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Young Entrepreneur Beats Yahoo!, Digg and AOL at Their Own Game

Brisbane, Australia –When David beat Goliath with a single stone from his sling, the odds were stacked pretty heavily against him. But even greater were the odds when 23 year-old Brisbane-based entrepreneur Leon Hill embarked on a journey to create an online business that would be fighting against multi-million-dollar social bookmarking giant Digg.com, as well as the multi-billion-dollar juggernaut that is Yahoo! Inc. And although he was flying solo with no outside help, he fought them both — and won.

uSocial.net (http://usocial.net/) is the brainchild of Hill and is an online traffic generation business that takes advantage of flaws in the systems of social bookmarking sites like Digg, Yahoo! Buzz, StumbleUpon and AOL’s Propeller.

“The best way to get a huge amount of traffic to your site is to have it listed on the coveted front page of one of the large social bookmarking sites,” says Leon. “The thing is, it can take hundreds of votes in a short period of time to get there which is extremely difficult to attain. But if it does happen, you can expect sometimes hundreds of thousands of people to your site in as little as one day. And for that to happen to a small-business owner, can mean serious cash.”

With only his computer, little capitol and a tiny amount of knowledge about how social bookmarking sites work, Leon set out to best several online empires at their own game, including Yahoo!, second only to Google in terms of online might.

After some trial-and-error, Hill figured out a way to seriously increase the amount of votes a page would receive — up to 1,000 in as little as 24 hours — which meant that a website would sometimes be placed in front of millions of online web-surfer’s eyes in a day or less. This meant immense traffic and for any business owner with a website, immense interest in their product or service.

“When using uSocial, the real winners are small business owners. I personally know people who were paying more than $2 for a single visitor through conventional means. With uSocial.net, we’ve had people spend as little as $200 and have more than 100,000 people to their site in less than 24 hours,” says Leon. “There is literally nothing that compares with what uSocial can do in terms of sending quality traffic to a business’ website.”

Digg has always claimed the systems they had in place were unbeatable, but now Hill has proved them wrong. “What uSocial is doing is not illegal; it’s just that the social bookmarking sites don’t like it. I’ve even tried to contact [Digg CEO] Jay Adelson for his thoughts, but I never got a reply,” says Hill. “These online giants said their systems couldn’t be beat, but I proved them wrong.”

So even in this crazy modern world, David really can beat Goliath. 2/09

Dealing with Difficult People on the Project Team. Part 1.

Ever wondered why your project team isn’t working together as effectively as you had hoped? Perhaps it’s the people mix. About 10% of the typical workforce is classified as falling into the Difficult People category. Some people are surprised it’s so small. Sometimes it feels like they’re everywhere! What is a difficult person? Perhaps the better question is: what is a difficult person for you? Perhaps it’s someone who is disruptive. On the other hand, it might be someone who is too quiet and hard to draw out; not a good listener and always interrupts; someone who bullies and is very abrupt.

The effect they have on a project team or, indeed, on the organization varies greatly, but usually involves the following: Low morale, increased conflict, group attitude goes as their attitude goes, intimidation, insults, team demoralization, decreased productivity, rising costs, increasing project risks, need for additional resources, etc.

What happens to you when you deal with a Difficult Person? Everyone has a slightly different reaction, but some common reactions include a rise in blood pressure, racing heart, lump in the throat, “fight, flight, or freeze” syndrome, or getting red-in-the-face.

One thing you can be sure of: If you don’t do something about whatever it is that someone is doing that makes life difficult for you, you’ll continue to get more of it.

