Re: FWD: Giving Feedback on Project Management

[Tom Herme <hermet -at- DNINEVADA -dot- COM>]

Focus on  the behaviors, not the person.

If manager Joe/Josephine didn't enable a situation in which you received
material (that is, anything you needed to get your job done) in a timely
manner, say that. Even better, if you kept track of such things, you could say
that negotiated and renegotiated deadlines were missed four times out of five,
thus causing you to miss your deadline.

You don't have to say Joe/Josephine didn't get me stuff on time.

Eric J. Ray wrote:

> Name withheld upon request. Please reply on list.
>
> *************************************************
>
> I am a tech writing consultant at a small company. I was hired to develop a
> user and reference manual, and online help system. The project was poorly
> managed from the start, which led to outrageous overtime and scrambling to
> deliver halfway decent documentation. Now, the president of the company is
> asking all staff (including me) to give feedback regarding how the project
> was run, what we could do better next time, etc. I have some good things to
> say, but also some critical comments, mostly concerning my immediate
> manager who lacks the necessary project management skills. Because of his
> poor judgment and bad decision-making, the documentation really suffered.
> My question is how to tactfully give feedback about his performance without
> losing my job or causing any hard feelings. I really don't want to cause
> trouble for him, but I do have some useful suggestions about how to better
> accomplish the job. Any feedback, posted to the list, would be appreciated.
>



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Tom Herme
Senior Technical Writer

DNI Nevada Incorporated
2000 Arrowhead Drive
Carson City, NV 89706-0403

Tel: 702.883.3400, Ext 231
Fax: 702.883.9541

mailto://hermet -at- DNINevada -dot- com
====================