Calibration

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Every once in a while, if you’re a manager, you’ll find yourself in a massive meeting with other managers talking about performance evaluation.  If you’re lucky, it’s only 2 hours.  If you are growing fast, it might be 2-5 hours.

Either way, you’re probably asking yourself: what is the point of these meetings?! Well, the goal of these meetings is to make sure you recognize accomplishments consistently across your org.  Before you scoff at it, consider what might happen if you didn’t:

  • A worker in another group might get a higher rating with half the work (or, via poorer quality of work)
  • Some teams or managers would promote unfairly or too quickly
  • Workers would reach positions of importance without the competence needed to succeed at that level

Consider the Law of Crappy People from bhorowitz:

For any title level in a large organization, the talent on that level will eventually converge to the crappiest person with the title.”

I consider this to be true — we tend look at the level above us, find the crappiest person, lean back and exalt, “WTF — I’m better than Billy!!!  He can barely tie his shoes.  If that guy is a Level 70 Unicorn, I should be a Level 70 Unicorn.  Ugh!”

Two things:

  1. Don’t limit yourself by comparing yourself to the worst.  Instead, compare yourself to the best person at the next level — or better yet, the best damn engineer/designer/whatever at the company.  I think it’s self-defeating to adopt an obsession with titles and get wrapped up comparing yourself to the worst person with a title/level above yours.  It’s not a great way to make progress.
  2. Calibration and consistency is critical to morale.  Because we all tend to do this anyway, calibration and consistency in gauging performance is critical.  If the worst person at a given level is _really bad_ it demoralizes people bit by bit, one day at a time.  That’s why it’s important for managers to have this meeting — to make sure we get treated fairly and consistently.

At Box, we take care of people and we handle calibration well — it’s one of the reasons I’m proud to work at Box.  My hope is that if you work somewhere where managers don’t do this you should speak up — and push for change.  The adverse side effects of not handling calibration are devastating.

Leadership is simple and simple is hard

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It’s been a while since the last time I wrote a summary of what I had learned about leadership. This post is about some of the general concepts I’ve picked up along the way — partially so I have them written down, mostly so I can share them.

Mind you — there’s no panacea to be found, just guidelines. I wouldn’t have it any other way. I just try to absorb as much as I can.

Management philosophy: lolwut?

A common question I get from folks: “What is your management philosophy?”

My first response to this question is to ask if you think management and leadership are related, mutually exclusive or complimentary. If I had to boil it down, leadership is your ability to motivate people. Management is how well you execute. I’ve also heard that management is doing things right while leadership is doing the right things.

However you define these, I don’t see how you do one without the other. Lean too far in one direction, you’re a babbling prophet with great intentions. Lean too far the other way, you’re a lonely, walking and talking autobot. Both are undesirable fates not meant for humans.

Let’s just say I strive for competency in both and always will.

A useful list of stolen wisdom

I still need to answer the question, which leads to a discussion about non-hierarchical empowerment. I don’t think leadership or management philosophies have a 1-minute elevator pitch, though.

To answer in long form, I constantly draw on a series of idioms, quotes and principles I’ve accumulated over time. Some of them I have borrowed permanently from other leaders, and I’ll link to sources. Others are just things I say all the time. Let’s run through these:

  1. Start with the why, ask questions about how and the what takes care of itself
  2. Hire great people and get out of their way
  3. An engineering team isn’t an assembly line — and shouldn’t be run like one
  4. Success is the quality of one’s effort
  5. The only time I’ll get mad at you is when you don’t try
  6. Look for humility and faith — without those, you have nothing to work with
  7. Know where people want to go and help them get there
  8. Push power to the edges, and find a way to have decisions happen where information is
  9. Work is like improv
  10. No assholes!
  11. Does this have to be said by me? Does it have to be said now? Does it have to be said at all? (Mike Shaver/Mike Beltzner/Canada)
  12. Listen like you’re wrong, fight like you’re right (John Lilly)
  13. Don’t whine, don’t complain, don’t make excuses (John Wooden)

No, you won’t find this stuff in textbooks

Being asked about management and leadership so many times last summer made me realize my answers seem obvious. Five minutes into spewing statements like the above and it sounds “textbook”. I actually got this feedback once after an interview. To that, I ask: what textbook? I’d like to read it.

