Target is bullshit.
Top down
targets are just a bunch of numbers. The best way to set target is to benchmark
and bottom up. Benchmark – with a large enough sample size, conclusions can be
drawn after a period of 3 months or so
The anxiety is enormous…
…when targets are not hit. As the MD, I feel like there is nothing much I
can do except to push and relay the message.
Plan for replacement when hiring.
No one
thinks about firing anyone when hiring. You trust that the candidate can excel
therefore you give the offer. However, worst case scenario has to be planned.
What if he doesn’t perform? What would you do? How to minimize the disruption and
damage in relationship if he/she are to be let go?
Don’t give the impression of being a HQ messenger
Yes we have
to relay the message, but do it in a way where your team still feels your support.
Yes it is not the best message to deliver, but keep a positive note.
MD presence (even on Skype) can be helpful
Show your
face and how much you care for the client. Even just for 5 minutes on Skype
