The 3 most important things for Project Management are:
Communication! Communication! Communication!
That's both ways, open, honest, direct, active, check the ego at the door and be thicked skinned.
A quick look at this thread just re-emphasized that for me.
I find effective communications lacking on most projects (i.e most people) and it is my responsiblity no matter what role I play (Developer, Architect, P.M, Line Mgr.) to foster it. It's my best tool. Technical acumen is a plus but doesn't do any good if the P.M. is a poor communicator.
The whole business of counter offers to keep an employee is not great common ground to stand on.
From the hiring managers point of view:
I will rarely if ever extend a counter offer.
The employee was out looking for some reason. If he said its not about the money, it is about the money, and there is always another job for 5 bucks more. If it is about job quality/environment, these things changes slowly and money won't fix that only time will. The empoyee will still be unhappy.
The only exeception is a critical employee, that I cannot afford to lose in the next sixty days. I say sixty days because generally I believe the employee will end up leaving anyways, for the aforementioned reasons.
Finally, I do not like to be held hostage over compensation, word will get out. Then I have a greater problem on my hands.
I have learned that my best package for an employee is good/intreseting work, good tools/environment, good leadership at fair pay.
As an employee:
I have a rule:
Don't open the door unless your are prepared to leave.
Yes that means even if a recruiter calls me. If I have opened the door, it is rarely about money. If it is about money, I have gone to my boss long ago and set salary/raise expectations so that it is not a surprise to anyone. I know what I am worth. It is part of my job as an employee to be an active member of the compensation process. If I have done this and they counter offer after I tender my resignation it is too late.
If it is not about money (quality work, quality of life, career, etc) added money will not address these issues.
Slashdot Mirror
Is not wanted, but seems to be a neccessary evil, a least he does the damn status
Telepathically understands exactly what I do
Is a great developer but knows I am better
Withstands searing heat from upper management, and will sacrifice himself for the good of the developers
Always takes the developers side in an arguement
And of course always delivers the food on time
Sorry could help myself....
Communication! Communication! Communication!
That's both ways, open, honest, direct, active, check the ego at the door and be thicked skinned.
A quick look at this thread just re-emphasized that for me.
I find effective communications lacking on most projects (i.e most people) and it is my responsiblity no matter what role I play (Developer, Architect, P.M, Line Mgr.) to foster it. It's my best tool. Technical acumen is a plus but doesn't do any good if the P.M. is a poor communicator.
From the hiring managers point of view:
I will rarely if ever extend a counter offer.
The employee was out looking for some reason. If he said its not about the money, it is about the money, and there is always another job for 5 bucks more. If it is about job quality/environment, these things changes slowly and money won't fix that only time will. The empoyee will still be unhappy.
The only exeception is a critical employee, that I cannot afford to lose in the next sixty days. I say sixty days because generally I believe the employee will end up leaving anyways, for the aforementioned reasons.
Finally, I do not like to be held hostage over compensation, word will get out. Then I have a greater problem on my hands.
I have learned that my best package for an employee is good/intreseting work, good tools/environment, good leadership at fair pay.
As an employee:
I have a rule:
Don't open the door unless your are prepared to leave.
Yes that means even if a recruiter calls me. If I have opened the door, it is rarely about money. If it is about money, I have gone to my boss long ago and set salary/raise expectations so that it is not a surprise to anyone. I know what I am worth. It is part of my job as an employee to be an active member of the compensation process. If I have done this and they counter offer after I tender my resignation it is too late.
If it is not about money (quality work, quality of life, career, etc) added money will not address these issues.