- what managers should do and how they should be evaluated,
- how you need to make sure you’re doing the right thing and supporting your bosses priorities, and about the
- plan/do/review trick that will help you get better at your work, and as a bonus, give you a record of what you have accomplished
Which is all great, but shy people are shy. Which means marching into your bosses office with a year’s worth of accomplishments isn’t really in the cards. Not that I would suggest that you do that anyway.
Manage the Relationship
Relationships are funny things. They don’t just happen. At least, not usually. Some people seem to be able to walk into a crowded room of strangers and come out with a dozen new friends. They’re lots of fun to be around, for sure, but at least half of the world is not like that.
So what does this half of the world do? For us, relationships are a matter of trust built over time. The more time we spend with somebody, the more we trust them, the stronger the relationship.
Ideally you shouldn’t have to manage your relationship with your boss by yourself. You and she would be managing your relationship together. By which I mean you would be getting half-an-hour of face-time with them, one-on-one, every week. If that’s already happening for you, that’s fantastic. Stop reading here.
If not, and the thought of asking your boss for a half-hour commitment once a week scare the bejesus out of you, then start smaller. Take that summary you’re getting from your weekly plan/do/review exercise, and e-mail it to her.
Write a Weekly E-mail
It doesn’t have to, and really shouldn’t be, a long detailed e-mail. Just enough detail that you can recall what you were talking about a year from now. Hit the highlights:
- what did you get done last week, and
- what are you going to focus on this week.
End of story. If you have more than a three or four sentence paragraph consider editing it down.
First and most important, it ensures you are working on the right thing. No point in putting in all that effort if your boss needs you to be working on something else. And didn’t realize you weren’t working on it. Imagine that going on for weeks or even months and then them finding out you weren’t working on what they thought you were . . . Oh, you don’t have to imagine it? Oh dear.
Secondly, it keeps you top of mind with your boss and all the things you’ve accomplished in the last year. Especially when it comes time for that all important performance review and bonus and raise (or even, as I was discussing with a family friend this weekend, departmental budget discussions)
Third, it made it easier for your boss to write your performance review. All they need do is pull up all e-mails from you titled “Weekly Status Update” and start remember all the wonderful things you accomplished. With enough specifics and details to justify the high rating you now deserve.
When You Become the Boss
Ideally this conversation would be taking place face-to-face, one-on-one with just you and the boss every week. In half-an-hour or less you’d cover a lot of ground. But most bosses are very hard to convince that giving up a half-hour slot for every direct report they have every week to do a status update and maybe even some coaching and mentoring. What they don’t realize is that this is a viable alternative to spending their time running around with their hair on fire.
The hair-on-fire-dealing-with-the-latest-emergency-and-oh-my-god-I-have-500-e-mails-in-my-in-box happens in part because they don`t manage their employees. They think they do, but they don’t deal with setting priorities, reviewing work, assigning work, coaching, mentoring, and giving feedback in a one-on-one situation with each of their direct-reports every week, they`re not. If they did that, their hair wouldn’t be on fire in the first place.
So we’ll help them as best we can by keeping communications open.