If you supervise someone, and ESPECIALLY if you supervise someone really good, take this opportunity to ask yourself, "Have I told them lately that they're really good, or pointed out something that they did really well?"
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If you supervise someone, and ESPECIALLY if you supervise someone really good, take this opportunity to ask yourself, "Have I told them lately that they're really good, or pointed out something that they did really well?"
Maybe you do not need this reminder but I sure do, and I've had awesome people that I co-supervised express doubts that made clear that I had just *forgotten* to let them know they were awesome. (There's an understandable default to not worry about what's working well. But.)
I should say too that I still VIVIDLY remember the first time a boss said, "Hey, you' worked really hard on that and I appreciate it" and I almost cried, it was such a relief, and I STILL forget to tell people when they're doing well, so that's why I thought it might be useful for other people to be reminded.
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I should say too that I still VIVIDLY remember the first time a boss said, "Hey, you' worked really hard on that and I appreciate it" and I almost cried, it was such a relief, and I STILL forget to tell people when they're doing well, so that's why I thought it might be useful for other people to be reminded.
@stevegis_ssg yes!! This is huge. I managed to remember in Friday that I hadn’t really done a team shout-out post so I took the time to call out what all our contributors have done. I don’t supervise anyone but I do run the project so I try to take my responsibility as Chief Morale Officer to give credit where credit is due
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If you supervise someone, and ESPECIALLY if you supervise someone really good, take this opportunity to ask yourself, "Have I told them lately that they're really good, or pointed out something that they did really well?"
Maybe you do not need this reminder but I sure do, and I've had awesome people that I co-supervised express doubts that made clear that I had just *forgotten* to let them know they were awesome. (There's an understandable default to not worry about what's working well. But.)
Even if you don't have a leadership or management job, do it for your colleagues. It's so great to be seen.
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If you supervise someone, and ESPECIALLY if you supervise someone really good, take this opportunity to ask yourself, "Have I told them lately that they're really good, or pointed out something that they did really well?"
Maybe you do not need this reminder but I sure do, and I've had awesome people that I co-supervised express doubts that made clear that I had just *forgotten* to let them know they were awesome. (There's an understandable default to not worry about what's working well. But.)
@stevegis_ssg
This 1000xI get told by so many at work I'm awesome, I've been a great help, that they even raved to my leadership...
But rarely a note or mention from my manager. I've been under them 3 yrs never a 1:1 either.
I have quarterly ones with their boss though.
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I should say too that I still VIVIDLY remember the first time a boss said, "Hey, you' worked really hard on that and I appreciate it" and I almost cried, it was such a relief, and I STILL forget to tell people when they're doing well, so that's why I thought it might be useful for other people to be reminded.
@stevegis_ssg @Teryl_Pacieco we got a new manager after a few years of putting up with a complete dickwad, and the very first standup he was all “awesome” in response to our reports, and i was just gobsmacked and felt absolutely wonderful
it really makes a difference to be appreciated! -
If you supervise someone, and ESPECIALLY if you supervise someone really good, take this opportunity to ask yourself, "Have I told them lately that they're really good, or pointed out something that they did really well?"
Maybe you do not need this reminder but I sure do, and I've had awesome people that I co-supervised express doubts that made clear that I had just *forgotten* to let them know they were awesome. (There's an understandable default to not worry about what's working well. But.)
@stevegis_ssg How do you do that for people who are "allergic" to being praised, i.e. always respond with all the ways in which they think they are not awesome, tell you all the mistakes they did etc.? I always try to exactly point out in which respect their work was exceptional, and that this was really not "normal", but I don't feel like it works.
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If you supervise someone, and ESPECIALLY if you supervise someone really good, take this opportunity to ask yourself, "Have I told them lately that they're really good, or pointed out something that they did really well?"
Maybe you do not need this reminder but I sure do, and I've had awesome people that I co-supervised express doubts that made clear that I had just *forgotten* to let them know they were awesome. (There's an understandable default to not worry about what's working well. But.)
@stevegis_ssg I feel like parenting and supervising people are very similar, and that I got better at supervising after I was a parent. When a subordinate needed correction, I started thinking "hmm, is what I'm about to say the way I'd respond if it was my kid?"
And like you say, praising people for good work really helps. I remember every time I was thanked for a good job. And, maybe more importantly, remember to tell who ever is in charge of raises/bonuses that someone did a good job.
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@stevegis_ssg I feel like parenting and supervising people are very similar, and that I got better at supervising after I was a parent. When a subordinate needed correction, I started thinking "hmm, is what I'm about to say the way I'd respond if it was my kid?"
And like you say, praising people for good work really helps. I remember every time I was thanked for a good job. And, maybe more importantly, remember to tell who ever is in charge of raises/bonuses that someone did a good job.
@stevegis_ssg I've had a coworker come to me later and say "Hey, the boss said you said I did a good job, thank you". It helps build a team up.
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If you supervise someone, and ESPECIALLY if you supervise someone really good, take this opportunity to ask yourself, "Have I told them lately that they're really good, or pointed out something that they did really well?"
Maybe you do not need this reminder but I sure do, and I've had awesome people that I co-supervised express doubts that made clear that I had just *forgotten* to let them know they were awesome. (There's an understandable default to not worry about what's working well. But.)
@stevegis_ssg I feel this is important to do in code review also. A review shouldn't be an endless series of criticisms. It should also call out what seems good, well thought out, etc. (“This is clearer than what we had before, thanks!”) This is especially true when the code under review was written by a junior person.
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@stevegis_ssg How do you do that for people who are "allergic" to being praised, i.e. always respond with all the ways in which they think they are not awesome, tell you all the mistakes they did etc.? I always try to exactly point out in which respect their work was exceptional, and that this was really not "normal", but I don't feel like it works.
@ditsch42 @stevegis_ssg from personal experience, i don't like to be praised because growing up safety came from being forgotten. I also down play my role and push back on recognition.
However...
I'm also very aware when my boss isn't recognizing my work, and I exit jobs when my contributions aren't recognized. Catch 22 I know.I prefer a private word in a 1:1 setting and i now know to make those preferences clear to my boss. As a boss myself, I ask people how they want to be recognized.
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@ditsch42 @stevegis_ssg from personal experience, i don't like to be praised because growing up safety came from being forgotten. I also down play my role and push back on recognition.
However...
I'm also very aware when my boss isn't recognizing my work, and I exit jobs when my contributions aren't recognized. Catch 22 I know.I prefer a private word in a 1:1 setting and i now know to make those preferences clear to my boss. As a boss myself, I ask people how they want to be recognized.
@ditsch42 @stevegis_ssg recognition can come in many forms. Private, public, money (especially when you tell them they got more), plaques, time off, etc.
Ask what they like and then trust them.
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@stevegis_ssg How do you do that for people who are "allergic" to being praised, i.e. always respond with all the ways in which they think they are not awesome, tell you all the mistakes they did etc.? I always try to exactly point out in which respect their work was exceptional, and that this was really not "normal", but I don't feel like it works.
I don't have "management expertise" but I can certainly say that, as a person who responds to all praise by cataloguing my faults, I still secretly treasure it and store up the memories to replay later.
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