Why don’t we reward good managers?

{Note: My startup, Lighthouse, just launched its blog. If you’ve been enjoying my posts on leadership and management, follow me over to http://GetLighthouse.com/Blog and subscribe on the right sidebar to get every post.

Below is an excerpt from the first post there, “Why don’t we reward good managers?}

We all know management is important, and yet, it has not changed the largely dismal outlook of management: 70% of American workers are disengaged. Poor management is largely to blame.

People don’t leave companies, they leave bad managers.

As I’ve spoken to managers and employees, it’s amazing how often I hear about managers that ignore their people, stifle their team’s efforts, and are totally unaware of the unhappiness of their employees. Unfortunately, this candor on their frustration is with me, not their employer.

Some of these issues can come up in 1 on 1s, if you have them often enough and you ask (many are afraid to volunteer such issues, especially introverts). If you miss those opportunities and they’re now leaving, you can do exit interviews to learn what went wrong, but that’s too late to help them. You are also unlikely to get straight answers in an exit interview; if an employee desires to leave on good terms, they have incentive to sugar coat things and find the most diplomatic reason to say they’re leaving.

Bad managers affect everyone.

Good employees work hard to produce, but they resent their manager if they’re not appreciated and treated well. When it happens to mediocre and bad employees, they will just shut down and under produce, creating dead weight on teams. Your good team members will eventually decide they’ve had enough and look elsewhere. In a competitive market, this will happen sooner than later.

Continue reading on the Lighthouse blog…

The most important word for motivating your team

Progress. It’s a word that has driven man for generations to grow, develop, learn, and reach for the stars (sometimes even literally). It often feels stale and disheartening when progress isn’t being made.  There’s a reason that Elon Musk, Jeff Bezos, and Richard Branson have all invested in space travel; NASA stopped making progress and they were all inspired to push to advance mankind to space.

For us mere mortals, progress may not be measured on a societal scale, but we all still have goals. These goals are what drive us and motivate us to get up in the morning. As a manager, you are not only accountable to your own goals, but that of everyone on your team.

Do each of your team members make regular progress on their goals? Do projects drag on for months, or do they see results of the fruit of their labors on a regular basis? Whether you’re in sales, marketing, engineering, design or support, progress is hugely important to the mental well being of every team member.

The stakes for progress on your team couldn’t be higher. Engineers that don’t ship product for months have a high propensity for burn out.  Employees in any department will become frustrated and seek challenges at new companies if they feel like they’re no longer growing, learning, and working on things they’re excited about.

As a manager, you need to help your team make progress: Ship. Close deals. Get wins. See results.

But how do you reliably do this? How do you get out in front of potential disaster?

How to ensure your team members are making regular progress

1) Remove Blockers

Few things are as frustrating as feeling like you can’t get your work done because of someone else. Waiting for decisions or dealing with someone who is a bottleneck in a work flow can quickly stall out even the most talented person’s ability to make progress.

As a manager, you can often be the cause of those blockers. Diffuse that source of frustration for your team as much as you can. A great lesson I learned from Jonathan Kay, CEO of Apptopia, is to regularly ask everyone on your team, “Am I blocking you?” and then follow through on anything they ask for you to help them with right away.

When you meet with your team, always ask them if they’re being blocked in any way. The more you can help remove the blockers (even when you’re not directly responsible), the more your team will be able to get done and feel productive.

2) Empower Your Team

Are you a dictator that rules with an iron fist, making every little decision for your team? Or do you delegate effectively to your team, trusting them to make decisions on their own in their areas of expertise?

As a manager, there are too many decisions to make to micromanage everyone. You become much more scalable (and less likely to block them), when you let your team make the little decisions in their jobs. You also are then empowering them to have ownership over their work and focused on accountability to you on the results.

Work with your team to set the goals and expectations, but trust them to do the work you hired them in the best way they see fit. If you can’t trust them to do so, you need to hire people you can trust.

3) Align goals

Every person has different motivations and interests. If you understand what their goals are, you can help them get on the right projects with the right responsibilities. When someone’s work is aligned with their personal and professional goals, you will see them operate at their highest possible performance level.

As a manager, you need to regularly talk about each team member’s goals and interests. Not only will they differ person to person, but they will also change over time. Yee Lee, VP of Engineering at TaskRabbit, reminds himself to check with every member of the engineering team at least every 3 months to see if their long term goals have changed (they often do for many reasons). This ensures that everyone is making progress on their goals and the company keeps everyone aligned with what their asked to do on the job.

4) Watch for warning signs

Every big problem started out as a small one. The more you can identify problems when they’re small, the more likely you are to avoid having to constantly triage major issues that will take up all the time you don’t have.

When projects are making less progress or dragging on, you can often tell based on a shift in morale. Look for signs that people are not as engaged in a project or seem to be growing in frustration. What seems small to you on the outside may be a big issue brewing for those on the inside on a project.

The best early warning is your one on ones. When you ask them how something is going one on one, they’re more likely to be candid than in a group and you can also dig a little deeper by asking revealing questions such as, “What’s the most frustrating part of our project you’re working on now?” Whatever you hear, act on it appropriately and you will not only diffuse the situation, but build trust in your team that they can bring important issues to you no matter the size.

5) Take no one for granted

It’s easy to think that someone who crushes it at their job will want to keep doing it forever. Unfortunately, times and motivations change for everyone and, if you’re not careful, you will lose people when those motivations shift.

You need a strong communication channel to keep your best people. If they trust you, they will tell you.  Joe Stump, co-founder of Sprintly, had a great engineer who told Joe that he wanted to try something new (in his case, marketing). As much as Joe hated losing an engineer, he hated losing a talented team member even more, so Joe worked with the engineer to shift to a growth hacking role they were excited to do and the company needed.

As a manager, it’s easy to spend all your time on weaker team members or people that need the most mentorship. Don’t forget to check in on even your best talents or you may find out when it’s too late. This is why you should do one on ones with *everyone* on your team.

Your people are motivated by one word: Progress.  Are you helping them get there?


Get LighthouseGreat managers help their team make progress on their work, their career goals, and fix problems while they’re small.

If you’re looking for help making *progress* on these things, then give Lighthouse a try. It keeps you organized and helps you follow the best practices of great leaders. Learn more at GetLighthouse.com

Why are there so many bad managers?

Nobody sets out to be a bad manager and yet so many fall into traps and become one; it’s counter-intuitive to realize that humans are not straight forward machines. What worked as an individual contributor will not help you as a manager.

It’s easy to focus on the mechanical elements of management like company outcomes, hours logged, and project results, but that’s only a small part of what makes a great leader.

It’s so easy to stay professional instead of getting to know your team and what matters to them, especially if you’re remote or don’t interact with them every day. When this happens, is it any surprise they not only get frustrated or burn out but they don’t come to you with problems? Is it any surprise many bottle it up until they quit or find another job, which can lead to company-wide retention problems?

What do you do? Why do so many managers frustrate their teams?

The human element is missing.

If you help people achieve their goals, they’ll work hard for you to achieve the company’s goals as well. If you can align what you need them to do with what they want to do, the results can be great. If you make them feel important and recognize what they care about, they’ll work hard for you.

But all of this takes effort and time. Something that you don’t have unless you make time for it, which isn’t easy with all the emails, meetings and other responsibilities that come with a management role.

And rarely do such efforts get rewarded like specific company results do. So how do you make sure you’re not forgetting these things that pay off in the long term? And are you sure you are doing everything you could be?

I believe there is a way for today’s technology to help us all be better managers and caring leaders. If you’re interested in learning more, sign up below: