11.5 How to get to the top

The way to the top should be through hard work, talent, etc. , but this not always the case.  Sometimes I look at people at the top and wonder how they even got there.  It seems a lot of people at the top of the organizational hierarchy are there because of their connections.  Some of the most brilliant and capable people never make it to the top because they do not know the right people.  A lot of people in leader roles are not qualified and make it to the top easily because they know or are related to someone important.  This is unfortunate for organizations and does not benefit them in anyway.  I also see a lot of companies that promote on the basis of seniority.  This does nothing to motivate employees either.  Just because someone is more senior does not necessarily mean that they are more qualified for the promotion.  For this reason, companies should have and enforce clear guidelines for promoting that are based on qualifications and capabilities.

11.4 Gender differences in management styles

I have worked for both female bosses and male bosses, and I have to say so far working for a male boss has been a much better experience. Being a female myself, I hate to feel this way, but it seems to be true. I have talked to many of my friends about this and they all agree. It seems that female managers are more controlling and there's more politics involved. With the male boss, everything was little more relaxed and open. My reasoning for this is that in male dominated organizations, women sometimes feel the need to try and "show their power & authority" by micro-managing. Although I completely understand that this could just be my experience and that this doesn't apply to everyone.

11.3 Too nosy...

One of my bosses is a little nosy and wants to know everything about everyone. She always asks me personal questions such as: salary, who we voted for, who we're dating, etc. I think she's just trying to be friendly and thinks that by discussing personal information, she can get close to us. It's always an awkward situation for me because I know that she expects an answer, but at the same time I don't feel comfortable sharing this information with her. I wish I could just tell her that I don't want to share information with her sometimes, but she's also the controlling type and I know she will take it personally. So it's a difficult issue. Managers need to make sure that their actions don't make employees feel uncomfortable and that they're not overstepping their boundaries.

11.2 Motivating workers during hard times...

With the economy being so down right now, it's certainly difficult to keep employees' spirits up and to keep them motivated. We were recently told that we may not get our big bonuses and salary increases this year and that's definitely the last thing anyone wants to hear. In times like this it's important for managers to make an extra effort to keep their employees motivated. There was a recent article in the WSJ that discussed this as well. The article mentions that that managers tend to criticize employees during tough times because they are under so much pressure to perform well. However, managers should try doing the opposite. They should provide recognition and encouragement. Communication is also important in times like this. Of course, everyone is worried about their jobs and management can make an effort to communicate that everything will be ok, etc.

11.1 I hate performance reviews!

Our company has decided to do 360 reviews this year and I do not like it! The reviews are to be done online and I am required to submit a review for myself, two colleagues, and my boss. The process overview indicated that comments would be compiled and included on a report verbatim, which would then be given to our boss. Of course, if my boss can see comments verbatim then she would be able to figure out who said what. So my frustration is that I cannot give honest feedback for fear that it would be traced back to me. I also know that my feedback probably doesn't matter.

There was a recent blog on the Wall Street Journal website that discussed why performance reviews do more harm than good and I really agreed with it. Yearly performance reviews are a waste of time because they often reflect your most recent performance. Often the good things and hardwork done at the beginning of the year are forgotten and a recent mistake can hurt your review. I also think that performance reviews contradict teamwork. Shouldn't the emphasis be on how the team performed as opposed to how the individual performed? The WSJ blog suggests that bosses should get together with their employees several times over the year to discuss goals and progress - known as "performance previews."

Our 360 reviews are a series of survey-like questions and rating scale of 1 to 5. I don't think employees should be rated this way, and one set of questions and ratings may not fit every employee. Managers should sit down with their employees and provide actual verbal feedback and encourage discussion. To me, performance reviews do the opposite of what they should: lower morale and discourage communication.