There are many types of difficult people. In general, they can be rolled into these main groups:

  • The Steamroller
    This is the bully of the group – always interrupting, insulting, and yelling. We all know these types.
  • The Sniper
    These are the folks who hide in the back of the room, always sniping – taking shots at everyone, constantly nit-picking back at you, sending out comments, etc. They always want to do this from “under cover.” If you call them on it they say, “Oh, I’m just kidding,” or, “Can’t ya take a joke?” or, “I didn’t say anything!” They always have a comment.
  • The “Can’t Say No” person.
    Will not say no to work. The problem is they won’t say no, they won’t say no, they won’t say no . . . and then they finally just collapse!
  • The Know-it-all
    Do I have to say anything else? Need I say more? They know it all!
  • The Complainer
    Chronic complainers! Chronic whiners! To them, life is one big complaint!
  • The Staller
    The Indecisive Staller. This is the person who just will not make a decision. They will not commit to anything; they are always stalling.

Time to Take Action!

No matter which one of these personality types is the difficult person for you, you must learn to effectively deal with them.

So that leads to the question: How do you go about it?

Dealing with the Steamroller

When dealing with a steamroller, also known as the verbal “big bully,” stay calm. Typically, they are trying to “rile you up,” wanting you to elevate your emotions to their level. Don’t let them do it. Keep eye contact with them. Remain assertive. Let them go on and on, let them unwind. Then when they spool down a bit, interrupt them!

When you interrupt them you will have the chance you need to become assertive. That’s when you pick up the ball. One effective approach is to use an approach that is close to Muhammad Ali’s Rope-A-Dope! Muhammad Ali was known to have the ability take a great many punches to his mid-section. He would lean against the ropes, and let his opponent “box himself out,” get tired. He would wait for his opportunity, and then, BAM! He would knock them out. In a similar fashion, you should do the same thing verbally when dealing with the steamroller. Allow them to verbally wear themselves out, and then, when you see your opportunity, BAM! You take your turn.

Call them by name, and then say, “OK, now wait a minute, I have something to say. I’ve been listening to you, now you listen to me.” You will start, and what will happen? They will interrupt! What should you do? Be assertive! Say, “Hey, I said wait a minute. I listened to you, now it’s my turn.” Don’t back down! That’s what they expect! Also remember to keep eye contact. Just don’t back down. You may not “win” the argument or discussion, but once you stand up to them, they typically will become your best buddy. It only takes one time! They may still bully other people on your team, but they won’t bully you any longer. By going toe to toe with them, you may have just earned their respect.

Dealing with the Sniper

Again, these are the folks who hide in the back of room, sending out comments, always sniping, taking shots at everyone, constantly nit-picking back at you. Think back to your high school classroom days. What would your teacher do with these guys? Most of the time, the teacher would call them out. For example, the teacher may say something like, “Excuse me, did you have something to say? Something to share with the entire class?” Of course they would rarely, if ever, stand up and say anything; they would always back down and say something like, “Oh no I was just kidding,” or, “No, I don’t have anything to share.”

This approach works most of the time. Call them out; don’t let them get away with it. Clarify: “Excuse me, but I thought I heard something in that comment. Do you have something to share with everyone in the meeting?” One word of caution: be careful. Most of the time they will stop their sniping behavior but, occasionally, they will shift gears and become the bully – the “Steamroller.” But now you know what to do with a bully. Simply switch tactics, do your own version of the rope-a-dope, wait for your opportunity and, when it’s time, seize the moment.

Dealing With the “Can’t Say No” Person

This is the person who has a hard time saying no, especially as it relates to work assignments. They will attempt to undertake any assignment, even those given to them by people other than their own boss.

Why would they do this? Some people really are afraid to say no. They are afraid to be seen as incompetent or unable to carry enough of the load. Some people simply do not know their limits, or worse, they ignore them.

In other situations, it is because the employee is a rookie on the team and doesn’t want to let the others down; for others it is a personality issue, or even the result of the culture they were raised in. In some cultures, saying no is highly discouraged. As a result, people raised in this environment have a hard time when it comes to balancing the work-load effectively.

In dealing with the “Can’t Say No” person, the first thing you want to do is to build a relationship with them. You need to earn their trust and get them to be comfortable with you. Then, let them know what you are concerned about.

