It doesn’t matter if you are an art director, a leading designer or a lead, you have to solve the same problem regularly.
As a manager, you must develop the product and have the pressing force (leverage) to do so. On the other hand, you must be loyal enough to your employees so that their productivity is stable. And this is precisely the dilemma.
For example, a designer brings you some kind of solution. You see that this solution is not optimal, or the designer did not take into account some scenarios, or all together. And you have a choice: give feedback and send it for revision, or send it to work and thank the designer.
Send for revision
It seems that this is the most correct solution and it corresponds to your main task. But if this happens constantly, then there are side effects:
-
the designer’s self-esteem is slowly falling and this affects his productivity;
-
you were suffocating and a brute in his eyes.
And no matter how soft the words you choose for feedback, the fact is that you are correcting.
Skip
Of course, you can skip it. It is advisable to say that the work is good and the designer is great! But there is another side to this:
-
the designer confidently continues to make bad decisions;
-
the product develops more slowly;
-
Well, you’re a “nothing like that” leader.
So choose, be stifling or give a mediocre result.
According to subjective observations, choice correlates with experience. The less experienced go to extremes, the more experienced constantly maneuver.
Maneuver
In my opinion, the best option is to give feedback in proportion to the importance of the task. If the task is strategically important, I send designers to refine the solution as many times as necessary. If the task is less important, I only pay attention to blunders. In other cases, I skip the work and praise the designer.
There are some things I missed that I can remember and come back to later. As part of other tasks or under other pretexts)
Tighten it yourself
There are those who praise the designer, and then go and improve his solution themselves. But I don’t classify such people as leaders.
There is a special art to correcting a designer “equal” to you. Equal in position, but not in skills. This is a very energy-consuming task. I own the skill by 60% 🙈
Acknowledgment and Usage Notice
The editorial team at TechBurst Magazine acknowledges the invaluable contribution of the author of the original article that forms the foundation of our publication. We sincerely appreciate the author’s work. All images in this publication are sourced directly from the original article, where a reference to the author’s profile is provided as well. This publication respects the author’s rights and enhances the visibility of their original work. If there are any concerns or the author wishes to discuss this matter further, we welcome an open dialogue to address potential issues and find an amicable resolution. Feel free to contact us through the ‘Contact Us’ section; the link is available in the website footer.