What is the size of team one manager should handle?

A magic number of 11 is accepted in industry. This number, also called span is a balance between the overhead of having too many managers and the loss of focus on higher span. Well, here is my logic.

The rule 5(+-)2 says that it is difficult to remember more than 7 things. If one wants to retain focus on each team member, one has to honor this number. As a manager not only tasks, productivity but career paths of team members need to be managed. There are few more magic numbers that are industry accepted - 70% of your team will be rated standard, 20% high-flyers and 10% below average. If you want to focus on 7 team members, could ignore 1 that is below average and 2 will be self-driven, you can afford to have 10 people in the team.

But here is a bigger reason that you should give more thought to team size. Generally it is expected that you motivate your team members. That means giving each team member 15-30min per week. And this should be highest productivity time, not the end of day boring sessions. The energy you impart to your team in these sessions will go long way in maintaining a high productive team. On all five days of work you should begin the day by talking to a team member. To manage 10 people would mean two calendar weeks.

Organizational morale is like a bank account

New joiners increase the account balance by huge amount. Spontaneously the balance decreases slowly. Some self-motivated engineers also add to the account continuously or atleast decrease the rate of decay. But the biggest withdrawal is by bad leaders. Many times it happens that bad leaders take charge for a short period of time, make a withdrawal causing some short-term organizational benefit like productivity increase and are pushed up the hierarchy. It takes lot of time for organization to know what the effect had been on the bank account, because organizations do not explicit measure them. In the knowledge industry if there is one number that managers have to manage, it is this bank account balance.

If you need to manage it, you need to measure it. Not only organizations should measure it as frequently as possible, but managers should know the effect of their individual actions on the account. If task demands an employee spending a late night at work, how much would be the withdrawal. If I give a movie ticket to employee, how much would be the deposit. And these amounts are not constant over time.

If good happens somebody must have done, if bad happens how we prevent it!

This learning is the hallmark of leaders. Worded in many ways, this takes us away from blame game. High performing cultures are still built on blame game, or to put it in better words – accountability. Accountability is a very good term in forward looking sense and while looking backward when all good happened. It requires great clarity of thought and courage to avoid using accountability in a post-mortem meeting of failure. To keep the discussion focused on learning is known to many but practiced by so few that it needs to be repeated often. But this is only one half of what you want to focus on.

The other half is good. Whenever something good happens, we assume that team members know it and are already feeling great. This is true. But this is also a time when a feedback loop can be reinforced. If you wish to maintain a feedback loop, you need to make the loop stronger, so that it bears the cost of negative feedback that you may provide sometime. It is important to give positive feedback as often as possible. How do you know whether you are giving enough feedback? Well, if for every 1 negative feedback, you give 3 positive feedbacks to your best team members, then you are doing just ok.

But more important is that whenever something good happens, you must stop to think – who would have done that? And then reward those people.

Now some more theory on this. Attribution theory says that if things happen good people think it is because of them, but when bad happens they blame it on the system. So, by pointing out bad things and finding things to blame, people tend to tune off from the system. And that is not good.

So as a leader it is your job to look for good and find causes for it!

Recruitment : PSD

Lot can be said about recruitment and i don't have anything specific right now except for sharing some of the interesting perspectives.

Marc Andreessen co-author of mozilla, cofounder of netscape ... says you should hire more PSDs. That is, people who are POOR, SMART and a DESIRE”
(Do read the punch line "Often wrong, never in doubt.")