How to Manage Them
The sooner we realize this, and understand that it is our responsibility to manage these resources by aligning their skills and time commitment with actions that serve the business, the sooner we will no longer think that everyone sucks. Try the following:
- Understand Time Commitment and Skill Set. Understand each person’s time commitment and his/her specific set of skills and compensation arrangement.
- Create a Regular Check-in Process. Create a process to take advantage of their limited time, bandwidth and mindshare. This takes the form of a regular meeting at intervals that are commensurate with their time commitment. For example, you might have a weekly meeting to stay on top of product development, marketing plans and the like. For others a bi-weekly meeting that addresses their roles and how they are doing against their areas may suﬃce.
- Nurture. Nurture and appreciate their participation. This involves thanking them, but also clarifying that your job is to best align the company’s scare resources with its needs. Communicate that you understand that this is not their day job and that they may not be accurately compensated, but you still need their best eﬀort on behalf of the company. Communicate your appreciation while asking for accountability.
If we don’t allocate our scarce resources, our company suffers in several ways. We fail to move forward with the tasks at hand. We create misaligned expectations that lead to frustration with the resources we have.