I really liked Patrick OShaugnessy’s reply to a question that Kunal Shah asked on Twitter recently:
It’s not just mediocre team members at a start-up, of course, it’s everywhere. As Gulzar Natarajan pointed out in a blogpost a while ago, it is also a problem with bureaucrats in government:
Are meetings organised most effectively – in terms of their periodicity, whether clear and brief agendas are communicated in advance, what gets discussed, and how the minutes are recorded? How are the meeting outcomes followed-up? How are failures to comply addressed?http://gulzar05.blogspot.com/2021/01/management-productivity-improvements.html
The answer, by the way, is usually no, except for what gets discussed and are the minutes recorded. That part is done scrupulously, but the rest of it, not at all. Meetings are not periodic, clear and brief agendas are not sent beforehand, and worst of all, meeting outcomes are not followed up, and there is no clear understanding of what happens if failure to comply is observed.
In fact, I’d add one point to Gulzar Natarajan’s list, the meetings never end with a clear plan of action, who is responsible, and when and how a follow-up is to happen.
Here’s a point that people often miss out on they call a meeting: meetings are expensive. A meeting that lasts for an hour and involves ten people has cost the organization ten hours of work. The meeting had better have been worth the work that could have been done otherwise.*
In fact, the entire blogpost ought to be read by everybody involved in any kind of administrative set-up. Often, people in an organization have no clue about what the organizational objective is, whether work-allocation is effective or not (both in terms of the quantum of work that a person does, but also whether this person is truly equipped to do the work allocated to them), and how monitoring is done.
Human resource management is, quite simply, an alien concept.
The last paragraph from his post is worth pondering over:
While waiting for such a leader is not an institutional solution, it’s a pointer to prioritising the adoption of basic management practices. This is about the adoption of very simple and basic work, people, and situations management techniques, and not the sort of stuff one learns from management schools. Unfortunately, it’s not an area that receives any attention in conventional academic research and management consulting.http://gulzar05.blogspot.com/2021/01/management-productivity-improvements.html
And if any student reading this is wondering where to get started in this regard, here’s a good place.
* Narrator: It never is