Once you have built a good level of trust, you can begin by asking questions that are designed to help them understand that they are out of balance. Be careful, though, as they will often be very sensitive. In their mind, they are doing a really good thing. From their point of view, if they were not doing the work, it really would not get accomplished. Quite often though, even if they do manage to complete all of the work that they have taken on, the quality of that work will suffer.

Occasionally you will find the “Can’t Say No” person who is able to accomplish all the work with an acceptable, and even excellent, quality level. The problem here is that rarely will they be able to maintain that momentum, and they will eventually burn out. At that point, they will be of no use to the team, but more importantly, they will have done harm to themselves. Recovery from a true burnout stage is more than difficult. Our goal is to prevent the “Can’t Say No” person from ever reaching anything close to that stage.

There are several things that you, as the boss, can do that will be helpful.

You can make suggestions for alternatives; there may be many people who can do the work that they have taken on, but they will not see that. You can point out the obvious, but quite often you will need to become their work filter. You will tell them that they are only allowed to take on work assignments that are passed through you. No one is allowed to give them an assignment that does not come by your desk first. They will resist this, because they will feel it to be an embarrassment. They will try to stall you and put you off. Just be firm, and reassure them that things will be fine, but they must continue to trust you.

You will need to keep on top of them, continually getting agreement that this is the best approach. You need to be their sanity checker. You can do a workload histogram to show them exactly how much work they have been doing. This will show them exactly how much they have been out of balance. It’s almost like a 12-step program. They need to learn in baby steps that it’s okay to say no, at times, and the world really will continue. The work really will get done.

In the next Project Times, we will offer tips for dealing with the “Know it all,” the “Complainer,” and the “Staller.” In the meantime, in the words of Mohammed Ali, “Float like a butterfly and sting like a bee.” Just be sure to do it verbally, and only when appropriate!

 


 

Tim McClintock is an instructor with Global Knowledge Training LLC.This article was originally published in Global Knowledge’s Management in Motion e-newsletter. Global Knowledge (www.globalknowledge.com) delivers comprehensive hands-on project management, business analysis, ITIL, and professional skills training.

Copyright © Global Knowledge Training LLC. All rights reserved. 3/09

Great Project Management Challenges; The Hoover Dam

Driving in a convertible to the Hoover Dam a couple of weeks ago, I reminded myself why the American South-West is one of my favourite destinations. The cool air of the winter desert, the pure blue of the sky and the breathtaking (albeit, barren) landscape meld into a dramatic image. The day before, we hiked in the Valley of Fire, where vistas are even more remarkable.
The grandeur of the Hoover Dam makes one speechless, as you look down at birds of prey hovering down below in the canyon. Over 700 feet tall, it has been standing here, on the Nevada-Arizona border, since 1935, having been completed just four short years after the award of the contract (and two years ahead of schedule). The sheer scale of this marvel of engineering made me think of what managing a project like this must have been like.

Up to 5,000 people worked on the site at any given time. Workers from all corners of the country were employed and to house them; cottages and dormitories were built in a space of a year where Boulder City is now situated. Kitchens worked non-stop turning out simple but nourishing fare. The logistics of housing, feeding, transporting and managing the workforce must have been a great challenge in themselves

Construction methods had to be tried and adopted as the project was going on. The size of the structure required that many elements (such as penstock pipes measuring 30 feet in diameter) were assembled on or close to the construction site, for long-haul transportation was impossible. For that reason, grading and concrete plants and specialized metal works had to be built nearby. Access roads had to be built, as well as the cranes and cable cars used to deliver building materials down to the bottom of the gorge.

The construction contract was awarded to a joint venture called Six Companies Inc., comprised of six large businesses who were leaders in their respective fields. Although I am typically skeptical of the viability of joint ventures, it is clear that in this case the interests of the participants were exceptionally well aligned which enabled the success of the project.