The truth is you won’t find the answers in just one book. They are all over the place. Many of these concepts are relatively simple or common sense, but most books, blogs or articles work hard at uncovering an undeniable truth:

Simple is really, really hard.

iPhones, web search, airplanes, TCP, cars, 4GLTE — if you look around we are surrounded by amazing, complex things we take for granted. Do you realize how amazing it is that we can fit 40,000 vinyl records into our pocket for less than the cost of a television? Is it easy to give people access to data anywhere they are? Hell no. Simple concepts, impossible delivery.

Management and leadership both have many simple concepts that are difficult to handle. They can be harder than deterministic systems because people are difficult. John Taffer (from Bar Rescue – love this show) always says, “I can fix bars, but I can’t fix people.”

tl;dr

If all else fails, watch this:

And this:

Inspiring people sounds easy but it’s damn near impossible to do unless you believe in what you’re saying. The hardest part of being a leader is putting yourself out there — to be humble, vulnerable but confident all at once. While you do that, you have to constantly fight your urge to take over, take full control. Because leadership is not about power or control, it’s about creating an environment. That is what makes you a vehicle for your mission or idea. That is what makes you a force people are inspired by. Simple, right? Right.

Simple, but really, really hard.

Interns teach companies too

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To speak truly, few adult persons can see nature. Most persons do not see the sun. At least they have a very superficial seeing. The sun illuminates only the eye of the man, but shines into the eye and heart of the child.
- Ralph Waldo Emerson, Nature

Web Excellence Award

Every summer at Mozilla, I was always amazed at what interns are capable of.

I was never a fan of taking the best and brightest and having them do mundane tasks like organizing desk furniture or data entry. It’s such a waste of time for a group of geniuses at the peak of their learning abilities.

So I’ve always pushed to create intern projects worthy of their time — projects that made a difference over Q2/Q3 and were on the critical path in some way. And by doing this, I’ve seen interns teach the company more than the company taught them. Not only was I okay with it — it was awesome to see.

Listen to your interns

There are a lot of simple things you can learn from interns if you’re listening. Their ridiculous, code-monster output can be inspiring and critical, but their feedback is just as important. Consider what you might learn from an intern:

  • Are your projects cool? If your company is doing interesting things, your intern projects should be interesting as well. They should be easy sells when speaking with interns who have a number of options. This helps you understand your cool factor — or the Nike or Apple factor — when it comes to recruiting talent. Are your products worth working on? Are they challenging enough to matter? Is your mission worthy? Interns can tell you this before you even hire them.
  • Do you have awesome engineers? Your ability to lead and mentor interns tells you something about the quality of your engineers. Are they able to teach a younger engineer the skills necessary to succeed? Do they have the maturity and patience to deal with someone who does not have the same amount of experience as they do? Do your interns respect them for it? Does your team even have the time to mentor an intern (and is that a good/bad thing)? Do interns out-perform your full-time folks? Interns can tell you a lot about what kind of people you have on your team and whether or not they have too much on their plate.
  • Do you have good engineering culture and processes? For an intern, the summer is all about getting stuff done. Interns absorb and accomplish things at a high rate — and they are a good litmus test for whether or not your culture and processes empowers people to get things done. If the way you do things is counter-intuitive or paralyzing, they will be the first to feel it. Their fresh perspective and intrinsic motivation make them great sounding boards for feedback on your process and culture.
  • Do your interns have fun? Last but not least, is whether they can have fun. If they can learn, be productive and have fun — it tells you you’re doing something right and this same energy translates to full-time employees. If they don’t enjoy their internship, or feel drained at the end of the day, there’s something wrong with your environment and they won’t be the last people to speak up about it.

Overall, interns can teach you a lot about what type of organization, team or company you have. Make sure to spend time with them and get all the feedback you can get. They are a valuable source of information and don’t have the usual organizational biases. Remember: if you don’t listen, you’ll miss all of it.

