10:59 am, April 21, 2014

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  • 16

  • How about: Brilliant Workers Under a Tool for a Boss
    Lisa Lisa
    My boss is a GS-14. He manages, get this: 4 people. She comes in late almost everyday-if she comes in at all. Lead by example is NOT the mantra in this persons book. She has no clear mission for this HUGE staff; just piles work on her folks (all 4) all the while forgetting the core of work we are supposed to do that we can no longer do because of all the other jibberish work. Did I say she does very little? Ahh yes..well..she doesnt. She comes in, in her nice suits, the office is pristine-every binder in its place. She looks the part..but fails to DO the part. Anyone know people like this? Which brings me to my observation. You have those that DO the part and those that LOOK the part. My boss LOOKS the part. She likes to coin phrases and likes to try silly managerial techniques featured in some magazine. My favorite: Stand up meetings with a dose of words like "widgets". One day after being on unscheduled leave for a week, I provided an update on all of our whopping 4 peoples bits of work. Aftger I get done with that....she said "Lets have a Stand up meeting". We literally stood up. I said: "Well, what I just said 3 minutes ago is all I have to report". She loves to task people with providing milestones on projects that actually take more work to create charts, spreadsheets, pretty folders, and crayola crayon pretty pictures than the projects themselves. I guess it never occurred to her to actually get out from the desk and SEE what the folks are actually doing. My manager is the joke of our entire department. Everybody comes to me and asks..hey is your boss in today (sniker snicker). It is sad and I know there are tools just like my boss all over the government. I always wonder, does our Big Boss (who is in our same department and right next to my boss) see this going on? What does HE think? I can only imagine that the big boss made his decision on picking this person and cant back out of it now.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Supervisor Evaluations
    Every year at evaluation time, I always thing it would be a good idea for employees to be able to evaluate their supervisors and have it count toward their rating. Management sees them one way, but their staff sees them another. Both should count.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Reply Abuse Vote
    Brilliant Worker: Terrible Boss
    Rick IRS
    I disagree with your column in that what I have seen nowadays is not a trend of selecting a Boss because they were a "brilliant worker" but because they met a statistacal need. I'm glad that I'm nearing the end of my career as the ship is being manned more and more by less competent individuals. Selection for promotions should be solely based on competence and probably the ability to spell.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Spelling abilities?
    One word - statistical.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Absolutely Correct
    Couldn't agree with you more. What I am seeing (at the same agency) is a significant de-emphasis on experience, job knowledge and proven ability and a gross over-emphasis on statistical needs. Front line managers, senior managers, and executives are being placed for all the wrong reasons and it causes me grave concerns for the future of my agency. To make things worse once placed, these poor people (who oftentimes didn't want to be there in the first place) are rarely removed purely due to upper management's pride and refusal to acknowledge that they made a mistake. In their minds, they are infallible. I am all for EEO, but sheesh WHY can't they find some candidates that would fit statistical needs AND be capable, or at least potentially capable, of doing the job. Many of the recent selections I've seen are just wildly incredible, and several of them have already fallen flat on their faces. And more surely will.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Burnout
    Several years ago, I had a boss who was a burnout case. I was told, "He may be burned out now, but when he held your job he was brilliant!" The implcation was that my job would someday lead to me being a burned-out supervisor. I did not find that to be very reassuring. Needless to say, I am no longer with that organization.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • The baseball analogy
    is very interesting, and especially revealing. Some of the best managers in baseball never made it to the major leagues (as players). So true, but they don't get paid anywhere near what the skilled players make. Perhaps the managers should have salaries lower than the skilled workers in government. After 36 years at NIH, I know this is a good and just idea.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }