I was talking with a professor the other night and she said something I had heard a million times in my (former) career as a management consultant: “I hate managing people”, she said. “They should just do their jobs.”
That might have been a valid position back in the days when Frederick Taylor first invented workplace management. People worked on assembly lines then, putting pieces and parts together to make tools or equipment of some kind. Their “job” consisted of making the same four or five movements in a specified sequence – and that’s what they did all day long.
Today, jobs are more fluid. I had lunch today with Alina, who works in an insurance agency. We were scheduled to get together yesterday, but I got a text that morning asking to reschedule because her boss had a special project for her. Today at lunch she explained her “job” to me.
“No two days are the same,” Alina told me. “I’m often not doing what I was hired to do, and sometimes it’s frustrating. The boss sent me an email the other night, but I didn’t see it until the morning. He told me to “dress down” because I was going to be moving boxes for the construction of our new meeting rooms. It’s like that all the time, where he changes my assignments to new things. Sometimes it’s OK, but I wasn’t happy about doing the physical labor yesterday.”
I hear similar things from many younger people, saying they don’t have a well-defined job definition and need to be ready for, as one friend puts it, “Interruptions, disruptions, and people changing their minds.” A new software program, a change in meeting schedules, a special request from higher-ups: the days when people could plan and do their work seem to have dissolved into thin air.
Bottom line: management today is rarely about training people to do one simple job and then putting up with them until they retire. It’s more about having lots of productive conversations every day.
- Propose actions to take or results to be produced. (Initiative conversation)
- Discuss the actions or results so the people – the “performers” – are clear about who does what, how it could or should be done, and where the resources will come from, where the work will be done and where the results will be delivered. (Understanding conversations)
- Make requests and make promises to establish agreements with all the “performers” regarding what each will do or produce, when it will be done or delivered, and why it is important. (Performance conversations)
- Follow up to confirm whether the agreements were kept, and, if not, identify what happened and how the failure(s) can be remedied. (Closure conversations)
This is not Fred Taylor’s kind of management. And it’s not about “managing people” anymore. It’s about managing people’s agreements for taking actions and producing results. That means the manager is a communicator – not in order to motivate people, but to get clear on the job for today, or for this afternoon, or for that phone call at 2:15. Being a manager means you work with people to clarify the jobs to be done and get people’s agreement that they will do it. Every day.
If you’re a manager, it’s probably smart to get really good at this, because you’ll be doing it all day long for the rest of your career.