Making your internships awesome

So how do you work with, mentor and recruit interns? Here are some tips on how to work with interns at different points of the summer. Everyone has opinions and every company is different — but these worked for me:

  • Start recruiting early. It wasn’t unusual for my team to have our interns locked up before Thanksgiving. I credit awesome recruiters like Julie, Kimber and Jill (kudos!) for this, but ultimately we got to them early through career fairs and meetups, showed we were humans who knew our stuff about technology, and got people interested in the company’s mission. Quick aside: don’t give people exploding offers. You’ll lose people this way but at least you’re not being predatory and putting undue pressure on these kids. When you get a talented intern who wants to be there, you’re going to get the most out of the opportunity both ways.
  • Get testimonials from past interns. There are a lot of books on attitudinal loyalty, but this is a case where it really makes or breaks you. Word of mouth matters, especially in some of the strongest CS programs. When you have a good intern who loved their summer, ask them to write about it — blog it, talk to folks at their school, maybe even help you recruit at their college’s next career fair. And when you’re recruiting, be prepared to talk about these projects and link to these blogs/writings — they are a great way to explain to prospective interns the kinds of projects they might be able to work on (even if you can’t be super specific about exactly what project it’ll be yet).
  • Make a connection. I always found a way to relate to interns and talk about their favorite projects. Robotics, AI, video games, ping pong — whatever it was, I wanted to talk about it. Not only was I genuinely interested in them (I was!), I wanted to connect with them on their terms, in their comfort zone. Maybe they aren’t going to be able to talk for hours about web security — that’s what they are talking to you for — to gain that experience. But give them a chance to talk about their world. Not only is it fun, you will learn something while giving them a chance to talk about who they are and what they love.
  • Show them you care. This comes easy with a little effort, and is usually about you giving them your time. Take them to lunch. Ask them how they are doing. Give them rides home if they need them. Help them find a bike to rent. Give them tips on what to do in the city. Congratulate them when they plow through a tough bug or feature. Buy them coffee! There are so many little things you can do to make their internship special and show your appreciation. Use your imagination.
  • Trophies and stuff. Everybody loves trophies — why not get one for “surviving” their internship? The internet has sites with amazing trophies — so I got some and I went out of my way to take photos. It helps us remember how awesome those summers were. The best part of all of this is the interns get to take the trophies home with them, hopefully on the plane, so they have to explain what it is to strangers. If you don’t like trophies, get them a book, picture or card — something to take home with them and remember their summer. Be creative!

Whatever you do, treat interns with respect and make them feel valued by giving them your time and attention. If you can do this, they will surprise you and your summers will be memorable and productive.

Here are some photos from the last couple of years:

2012 Webdev Interns

Bye Owen!

2011 Webdev Interns

Tony and his mentors

Reorgs: choose wisely

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We trained hard … but it seemed that every time we were beginning to form up into teams we would be reorganized. I was to learn later in life that we tend to meet any new situation by reorganizing; and a wonderful method it can be for creating the illusion of progress while producing confusion, inefficiency, and demoralization.
- Charlton Ogburn, “Merrill’s Marauders”, Harpers Magazine, January 1957

Having been through a few reorgs, I can tell you that two requirements should usually be met:

  1. The change must be good for the org and mission
  2. The change should be good for the individuals involved

You should strive for both 1 and 2, exhausting all options, but sometimes you must choose just 1.

If you find yourself stuck choosing 1 over 2, it almost always results in people leaving. It causes boredom or animosity — both spell doom for an employee or team’s morale. Just be prepared to lose people.

I believe something is horribly wrong if you are in a position where 1 supersedes 2 and you have no better alternative than to lose valuable people — but it may not be worth over-generalizing. Just think about it.

BRAINS and the art of decision making

I went through a birthing class with my wife prior to having our first kid. They introduced a framework for making decisions that is universally applicable and works well with reorgs. It’s called BRAINS:

  • Benefits: What are the benefits of the reorg — for both the mission and the people involved? What is your vision?
  • Risks: What do you stand to lose by going through with it? Will you lose people? Will it slow your teams down initially? What are the costs if it doesn’t work out?
  • Alternatives: Is it not an org issue? What if you hired a key person to fix the issue, changed your process or reset priorities? What are other ways to address your concerns?
  • Intuition: Does it feel right? Would it feel right to the team? Are you finding it hard to defend it because it seems so counter-intuitive? Typically if things do not feel right, something is wrong. Intuition is usually overlooked with these types of things but it’s a powerful motivator for the org and has direct ties to morale. Pay attention to this and listen to what people are telling you.
  • Nothing: What happens if you do nothing? Sometimes letting things play out resolves problems. Time works miracles if you can afford it — but sometimes you can’t. That said, understanding the relative cost of doing nothing is an important yardstick when rationalizing change.
  • Smile: Smile because you made a decision. When all is said and done, if you can support your decision and commit to it, be happy you made one. Move forward and be positive — it’ll help things work out and get folks to come along with you.