At the end of the day, I believe that the project was successful because by the time the construction commenced all the preparatory work had been done, such as securing support of those stakeholders that matter. The construction itself was “just” execution, an impressive one, of course, but not plagued by the lack of sponsor support, “going to the well” to get additional funds or dealing with political, environmental or any other type of “concerned citizens.” People concentrated on their work and this is what really mattered.

Finally, the business case for the dam was as solid as she stands today. Not only does it serve as a source of cheap electrical power, it also provides water for drinking and irrigation to the adjacent states and has tamed the destructive Colorado River which in the past practically precluded any agriculture activities and settlement in its lower parts, due to its violent seasonal fluctuations and deadly inundations it caused. Today, these 5lands are among the most prized in the nation.

It is amazing what human spirit can think up and create when it is not hindered by doubts, hecklers or lack of resources.

Four Ways to Improve Project Performance by Avoiding Single-Point Estimates

Estimating time in a single, fixed number (single-point estimation) is a popular practice, yet it has several interrelated and detrimental effects on project outcome. Estimate padding, estimate negotiation, and delayed resolution of uncertainty are all made worse by the use of single-point estimates. This article examines the chain of cause and effect in each of these behaviors and suggests that estimating in ranges can produce significantly better project outcomes.

What is an Estimate?

Estimating Using Ranges

While informally polling people about how long it takes them to drive to work, the author has often received responses such as “twenty minutes to an hour if the traffic is bad.” That is a factor of three difference between the best and worst case estimates.

This is for a commute that the estimator knows precisely. A commute he has likely driven hundreds of times.

Should we expect the range of best case and worst case to be any less for a task which is seldom performed?

No, we should look with suspicion upon an estimate with any smaller range.

A dictionary definition of estimate: 1: the act of appraising or valuing. 2: an opinion or judgment of the nature, character, or quality of a person or thing . 3a: a rough or approximate calculation. 3b: a numerical value obtained from a statistical sample and assigned to a population parameter. 4: a statement of the cost of work to be done. (Merriam-Webster Online Dictionary, 2008)

This article compares two different types of estimates: single-point and ranged estimates. A single-point estimate is a fixed estimate of time, such as two days or one week. A ranged estimate, on the other hand, is a range of time, such as 2-4 days or 1-2 weeks. Ranged estimates provide a best and worst case scenario for when the task will be completed.

It is a popular misconception that ranged estimation lacks accountability or in some way implies freedom to just “get it done whenever you get it done.” This misconception is perpetuated by outdated project management tools that lack the ability to calculate schedules based on ranged estimates, and therefore force the user into single-point estimation. From this failing comes all manner of project ills.

An estimate is really just a statement of probability. An estimate is deemed “good” if the actual result falls within the expected range of outcomes. But the purpose of an estimate is not prediction.

The primary purpose of estimation is not to predict a project’s outcome; it is to determine whether a project’s targets are realistic enough to allow the project to be controlled to meet them (McConnell, 2006).

That is, good estimates do not need to be perfect predictors. Rather, good estimates need to give the project manager enough visibility to control the project and meet business objectives. As will show be shown, one critical aspect of visibility is the ability to see the amount of uncertainty in a given estimate. This is impossible using single-point estimates.

Single-Point Estimates and Padding

When you give a single-point estimate (SPE) you are saying, “I think it will take less than X amount of time to complete this task.”

In this sense, single-point estimates act like promises. You are making a social contract to get the work done in less than the estimated time. Since most of us make promises with caution, you most likely add a buffer and estimate high. In other words, you pad your estimates. And yet, even with padding in the schedule, projects are continually late. How can this be?

A padded estimate provides a false sense of security, making it tempting to either expand the scope of work (Parkinson’s Law) or put the work off until the last minute, known as Goldratt’s Student Syndrome (Goldratt, 1997). Both of these leave you with little or no risk buffer when something goes wrong. You padded your original estimate expressly so you could still recover if something unexpectedly went wrong. But now, with little or no buffer remaining, Murphy’s Law

Targets vs. Estimates

A target is a biased business objective. It motivates the seeking of a business goal. An example of a target is, “We want to have the corporate re-branding completed by May so our new branding hits the peak sales season.”

