farai madzima

Writing: Have better 1:1 Meetings
People Management Coach / Speaker
UX Manager @Shopify
🇿🇼 + 🇨🇦

He / him

[farai madzima @heyfarai]

@opalapp Why is your app hogging my CPU?

[Leading Design @LDconf]

The 1:1 meeting can be a key driver of team productivity, morale and engagement...

Our friend @heyfarai literally wrote the book on 1:1's. Farai has shared his tips for effective meetings here - https://t.co/Xacg3RuZsT

[Leading Design @LDconf]

For a deeper dive, watch @heyfarai's - What to say in 1:1 meetings from Leading Design San Fransisco 2023 - https://t.co/AuJ8TGaJkG

[Shingai🔥 @Tjido]

I am very excited about this event!

[farai madzima @heyfarai]

The best people managers aren't nice, they:
- Speak with directness and with care
- They challenge and give support
- Fight for what matters, to them, and the team

The best people managers do hard things.
Sometimes that doesn't feel nice.
But it is always right.

[farai madzima @heyfarai]

👋🏾 Hey People manager, stop trying to be "nice."

Cake can be nice.
Clothes can be nice.
Weather can be nice.

Nice means comfortable, pleasant, agreeable.

People managers cannot afford to be nice. Being nice leads to being ineffective.

[farai madzima @heyfarai]

Nice managers:
Don't engage in healthy conflict
- Don't set or maintain boundaries
- Don't push limits of what is possible
- Don't challenge ideas and points of view
- Avoid having difficult feedback conversations
- Don't say the difficult thing that need to be said

[farai madzima @heyfarai]

As my friend (and excellent manager) @LolaOye says, “The only way through is through.”

Show up, and show care.

Manage people like you give a damn.

[farai madzima @heyfarai]

👋🏾 People managers, here are 2 tough conversations I know you’ll hate:

Conversation 1 👉🏾The feedback and correction conversation:
“This is not good enough, here’s what I expect…”
“Let’s talk about what needs to change for you to be able to meet these expectations”

[farai madzima @heyfarai]

Avoiding Conversation 1 (or doing it badly) almost guarantees Conversation 2.

Never have Conversation 2 without having had Conversation 1.

Giving feedback well is a tough but essential part of good people management. Of taking responsibility for people’s careers.

[farai madzima @heyfarai]

Address poor performance, and you’ll build a culture that values accountability and excellence, and high standards.

I send out a newsletter every Monday with 1 tip that’ll make you a better manager. Join 100s of managers who are levelling up their game. https://t.co/Z7fjNuHjnC

[farai madzima @heyfarai]

👋🏾 People manager, Do not ignore poor performance. Every:1 on the team can see it happening. And they can see you doing nothing about it 👀.

“Culture is defined by the worst behaviour you tolerate” — @JohnAmaechi

[farai madzima @heyfarai]

Prevent and address poor performance:
🎯 Set clear goals for teams at project kick-offs and in public channels
🏹 For individuals, set and regularly review expectations in 1:1s
🚫 Notice poor performance? Give IMMEDIATE & CLEAR feedback.
💩 Do NOT use the “poop” sandwich feedback

[farai madzima @heyfarai]

Can we stop saying “impacted”?
“Impacted” is a PR term used by companies to hide a simple truth.

The decisions they’ve made are causing real harm to happen to real people.

[farai madzima @heyfarai]

That's a wrap!

If you enjoyed this thread:

1. Follow me @heyfarai for more of these
2. RT the tweet below to share this thread with your audience

[farai madzima @heyfarai]

Can we stop saying “impacted”?
“Impacted” is a PR term used by companies to hide a simple truth.

The decisions they’ve made are causing real harm to happen to real people.

[farai madzima @heyfarai]

Can we stop saying “impacted”?
“Impacted” is a PR term used by companies to hide a simple truth.

The decisions they’ve made are causing real harm to happen to real people.

[farai madzima @heyfarai]

I recognise this topic might be hard or triggering.
I’m sorry if you’re going through a hard time.

If you’re unemployed in UX I’d be happy to do a portfolio review or interview practice. DM me.