The reorg sanity test

There are some questions you should be able to answer before bestowing a reorg onto your organization. So in the spirit of the Rands test, follow these questions and see how many points you end up with:

Is the reorg easy to defend? (+1)
Like relationships, if things are rocky early on, something is off. Most often promotions, reorgs and other changes feel right. Intuition goes a long way here and if the first general reaction people have is “huh? what?” that’s not a good sign. You’re looking for the nod here — when you explain it to someone it should be self-evident and make sense. If it isn’t, and don’t kid yourself, then no points for you.
Did you discuss the reorg with your team? (+1)
The idea that someone can draft a master plan, drop it on a group of brilliant people and tell them to just do it is draconian. In software, solutions built from the ground-up have galvanized buy-in as a built-in feature; this applies to organizations as well. If you’re making decisions without input from the org you are forgoing a valuable resource and missing opportunities to a) evolve your solution into something better b) let the org be heard and help them own the solution. If you shared your plans early and got feedback on them before making a decision, give yourself a point.
Did they like the idea? (+1)
First impressions are hard to change. When you shared your plan or decisions (whatever stage you were at) did your team like the idea? Were they uncomfortable? Was there an awkward silence after you explained the plan? Or were they happy about the change and reinforce it? If they liked it, give yourself a point.
Did your team come up with the idea? (+1) Did upper management? (-1)
If you are a progressive leader, your team may have even come up with the idea in the first place. Asking the right questions can lead to solutions. If your team actually came up with the new reorg plan, give yourself a big fat point. Good on you. If this is an idea from upper management and has never involved anybody from your team below a certain rank, subtract a point — you are creating issues with buy-in down the road.
Did you discuss the reorg with other parts of the company? (+1)
This is a transparency check. Did you make the overall decision without dependent teams knowing about it? If you shared the plan and did a dry run to see other groups’ reactions, give yourself a point. If you hatched your plan in private and the first time folks saw it was via a) being told it was happening via an email b) rumors — then no points for you.

If you scored 3 or less, you’re playing with matches. Some combination of top-down leadership and lack of transparency leads to issues with buy-in. It means your reorg, even if applied, will not stand the test of time and erodes trust in your leadership. It could make everything harder for you.

The golden circle

I mentioned that doing what’s right for the people involved is important. I think it’s arguable that rule 1 and rule 2 must always be met — but I know in practice that people can’t always just do whatever they want and there is usually a bottom line to uphold.

Some of this all comes back to what kind of leader you want to be. In relation with Simon Sinek’s thoughts on the golden circle, I’ve always striven to be the type of leader who leads with why, guides people to how and empowers people to discover the what.

A conventional approach is to start with what you want, tell people how you want them organized and explain why when the plan is shared.

I think a better approach is to help your team understand why changes are needed, help them find a solution for how they want to be structured and ultimately they will arrive at the correct what — the right org to match the challenges they face.

Leading with the why is inclusive and gets you better buy-in long-term. This means less of a cliff when the initial proposal is thrown out there. It makes transition easier but can get hung up on finding 100% consensus. Remember that even if you lead this way, you still need to make a call and push forward.

If all else fails, do your best to listen to your team and what they are telling you before and after you discuss the problems they face. The answer to how your organization should be formed lies within your team as much as it lies within you.

Never impose on others what you would not choose for yourself.
- Confucius

A Hero’s Journey

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I spoke with my team this week about the hero’s journey, or Joseph Campbell’s monomyth. This was brought up in a leadership program at Mozilla as a tool we could use to understand the different types of journeys we take as leaders and what phase we might be in.

Hero's Journey

There are a few things I wanted to emphasize with the group:

  • Put things in perspective. “The Pit” or “The Abyss” can seem pretty daunting and when you’re in the middle of it, things can seem pretty bleak. However, once you conquer a few, you build confidence and recognition that what you’re facing isn’t the end of the world — that you’ll find a way to work your way through it and make a breakthrough.
  • You need faith. Belief in yourself, your abilities or your cause can sustain you through otherwise dark periods. There’s a reason why you answered “The Call” — just like Luke left Tatooine in Star Wars without really thinking about it. It’s because deep down, even if you are frustrated or tired, you know you can accomplish great things and overcome this challenge.
  • You will need allies. There is no Luke Skywalker without Yoda or Obiwan. Likewise, you won’t be able to move mountains without help from others. Could be your mentor, your god, your friends or your spouse. Either way, it’s important to realize that to make true breakthroughs you need to open up enough to let people help you get to where you need to go. Help can come as feedback, support, listening or many other ways. Remember to look for it and seek it.

