Managing is Hard.


As Google CEO Larry Page said “People don’t want to be managed.” Managers have one of the most challenging jobs: in addition to all their own work they are responsible for the output of their staff. Dealing with poor productivity, low quality and lack of engagement means the manager has to work long hours to cover the shortfall. People are complicated and innocent words often have unintended consequences.

And with Generation Y doing things very differently, this isn’t getting any easier. Even worse than that there is a lot of research showing that low staff performance costs firms at least 10% of payroll.

A little demonstration of one of the typical types of problems managers face:

Imagine that one of your staff members has been late a few times recently. This is worrying you and you decide to confront them. So you go into problem solving mode and ask them “Why were you late?” Now what usually happens is any number of things:

  1. The employee could misdirect: “Why are you picking on me – Rob’s always late and you never say anything to him”;

  2. The employee could deny that it’s a problem: “I’m hardly ever late and I get my work done anyway so what’s the problem?”

  3. The employee could provide an excuse: “It’s not my fault, the train was late”;

  4. You end up trying to fix the employees problems for them, suggesting alternatives for every scenario you can think of;

  5. You could decide it’s not worth it and let it go until you sure it’s a problem. And save it for their performance review.

These confrontations are time consuming and can be stressful for both the employee and the manager.

The point is that none of these are really effective at fixing the problem. Why: because if you ask “why” the employee will justify that what they did was not their fault, they will not own any of your solutions and the next time they are late they will have another (valid) reason.

But it doesn’t have to be like this – the good news is that your employees represent the biggest opportunity to improve the performance of your business. Using proven, easy to use techniques you can engage and motivate your team to achieve almost anything.

Our mission is to "Make Managing Easy" by showing you:

  • What to do, how to do it and why;
  • Why some conventional practices are wrong;
  • How the unintended consequences of your actions can be holding you back.

Our methodology also has the benefit of happier staff and more profitable companies. People are complex and the wrong technique can have undesirable consequences. The modern workplace is very time demanding and so we use time efficient techniques to save you time.

So to find out how you can get better employee performance and make managing easy see our program. It'll show you proven techniques for employee selection, motivation and retention.

And if you would like to find out how a few carefully chosen, simple words can fix the above issue then I have one of my favorite stories for you. To get the story and find out how to fix this issue then sign up for the free "managing made easy" email series (signup here).

What you will get by email is free tips, practical management insight and inspiring quotations to help to get you through your work day.

If you really can’t wait to find out more then If you want to find out more then read about Effective Feedback here (but not before you sign up for the email!)


Do you know that regular, high quality one-on-ones with your employees are the single easiest management practice. Weekly one-on-ones also create the ideal forum to give your employees performance feedback. Do one-on-ones right and not only can you can take care of almost all your management responsibilities in one go but they will also deliver you to manager Nirvana . It almost seems too good to be true – which could be why some managers don’t believe in them.

The reason why not every manager believes in one-on-ones is because not every manager knows how to do fast, high quality one-on-ones. As with anything in life, do it wrong and you're simply not going to see the results. But do it right and one-on-ones will change your life and deliver you to management nirvana. 

And the reason why bosses and employees have poor one on ones is simply because no-one shows you how to have high quality One-ones. I know none of my my bosses every taught me this skill and clearly no-one ever showed them either. What I do with Manager Foundation is that I show you the real world boss skills that you need but they don't teach you in university. That's why I made a mini-course on one-on-ones (including a one-on-one template with a one-on-one meeting agenda) which will show you 3 Easy Steps 2 1 on 1's. What I expect you'll find is that you already know some of the content on some type of level but maybe you're not putting it into practice. This will help. As I say this is essential for new managers and helpful for experienced managers.

This is one of my series on the DANGERS of conventional methods. This includes an inside look at why a lot of advice is bad advice. Others in the feedback series include

  • The "shit sandwich technique" AKA just the sandwich technique
  • Why calling someone into your office for feedback is wrong. AKA why you should not be having the "Come to Jesus" speech
  • Why managing by exception makes your staff hate you


Do you have any questions, comments or tips for giving employee performance feedback? Help the rest of us out by sharing in the comments below.

Boss Camp

Are you a nice guy but worry that your employees take advantage of you? Find out how to get stuff done by being an ethical boss at WWW.BOSS.CAMP. The program includes topics such as:

  • How to motivate employees,
  • What are bad employee motivators,
  • What you must do as a manager but isn't on your job description,
  • How leaders get power.