people management | TechWell

people management

Employee receiving feedback Seeking Feedback the Right Way

Receiving negative feedback can be uncomfortable. You may immediately get defensive. But to grow personally and in your career, you need to be able to receive feedback—both good and bad. Here's how to recognize the three types of feedback you will get, and know how to solicit it and respond to it in the right way.

Allison Scholz's picture
Allison Scholz
Game pieces with a leader facing the other pieces Leadership in a Time of Crisis

There’s an old saying that leadership is defined by what a leader does in a crisis. The current COVID-19 situation is such a crisis for every business. Whether you lead just yourself, a team, a line of business, or an enterprise, now is the time to step up and be a leader. Here's how to do that when times are tough.

Jeffery Payne's picture
Jeffery Payne
Employee frustrated by her absentee leader Absentee Leadership: The Worst Kind of Manager

Absentee leaders are managers who are physically present but psychologically absent. They are incompetent and disengaged, to the extent that they don't support their teams adequately. If you have an absentee manager (and don’t have the luxury of seeking another position), here's how you can try to handle the situation.

Naomi Karten's picture
Naomi Karten
Scrum team with different roles and jobs Scrum Roles, Goals, and You

The Scrum Guide specifies that there are three roles: product owner, developer, and ScrumMaster. It’s essential that a Scrum team have each of these roles to help it work well. But depending on how you implement the roles, you may end up hurting rather than helping your Scrum process. Focus on goals, not job titles.

Steve Berczuk's picture
Steve Berczuk
Platform with first, second, and third positions The Problem with the People-Management Bell Curve

Conforming team performance evaluations to a tidy bell curve is a simple, quantitative solution to the challenging problem of rating employee performance. However, it doesn’t work. It’s unrealistic (not to mention counterproductive) to force-fit employee evaluations to the curve when that doesn't reflect their work.

Payson Hall's picture
Payson Hall
A manager and an employee having a one-on-one meeting One-on-Ones: A Framework for Feedback

Regular one-on-one meetings between a manager and employee are a forum to provide safe, timely feedback. They can be short or longer, but you should discuss successes, challenges, and how to improve. Having a framework for the conversation helps you make sure that the meetings don’t routinely become chat sessions.

Steve Berczuk's picture
Steve Berczuk
Scrum team member fixing a bicycle 3 Common Scrum Anti-Patterns and How to Fix Them

For a Scrum team to operate successfully, the entire team must honor the Scrum values of commitment, courage, focus, openness, and respect. But it's easy to fall into practices that can erode trust and collaboration. Here are three common anti-patterns that emerge in Scrum, as well as the solutions to overcome them.

Owen Gotimer's picture
Owen Gotimer
Tech team collaborating and all putting their hands in the middle 3 Reasons Managers Struggle to Build Compatible Tech Teams

Managers should try to find candidates who not only have the right technical skills, but also will ideally complement each other and be able to collaborate. But that’s not easy. Here are three main aspects managers struggle with when building compatible tech teams, so you can try to mitigate them and achieve harmony.

Gregory V. Chapman's picture
Gregory V. Chapman