An estimate should be an unbiased, analytical approximation. An example of an estimate is, “We think it will take 3 to 5 months to complete the corporate re-branding if we include all of the listed items.”

Both targets and estimates are necessary and good. It is important to understand the distinction between them since confusing one for the other leads to poor communication between the project team and the business stakeholders.

strikes, something goes wrong, and you end up late.

Ranged estimates offer much more flexibility. With a ranged estimate, you naturally feel less need to pad the estimate because you are not locked into a single promise date. It is clear from the outset that you are not promising to complete the task in the shortest possible time. Rather, you are committing to get the task done sometime within the low and high range of the estimate. If you consistently finish tasks near the top of your range, then you need to increase the size of your estimates in general. Likewise, if you consistently come in near the bottom of the range, you can safely decrease the overall size of your estimates. In this way, ranged estimates become a valuable project planning tool. And because they reflect how most people naturally think and work, ranged estimates are more realistic.

Single-Point Estimates and Estimate Negotiation

The second problem with single-point estimates is that they are almost always inaccurate. It’s plain to see, actually, but the world of project management has ignored this fact. For example, if someone says it will take two days to do something, it is very unlikely that it will take exactly two days. It may take a little less time or it may take a lot more time, but you can be quite certain that it will not take exactly two days.

Since a single-point estimate is most likely both padded and inaccurate, it is not only hard to trust, it is open to negotiation within teams. Negotiation of task estimates seldom results in a larger estimate because the project manager’s need is to keep the schedule ahead of or on time. So, more often than not, single-point estimates get negotiated down until it cannot be proven impossible to complete the task in the allotted time. This is sometimes referred to as “the least defensible estimate” (McConnell, 2006). Estimate negotiation usually ends up reducing or eliminating the risk buffer; with little or no buffer, again Murphy ’s Law strikes and you end up late.

Estimating in a range changes the dynamic of the negotiation. While the best case scenario, or the low end of the estimate, remains easily negotiable, the worst case is hard to argue (provided that it is reasonable and well thought out). Additionally, by using a range for the estimate in all documentation, a clear distinction is made between the estimate and the goal or target. This distinction can lead to earlier identification of projects that are unlikely to meet business goals. And if the project is unlikely to meet the goals, then scope changes, additional resources, or time on the schedule can be built into the project plan before it’s too late.

Single-Point Estimates and Hidden Uncertainty

The third problem with single-point estimates is that they obscure uncertainty. When given an assignment composed of both well-defined, cut-and-dried tasks and ill-defined, nebulous tasks, it is likely that the well-defined tasks will be worked on first, given our natural tendency to want to “get something done.” While this inclination seems only reasonable, the desire to get to work and start checking tasks off your project list can inadvertently lead to missed deadlines. When you start with the well-defined tasks, putting the more nebulous tasks off until the end, you may end up with a shortfall in your buffer at the tail end of the project. And the risk may go undetected if there is no way to measure and report the existence of uncertainty in the project schedule.

Here’s a closer look at how uncertainty plays out in the project plan.

Ill-defined tasks are full of uncertainty. When you defer these tasks until late in the project, whatever risk buffer you have remaining is likely too small to accommodate the uncertainty. But because uncertainty is virtually impossible to detect when using single-point estimates, the project manager is often completely unaware that the schedule is very likely to slip, even if common sense says it is so. Since, in this scenario, you are unaware that you need to adjust your schedule to retain sufficient risk buffer, you end up with little or no buffer, Murphy strikes, and the project is late.

Had you used ranged estimates, the uncertainty would have been evident, allowing you to adjust the plan and avoid painful project delays.