Not very useful, but I found it pretty entertaining to deconstruct movies from the 1980s and see how they fit in with (or butchered) the formula. It’s interesting to see how they used montages to breeze through parts of a hero’s journey just because of budgeting or time constraints. You have to admit, though: the training montage from Rocky IV is pretty epic.

Anyway, just wanted to share some of those thoughts.

Feedback will make or break you

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“Criticism may not be agreeable, but it is necessary. It fulfills the same function as pain in the human body. It calls attention to an unhealthy state of things.” – Winston Churchill

Ignoring feedback is a lot like telling lies, except you’re lying to yourself. Once you fib, you inevitably have to make more stuff up to cover for what you already made up — and soon you have an entire house of cards on your hands. When a breeze comes along, it all falls apart. The reality we build for ourselves masks our flaws so we don’t have to confront them. The only problem? Eventually, everybody will know it except you.

Don’t put yourself there. It usually culminates in embarrassment, loneliness, depression and rejection. It takes months, years to dig yourself out of it. Consider that criticism is like pain. Would you ignore an infection? Would you just let it go and convince yourself that you’re totally healthy? Would you risk your physical health in order to support your denial? I hope not.

Why would you do that to your mind?

How do we magically ignore feedback in practice? I’m sure you have better examples, but I’ll give it a shot. Here are some common tactics we use to dismiss feedback:

  • Criticizing tone. If you’re criticizing word choice or how they said it you are deflecting useful feedback. It’s popular in politics for a reason: it’s easy and effective.
  • Dismissal by association. This is similar to “ad hominem” in Graham’s how to disagree. As a knee-jerk reaction you may associate someone’s opinion with their rank, group, background, etc. The next logical step is something along the lines of, “of course they think that, they are just a designer.” This is a mistake. Feedback from orthogonal groups is even more valuable because they see you from a different perspective. Don’t dismiss feedback because someone is not on your team or because you out-rank them. That type of feedback, if ignored, will turn into grapevine chatter and slowly come back to you.
  • Making it about feelings. When someone gives you feedback it’s a very personal thing. However, if your response makes it personal when it doesn’t have to be, you’ve got a problem. Spending all your energy on how you feel about the feedback can prevent you from focusing on what caused the feedback. I think it’s great to let someone know how you feel, but do it carefully. It could shut down future feedback from that person and make you unapproachable. It’s the difference between, “I’m sorry, I didn’t know you felt that way — I feel bad about that and I’ll see what I can do,” and, “I really don’t appreciate what you said and it makes me feel terrible.” If your response is aimed at guilt-tripping the other person, you’re building a nice little wall around yourself and they’ll think twice about being honest with you in the future.
  • Constructing amazing excuses. Just stop with excuses. John Wooden said, “Don’t whine, don’t complain, don’t make excuses.” I don’t reasonably expect someone to never whine or complain, but excuses shift blame and make things not your problem. Chances are that if someone comes to you with feedback, you had something to do with it. I’m sure there are many reasons why the stars aligned and caused xyz, abc to happen — nobody gives a shit. Take responsibility and figure it out. Even if you didn’t have anything to do with it, ask yourself what you can do to help. Send them to the right person, or relay that feedback if necessary. Making excuses is clearly making sure it’s not your fault and taking responsibility for a solution isn’t even admitting fault. The key to remember: only one of those is remembered, and only one of those ends in solutions. If you want to be forgotten, keep on making those excuses.
  • Pulling rank. The “because daddy said so” approach to handling feedback is fairly common. Using rank to settle arguments or avoid confrontation is a slippery slope. If you’re a leader, it’s a good way to sabotage yourself. Your team will not work hard to fulfill your vision just because it’s your vision — you need to make it theirs by inspiring them. Ignoring feedback because of rank or authority says, “I’m too important to listen to that and what you said doesn’t matter.” You better have some credentials or trust to pull it off. If not, good luck with that, bossman.

