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Natali Renska "People management: 10 reasons why it doesn't work"

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Kyiv PMDay 2019 Spring
Stream: Case Study

Published in: Business
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Natali Renska "People management: 10 reasons why it doesn't work"

  1. 1. People Management 10 why it doesn’t work NATALI RENSKA
  2. 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. 3. “People Management: 10 why it doesn’t work” by Natali Renska
  4. 4. #1 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  5. 5. “People Management: 10 why it doesn’t work” by Natali Renska
  6. 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. 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. 8. Don’t do this! “People Management: 10 why it doesn’t work” by Natali Renska
  9. 9. #2 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  10. 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. 11. NEGATIVE FEEDBACK Does it work? “People Management: 10 why it doesn’t work” by Natali Renska
  12. 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. 13. How to conduct? “People Management: 10 why it doesn’t work” by Natali Renska
  14. 14. “People Management: 10 why it doesn’t work” by Natali Renska
  15. 15. #3 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  16. 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. 17. Form and feeling “People Management: 10 why it doesn’t work” by Natali Renska
  18. 18. What works? “SOR” Standard Observation Result “BOFF” Behavior Outcome Feelings Future “People Management: 10 why it doesn’t work” by Natali Renska
  19. 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. 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. 21. #4 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  22. 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. 23. To whom? “People Management: 10 why it doesn’t work” by Natali Renska
  24. 24. DELEGATION POKER Manager Teammate “People Management: 10 why it doesn’t work” by Natali Renska
  25. 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. 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. 27. #5 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  28. 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. 29. #6 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  30. 30. Control !=micromanagement “People Management: 10 why it doesn’t work” by Natali Renska
  31. 31. Types of control “People Management: 10 why it doesn’t work” by Natali Renska
  32. 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. 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. 34. #8 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  35. 35. MISTAKES Just learn on it! “People Management: 10 why it doesn’t work” by Natali Renska
  36. 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. 37. Be careful and manage risks “People Management: 10 why it doesn’t work” by Natali Renska
  38. 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. 39. What about you? “People Management: 10 why it doesn’t work” by Natali Renska
  40. 40. #9 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  41. 41. KNOWLEDGE SHARING Townhalls, project review, customer feedback, news, updates, rumors “People Management: 10 why it doesn’t work” by Natali Renska
  42. 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. 43. #9 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  44. 44. RISK MANAGEMENT Work to prevent attrition “People Management: 10 why it doesn’t work” by Natali Renska
  45. 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. 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. 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. 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. 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. 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. 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. 52. COMPENSATION : HOW TO CLARIFY? “People Management: 10 why it doesn’t work” by Natali Renska
  53. 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. 54. #10 WHY “People Management: 10 why it doesn’t work” by Natali Renska
  55. 55. PEOPLE DEVELOPMENT Probation period Performance appraisal Assessment Individual development plan “People Management: 10 why it doesn’t work” by Natali Renska
  56. 56. “People Management: 10 why it doesn’t work” by Natali Renska
  57. 57. “People Management: 10 why it doesn’t work” by Natali Renska
  58. 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. 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. 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. 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. 62. IT’S TIME Q & A “People Management: 10 why it doesn’t work” by Natali Renska
  63. 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

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