There is a big difference between two tasks that have both been estimated to take on average 4 days when one estimate is 3-5 days and the other is 1-7 days. Most notably, the 1-7 day estimate holds a much greater degree of uncertainty than the 3-5 day estimate. The ability to see this difference provides valuable insight that helps drive your decisions. You can begin to look at lingering uncertainty in a schedule or plan as what it is; added risk. The real value is that once you can observe the uncertainty, you can begin to control it as well. Tasks with a lot of uncertainty can be pulled forward in the schedule so that if something goes wrong, there is still time (the essential buffer) left in the plan to recover.

Notice that all of these project scenarios lead to Murphy’s Law. Each starts with a single-point estimate and, through various paths, ends up being late. All of them rely on something unexpected going wrong. But even if nothing goes wrong with an individual task, single-point estimates play another role in late projects, when multiple tasks are being worked on by multiple people at once (parallel work streams).

Load Balancing and Single-Point Estimates

Parallel work streams lead to load balancing, or the equal distribution of work among team members. It is smart project management to load balance wherever possible to make sure all resources are being utilized effectively. However, the practice plays out poorly with single-point estimates.

Let’s think about it in terms of a real project plan. When a deadline is looming and one person is overloaded and likely to come in late, the best thing to do is redistribute some of that person’s work to others on the team. This results, ideally, in all work streams being well balanced and finishing up at nearly the same time.

However, even though individual work streams will finish around the same time, the project is not likely to finish on time because of the interaction of single-point estimates. To illustrate, let’s look at how a classic project management tool schedules a completely load-balanced project plan.

Project X consists of 100 days of work effort divided evenly among ten people. Because we want it to be perfectly load balanced, we have given each person 10 days of work.

The schedule for Project X looks good on the surface, but at closer glance, and in reality, two main assumptions of the schedule are highly unlikely:

  1. Each individual will finish all of their tasks in 10 days.
  2. The project will finish in 10 days (because each person will be finished).

In order to understand why this is unlikely in reality, we must delve even deeper into the role of uncertainty.

When we created the schedule using single-point estimates, we were conservative and estimated high at 10 days. Still, it is unlikely that every person on the project will finish in 10 days because of inevitable uncertainty in every task and plan. The single-point estimate schedule doesn’t allow us to see this uncertainty, so we forge ahead, blindly following the schedule even when our intuition tells us it won’t work.

Using ranged estimates provides a different scenario. Suppose, instead, that each person will finish their tasks in 5-10 days 80% of the time (an 80% confidence estimate). That means that of the 10 people on the project, you expect two, or 20%, of them to finish their work either sooner or later than this estimate. In the best case, your people are accurate estimators and one of them finishes early. You are still virtually guaranteed that at least one of them will finish late.

This is one reason why projects planned using single-point estimates rarely finish on time. It is not a problem of any one person being a bad estimator. Rather, it is an effect driven by underlying uncertainty and its effect on parallel work streams.

In the single-point estimate scenario, the schedule reflects no uncertainty and says that everyone will finish in 10 days. In the ranged-estimate scenario, the difference is that we have set the best case estimate to be earlier at five days. Common sense would say that this should move the project timeline in rather than pushing it later, but it does just the opposite. Adding more parallel tasks makes this effect even more pronounced.

This is a really exciting result!

It is exciting because even if we were managing projects well, our math was off so it’s no wonder things ended up late. The tools we use can cause project failure by forcing us to use single-point estimates.

Conclusion

Many project management tools rely solely on single-point estimates. This article has shown that single-point estimates can have multiple detrimental effects on project schedules. Avoiding single-point estimates by simply giving estimates in ranges can improve the accuracy of schedules as well as the communication and interaction between project team members and project stakeholders.
Estimating in ranges helps to avoid:

  • unnecessary padding of estimates and schedules
  • negotiation over every estimated task
  • masking of uncertainty in project schedules
  • unintended detrimental effects of load balancing

Bibliography
Brooks, F. (1975). The Mythical man-Month. Addison-Wesley.
DeMarco, T. (1982). Controlling Software Projects. Prentice-Hall.
Goldratt, E. M. (1997). Critical Chain. North River Press.
McConnell, S. (2006). Software Estimation: Demystifying the Black Art. Microsoft Press.
McConnell, S. (1998). Software Project Survival Guide. Microsoft Press.
Merriam-Webster Online Dictionary. (2008).

