☕The Blend - Issue #14

Hey Friends,

thank you for still being part of The Blend ☕ I really appreciate you 🙏 .

Yes, it’s true, I was a shitty manager when I started. I’ve been introduced into the role at very early stage of my dev career (I was a frontend developer before - when there were no frameworks like Vue, React, and jQuery was a 🐐 … and to be honest it still is, and the most well know indie hacker (Pieter Levels known as levels.io) is still using it on all his sites

But that’s not the case here. Let’s get back to the main topic. Like I said, I’ve been pushed to the managerial path very early. I was always good with people, I’m a good listener, thus I became a manager 🙈 .

Early years were very intense, and as a manager I’ve been listening to people’s problems, caring about them too much, to the point that they felt like my problems too… It was draining my mental capacity, I was really struggling…

Over the years I’ve been speaking with many people who are much smarter than me, were couple steps ahead of me in their careers. That was helping me a lot, to understand not to take everything personally. I’ve been listening to a countless number of podcasts about management, read newsletters and books… and what’s most important I’ve been practicing, putting all the things I’ve learnt into the process.

I don’t know how many 1on1 session I’ve had in my career - and actually I’d love to know the number 🙂 …. if I’d have to guess, I’d probably say, that over the last decade I’ve had over 1300+ 1on1 sessions (there were weeks with 10+ meetings).

Many of them were very challenging. Some ended up with letting people go, and some led to growth and promotions. It was great to speak to people that were aware of themselves, and their value. I’ve learnt A TON, and I’ve met some incredible people along the way.

After this time, I know that to be a really good manager you have to follow these 7 principles 👇️ 

What I mean by that:

1. Asking questions has many level

Encourage open communication by asking insightful questions. This helps in understanding your team better and fostering a culture of transparency.

▪ Self-Reflection: Send a list of questions to your team member before feedback sessions to encourage self-reflection. This prepares them for the discussion and promotes personal growth.

▪ Peer feedback: Gather feedback from their peers to gain a well-rounded perspective on their performance. This can provide valuable insights that might not surface in direct conversations.

2. Listen more

Prioritize active listening to truly understand your team's needs and concerns.

▪ Manage silence: Embrace silence during conversations. It can be uncomfortable, but it often encourages more thoughtful responses and insights.

▪ Hide your EGO: Remember, you don't know everything. Be open to learning from your team, as they may have innovative ideas and perspectives.

3. Always give credit where credit is due

Recognize and celebrate your team's achievements to boost morale and motivation.

▪ Praise publicly: Acknowledge your team member’s efforts and successes publicly. This not only validates their hard work but also inspires others.

▪ Company-Wide recognition: Let the entire company know about significant contributions. This promotes a culture of appreciation and recognition.

4. Check-In with your team regularly

Maintain consistent communication, ideally on a weekly basis, to stay connected with your team.

▪ Avoid micromanaging: Use these check-ins to support and guide rather than control. This builds trust and autonomy within the team.

5. Don’t cancel or reschedule 1-on-1 meetings unnecessarily

These meetings are crucial for building relationships and demonstrating that you value your team members.

▪ Show importance: By keeping these meetings, you convey that your team members are important and their growth matters.

6. Always Assume Positive Intent

Approach situations with an open mind and a positive outlook. This mindset helps in reducing conflicts and misunderstandings, fostering a more harmonious work environment.

7. Don’t Be an Assh*le

Treat everyone with respect and kindness.

▪ Respect and Kindness: A respectful and kind approach builds a positive culture, encourages collaboration, and enhances team morale.

By following these principles, you'll foster a more productive and positive team environment.