SPHERE OF INFLUENCE, INC. – software studios and services
Theresa Smith

Many of my conversations with friends and colleagues are about general management issues and occasionally a glaring example of bad management surfaces.  In this post, I will relay a friend’s recent experience that reminded me how important good managers are to an organization.

To setup the story, my friend is not in a technology development field. She is trained as a nurse and has transitioned into project management for medical related technology projects.  She is dedicated to her work and recently received outstanding accolades and reviews from her superiors and peers. 

She’s quite innovative and results focused.  I should also mention that she is quite satisfied in her job – she enjoys the work and the people. 

A few days ago she was told to move to a new office, probably due to a recent reorganization.  Upon seeing the layout of her new office she requested the desk be moved because she did not like that her back would be pointed to the doorway where passersby could easily see information on her screen, possibly exposing people’s private medical records.  This seemingly innocuous request became the juggernaut for her to leave the company. 

Although the request was made directly to facilities, my friend’s direct line manager was eventually asked to authorize the move.  The manager decided to get involved in the decision and rule by fiat.  The manager explained that the desk was not going to be moved, essentially dismissing the judgment and wishes of a star employee.  The manager went on to explain that “this type of thing” had never worked in the past.  Despite my friend’s rational and articulate defense (as if this type of request even needs defending), the manager was firm in her decision.  Apparently it was more important to be in control than to be effective? 

Within two hours my friend had an interview with another company.  As of this writing I am 100% convinced she will leave her position for a job with another firm.  And, what’s so interesting is that she was completely satisfied with the company – with the exception of her manager.  Furthermore, I suspect my friend is correct when she tells me that the company is going to be very surprised when they receive her notice.  This proves the point that people don’t work for companies…they work for people.

This experience leaves me with an important question.  Which of the employees should leave the company, my friend or the manager?  Even though my friend is the one leaving, I say the manager should go.  Is it really important to control where an employee places a desk in their office?  Clearly, my answer is NO. Even if the rational argument wasn’t in favor of moving the desk, institutionalizing a “culture of yes” is far more important than the real effects of any of these choices.