adequate support to execute your job?
“People Management: 10 why it doesn’t work” by Natali Renska

47. MANAGEMENT: HOW TO CLARIFY?
1.Do you feel you have the resources and support necessary to
accomplish your job? If not, what is missing?
2.Do you feel that your achievements and contribution in the project
are recognized by your managers/colleagues?
3.What would you improve to make our workplace better?
“People Management: 10 why it doesn’t work” by Natali Renska

48. MOVE : HOW TO CLARIFY?
1.Do you feel comfortable with location?
2.Do you feel confident about working in Ukraine?
3.Have you ever thought of possibility to move abroad?
4.Do you prefer a project with opportunity to have business trip?
“People Management: 10 why it doesn’t work” by Natali Renska

49. WORK CONTENT : HOW TO CLARIFY?
1. What is most satisfying about your job?
2. What is least satisfying about your job?
3. What would you change about your job/technical scope of
work/processes?
“People Management: 10 why it doesn’t work” by Natali Renska

50. CLIENT RELATIONSHIP: HOW TO CLARIFY?
1.Do you understand the requirements set by the customer to your
team/project?
2.How do you think, is your customer happy with the work you/your
team is delivering?
3.Are you satisfied with your cooperation with the customer?
4.Did you have any difficulties in communication or managing tasks
for the customer?
5.Do you often/ever receive the feedback from the customer about
your work?
“People Management: 10 why it doesn’t work” by Natali Renska

51. PERSONAL: HOW TO CLARIFY?
1.Do you have any difficulties in your daily work that go beyond your
work environment?
2.I know you had some issues with your health
condition/father/daughter last week… Is everything OK now?
Can we somehow help you to overcome difficulties/manage the
situation?
“People Management: 10 why it doesn’t work” by Natali Renska

52. COMPENSATION : HOW TO CLARIFY?
“People Management: 10 why it doesn’t work” by Natali Renska

53. RETENTION STRATEGY
Hire
right
Appreciate
good job
Growth
Work-life
Balance
Team Environment
ClientDelegate
That’s not about HR work!
Employee retention means the ability
of the manager to hold the employees
from leaving the organization.
Retention and engagement is
important part of PM responsibilities
“People Management: 10 why it doesn’t work” by Natali Renska

54. #10 WHY
“People Management: 10 why it doesn’t work” by Natali Renska

55. PEOPLE
DEVELOPMENT
Probation period
Performance appraisal
Assessment
Individual development plan
“People Management: 10 why it doesn’t work” by Natali Renska

56. “People Management: 10 why it doesn’t work” by Natali Renska

57. “People Management: 10 why it doesn’t work” by Natali Renska

58. PROBATION PERIOD - OVERALL STATUS
Week/Date
Status
Work
discipline
Learning
ability
Self-
discipline
Issues and ways
of solution
Common
impression Status
week #1-2
Good
week #3-4 Some
issues
week #5-6
Bad
week #7-8
week #9-10
week #11-12
Feedback
“People Management: 10 why it doesn’t work” by Natali Renska

59. PEOPLE MANAGEMENT PRACTICES
IDP
• An individual development plan (IDP) is a tool to assist
employees in career and personal development. Its primary
purpose is to help employees reach short and long-term
career goals, as well as improve current job performance.
• An IDP is not a performance evaluation tool or a one-time
activity. It should be looked at like a partnership between the
employee and the supervisor. It involves preparation and
continuous feedback.
• The major purpose of performance appraisal is to evaluate how well
employees have conducted their duty.
• Performance appraisal helps to keep record of each employee’s job
performance, including what efforts they have made and what have
they achieved.
• Evaluation differentiates employees on the basis of their job
performance, along with other factors like personality, behavior, etc.
Recognition
• Promotion: Performance Appraisal and or Assessment
results help to chalk out the promotion program for efficient
employees.
• Compensation: Performance Appraisal and or Assessment
results help in chalking out compensation packages for
employees. Package includes bonus, high salary rates, extra
benefits, allowances and pre-requisites
Assessment
• Assessment is a series of tests, interviews, simulations, and exercises
designed to predict how well an employee will perform in a specific
role.
• It focuses on a set of varied exercises, which are designed to
simulate different aspects of the work environment, and assess how
closely your behaviors, that are required for the role, match.
“People Management: 10 why it doesn’t work” by Natali Renska

60. S M A R T
Be thoughtful and
specific about
what you want to
focus on.
Pick a goal that is
measurable so you
can continually
monitor your
progress.
Set yourself up for
success by
choosing
something that is
achievable.
Be realistic when
choosing your goal.
Think about how it
will affect your
day-to-day life.
Be aggressive and realistic
when setting your end time or
date. Knowing there’s an end in
sight will help you focus and
push yourself.
S M A R T
“People Management: 10 why it doesn’t work” by Natali Renska

61. Your collection of 10 why
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
“People Management: 10 why it doesn’t work” by Natali Renska

62. IT’S TIME
Q & A
“People Management: 10 why it doesn’t work” by Natali Renska

63. Natali
Renska
+380508176890
Upcoming events:
 PMConf 2019
 PM Club
 IT Business School
https://it-bs.education/
“People Management: 10 why it doesn’t work” by Natali Renska