Once you stop putting up your walls, you have to take some steps forward. Just like dieting, it’s not about eliminating the junk food — you have to exercise and eat good food too. Every once in a while you’ll slip, but for the most part you want balance and stability in how you approach feedback:

  • Fight like you’re right but listen like you’re wrong. John Lilly reminded me multiple times to do this, so let’s call it a Lillyism. It means moxie and listening don’t have to be mutually exclusive. Have guts, resolve and fight hard — but always, always listen and remember you may be wrong.
  • Get a second opinion. Phone a friend, ask your significant other, ping a coworker you trust. “Am I being defensive, or is this totally nuts?” is a decent question to ask about feedback you get that you don’t agree with. I know my wife is happy to tell me if I acted like a goofball and should apologize — and hopefully you’ve got people in your life who would do the same for you. Get help from them; you don’t have to process feedback alone.
  • Get counsel from your enemies. If you want to truly grow, you should know what your worst critic says about you. The best way to do this is ask them. I’ve seen folks avoid getting feedback from people that may not agree or even like them. This is just about the stupidest thing you could do. Avoiding feedback from people because it may not be good is self-defeating. Don’t avoid it, seek it out. Show them that you care to ask and listen — you’ll be surprised at what an impact they can have on your career.
  • Actively ignore things. You’ll get some noise in feedback. Just make sure what you ignore is actively ignored. You don’t have to heed everything people say — but you should listen. Make conscious decisions on what you’re not acting on as a result of feedback. And if you’re worried about the reaction, talk to the person who gave it to you and say, “this is my plan, and I don’t have time to do ____ but I will get to that later.”
  • Say thank you. Saying thanks for the feedback is just the right thing to do. Make an effort to thank people who helped you with their honesty — do what you can to make sure they do it again. People who give you feedback care about you enough to disagree with you and tell you the truth about yourself. Embrace them and value them. Let them know how important it is to you.
  • Ask questions. Your critics are great sounding boards. When you come up with actionable items from your huge list of feedback, ask them if your plan makes sense and whether it’ll address their concerns. This can open up opportunities for collaboration, discussion and at the very least lets them know you’re working on it and you’re listening. In case you didn’t understand feedback, you should do this as well — sometimes it takes effort to get down to the root cause.

Overall, how you handle feedback — and if you pay attention to it all — can define who you become. It all starts with you.

Do you have the courage to take criticism, process it and improve? Most people want to work with someone who answers yes.

Thanks to @lonnen for his feedback on this post!

Take care of the little things

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My grandmother told me two things when she dropped me off at school:

  • Be good
  • Do your best

Simple, right?

In most systems, especially those that deal with people, this simplicity is something you have to claw and scratch for. It doesn’t come free. If you’re a manager it’s usually at your expense and it’s a part of your job.

Learning what makes people happy or sad is an important part of achieving this simple success. Getting the best out of your people, and having folks do things the right way — for the right reasons — requires some basic knowledge about what motivates or demotivates people.

Unfortunately, this takes some time. You’re not going to know everyone inside-out after a few days; not even after a few months. So where do you start? You start simple. You start with the small things:

  • Be polite. Wait your turn. Hold the door. Say thank you. Clean up after yourself. Say sorry and mean it. Offer other people gum.
  • Listen to people. Make eye contact. Let them finish talking. If you don’t know what they said, ask them so you can understand. Empathize with them.
  • Be on time. Show up when you say you will. Let people know if you can’t. Reschedule promptly if you have to. Don’t waste people’s time.
  • Random acts of kindness. Notes saying “thank you!” or “you’re awesome!” mean a lot. Cards on birthdays, holidays, new babies. Gifts: trophies, action figures, mugs, gift cards, scotch, etc.
  • Go out of your way for them. Stay late. Reschedule a meeting if they aren’t done yet. Put off your dinner plans to be there with them during a launch. Reply to their late email. Give them a ride home when it’s raining.

If you find yourself in a corner because you don’t know everyone on your team, relax. The best part about these small things is they are universal motivators. They build trust and relationships at work, home or elsewhere.

Over time, you’ll get to know your team and build on what you’ve started. Until then, do the small things — and keep doing them. Eventually, your team will be good and do their best because you did the same first.

More reading: