Jay and Veeru
Storyboard Text
- Slide: 2
- Hey Jay, is something bothering you?
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- Ah, no nothing. I wanted to compliment you on your success. Your team performance was exceptional, like always.
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- Thank you, Jay!
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- If you don't mind, can you share the secret of your success?
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- Actually, since I have taken up the role of manger 3 months back, I have been wondering if I am doing things right?
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- I see. I hope you don't mind me asking a few questions?
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- Not at all. in fact, it may help me to gain clarity on how I can be more effective as a manager.
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- So how do you manage things currently?
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- And what else?
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- As usual, I start my day with the morning hurdles. Ask for commitments for the day and then focus on field visits with my FLS. Evening we all circle back and I get update from the team on their achievements.
- So how is the performance spread in your team?
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- What do you mean?
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- Well, I review their performance regularly and guide them on the basis of things that have worked for me in the past.
- How are the different people in your team performing?
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- Well, two of the 6 FLS in my team are doing quite well. They have been the pillars of my team.
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- One of them is doing fine. There are other two who are struggling, and I have one person to be hired.
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- So you are currently dependent on two of your performers while there is a lot of work to be done on other team members.
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- Yes! I don't know how to go about. The two performing team members are my focus. Otherwise, I will land up in trouble.
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- Can I share my journey in the role? Maybe it will help you to pick up some cues to work with your team more effectively.
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- Sure Veeru! It will of great help to me.
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- When I got my managerial role, my situation was exactly like yours.
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- In fact, I now laugh at myself. I started sharing tips with my team members on what had worked for me and imposed myself on them. Forcing them to follow those things
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- I see myself doing that very often.
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- Team performance was dependent on three people in my team. And others were just passerby in my team.
- One of my top performing FLS submitted his resignation in my first month, as he got good salary hike with competition.
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- I was shocked as he contributed to 30% of the business in my team!
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- I spoke to my manager, and we were able to retain him with prospects of growth in the organization.
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- If something like this happens, I will be in a soup, too.
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- I realized that being a manager is not my performance alone but getting the team to perform; letting them learn and grow. I started by understanding what is expected of me as a manager.
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