Project Management Institute Standards Committee. (1996). A Guide to the Project Management Body of Knowledge. PMI.

 


Bruce P. Henry, Director of Rocket Science. Bruce earned his title by completing an undergraduate degree in math and both undergraduate and master’s degrees in physics. After sensibly deciding not to complete yet another degree, his doctorate, Bruce began his technology career as a Software Test Engineer for Microsoft. He later joined Expedia as a Software Test Lead, moving up through the ranks to serve as Director of Release Technology and, ultimately, Senior Director of Quality Management before joining former colleagues Charles and Jason at LiquidPlanner. An experienced software development executive, Bruce has a keen interest in entrepreneurial ventures, startups, and building high-performing teams. 3/09

Seven Common Management Mistakes; Are You Guilty?

Managing employees is never easy, but it poses a particular challenge when teams are lean and the economy is uncertain. While some of the obstacles businesses are grappling with may be new, the strategies they can use to foster teamwork in a troubled economy are not.

With increased business pressures in an uncertain economy, supervisors are often required to accomplish more with fewer resources. By learning from the strategies managers have employed in past downturns — both those that worked well and those that did not — companies will be better prepared for when the economy eventually rebounds.

Following are seven of the most prevalent mistakes managers make in a downturn and how to avoid them.

1. Thinking your staff can’t handle the truth. If you haven’t before, now is the time to treat employees like business partners. Talking openly about the effect of the downturn on your firm can help staff members feel they have some measure of control. Discuss issues that arose during the last business slowdown. How did things turn around? What was learned from that experience?

2. Blaming those at the top. If you’re a middle manager who has to deliver bad news, you may be inclined to tell employees that you would have done things differently, but the choice wasn’t yours. While this may temporarily take the heat off of you, it sends the message that you are out of sync with the company’s leaders, which may be disconcerting to staff. Instead, present changes and the reasons behind them, including how your firm will persevere.

3. Feeling people are lucky just to have a job. It may be true that many employees feel fortunate to have a stable position, but this doesn’t mean managers can ignore staff members’ desire for positive recognition and career support. Top performers, in particular, require extra attention; not only are their contributions especially critical now, but they are always attractive targets for competitors.

4. Not asking for employees’ help in expanding client relationships. Ask staff members to think about things they can do to help achieve business goals without sacrificing productivity. You may be pleased to discover how resourceful they are. When appropriate, involve your team in efforts to generate new business. This can mean expanding relationships with existing clients as well as identifying and pursuing new prospects.

5. Making work “mission impossible.” Hiring freezes and tighter budgets may mean that one person is doing the work of two or more people. If this is the case, help your employees identify which projects are mission-critical. Delegate remaining tasks, bringing in temporary
professionals if necessary, or put these items on hold. This will help you avoid overwhelming your staff.

6. Shifting the focus from the front lines. Client service matters even more when times are tough. Are you doing everything possible to make sure your front-line professionals have the right attitude and send the right messages? If these employees come across as indifferent or
inexperienced, you could lose both prospective and existing customers.

7. Waiting to try new things. Even in uncertain times, playing it safe can backfire. If you have a promising new service offering or client niche you want to pursue, don’t wait for a turnaround to act. By taking well-calculated risks, you can get a jump on competitors and possibly carve out an additional revenue stream.


Mike Gooley is manager of Robert Half International’s Toronto operations. Robert Half International, www.rhi.com, has more than 360 staffing locations worldwide. The company has just released its guide, The 30 Most Common Mistakes Managers Make in an Uncertain Economy. Readers can request a free copy of the guide at www.rhi.com/30Mistakes.