41–50 of 286 posts
This is a recipe for disaster the first time you break something. Getting a yes or a no indicates that your boss is aware of it. When you’re in the hot seat, and someone asks “Who approved this?”, the truthful answer is that no one approved it.
This is a recipe for disaster the first time you break something. Getting a yes or a no indicates that your boss is aware of it. When you’re in the hot seat, and someone asks “Who approved this?”, the truthful answer is that no one approved it.
This is a critical skill in big companies where everyone is swamped and busy and things get lost. I do this all the time when I’m dealing with people who don’t answer their email, or who tend to stall and delay approvals, or people who are just very busy. I’ll Email and describe the problem and then say the magic phrase “ If I don’t hear back from you in [N] days , I am going to do XYZ on [DAY N].” This way I’m not a…
And the "boss" may have a point: relying on them to read, understand, and acknowledge your email, especially when it's important, is somewhat disingenuous. At the very least one has an obligation to confirm that the recipient actually read and understood what was sent, before taking the default action.
This is a recipe for disaster the first time you break something. Getting a yes or a no indicates that your boss is aware of it. When you’re in the hot seat, and someone asks “Who approved this?”, the truthful answer is that no one approved it.
If your boss 1. tells you that something needs to be done, 2. refuses to approve any plans, then you just don't do it - in that case it's on them to direct the work in a way that it gets done.
I like this approach to communication, except the the "deadline" part. I'd prefer my reports just let me know if they are working on something which I may want to veto (because I may have more context as to why it's a waste of time or not a priority). Giving a "deadline" to your manager is strange, and almost like a weird, annoying threat. I also would like to think I would give people on my team enough autonomy to m…
This is a critical skill in big companies where everyone is swamped and busy and things get lost. I do this all the time when I’m dealing with people who don’t answer their email, or who tend to stall and delay approvals, or people who are just very busy. I’ll Email and describe the problem and then say the magic phrase “ If I don’t hear back from you in [N] days , I am going to do XYZ on [DAY N].” This way I’m not a…
These days I almost take it for granted that somebody isn't going to read my email, or won't read it thoroughly, or will read it but will fail to acknowledge it. One can use this to their advantage if they want to skirt a hard "no" but as you said, it may backfire. And the "boss" may have a point: relying on them to read, understand, and acknowledge your email, especially when it's important, is somewhat disingenuous…
It's obviously different if you know the recipient and that they're able to handle more, but my default assumption is that people will read the first 1-3 sentences of an email, so I do my best to keep it to that, and if I have more to say I'll make a note to myself for once they reply.
This is a critical skill in big companies where everyone is swamped and busy and things get lost. I do this all the time when I’m dealing with people who don’t answer their email, or who tend to stall and delay approvals, or people who are just very busy. I’ll Email and describe the problem and then say the magic phrase “ If I don’t hear back from you in [N] days , I am going to do XYZ on [DAY N].” This way I’m not a…
I think this kind of approach, and I've used it in the past, only works in American companies or bosses who are familiar with the American way of business. It can backfire badly if the boss doesn't like it. During a performance review, the boss inevitably labels you as insubordinate and all of the evidence needed was handed to them on a platter. Sometimes asking for permission really is the best way, even in the US.…
I like this approach to communication, except the the "deadline" part. I'd prefer my reports just let me know if they are working on something which I may want to veto (because I may have more context as to why it's a waste of time or not a priority). Giving a "deadline" to your manager is strange, and almost like a weird, annoying threat. I also would like to think I would give people on my team enough autonomy to m…