To be 100% clear, my issue isn’t that there exists the need to know what your employees are doing. I think it is necessary, especially as a people leader, to get regular updates regarding how your teams are achieving their goals.
My issues with this email is this…
Answering to an email about my weekly work to a team that is looking for any reason to fire someone… a team that doesn’t understand my job, tasks, goals etc. That is unnerving.
What happens if I had a slow week last week and only had 3 bullets? However the prior week I had 20? What if I’m in a repetitive job and I have the same bullet but execute it hundreds of times? For example “I answered 100 customer inquiries” or “150 veteran hotline Calls”? That is a lot of work potentially but only one bullet.
Does my boss have a say to verify the work? What do people leaders list… since they primarily don’t execute on things they oversee people. Are meetings considered a valid bullet point?
I could go on forever… the point is that this email never should have come from the tippy top directly to the people. Managers should have asked these questions and reported back with necessary context.
Therefore I believe the goal is to scare people and reduce moral to the point that people want to leave do to unnecessary stress and anxiety.
100% agree, probably is to destroy morale so people leave which is a weird way to run any type of team or department.
The other thing people miss is that being busy does not equate to productivity or value of the work. Just because I attended 10 meetings, replied to 200 emails does not mean that produced anything of value.
DOGE would be better off asking employees to quantify the value of what they do.
Nope and I also don’t think all 1 million cops are shooting unarmed black males. I would not ask 1 million cops what they did last week to root out cops who are shooting unarmed black males. I would just go after the cops who specifically shot unarmed black males. See how that works?
Doge already essentially did that when they moved to fire all government employees who had performance issues in their file. I agree with this. I disagree with the latest move.
Further shows why this should have been an email from the employee direct manager and NOT directly from the top of OPM. Managers can provide context and should know what each employees job description, goals and performance towards those goals.
I may not. But could there be more information that would get me closer than ALL? I know the day someone was shot… I know who was on patrol that day… I may even be able to use gps to track their movements… I can directly ask their partner, supervisor. There are many many ways to narrow the blast radius.
Not necessarily. I think there are problems with policing that don’t necessarily mean that cops need to be fired. Training, hiring, conflict management, discipline etc are systemic issues. Focusing on those would be better than assuming 1 million cops are capable of killing (or actually did kill) unarmed black men.
Lots of FBI primary function is to respond. Response is unpredictable and often that may lead to a lot of down town waiting. One week can be extremely busy and another not so much.
There is absolutely zero doubt that every cop who ever put on a costume and a gun is capable of killing an unarmed man of any race, much more a black man.
