TechWhirl (TECHWR-L) is a resource for technical writing and technical communications professionals of all experience levels and in all industries to share their experiences and acquire information.
For two decades, technical communicators have turned to TechWhirl to ask and answer questions about the always-changing world of technical communications, such as tools, skills, career paths, methodologies, and emerging industries. The TechWhirl Archives and magazine, created for, by and about technical writers, offer a wealth of knowledge to everyone with an interest in any aspect of technical communications.
What I hear in this message is that you're lacking self confidence to be the
manager - you're too worried about whether or not you're qualified to be
effectively managing your people. For better or for worse, you're the
manager now, and you should start acting like it - that includes not
worrying about differences in pay, and letting personal issues get in the
way of managing your employees. Obviously, the company had enough faith in
your abilities to make you a manager, so that should be reward enough.
If you're really insecure, and the company offers tuition reimbursement,
take some management and people-skills courses to improve your abilities.
On your specific issue, I first must say that I'm not a manager, and I've
not been trained as one. However, it seems to me that giving him a failing
grade without stating your expectations won't do either of you any good.
He'll resent it, and you'll constantly be questioning the decision, and the
review may come back to bite either one of you.
Use this review to start anew. Give him an average or adequate rating, and
state why you are doing so - and then go through your expectations of what a
writer should be. Take the time over the next year to walk him through
those expectations - showing him how to research, being a tough editor (and
require him to correct your edits), et cetera.
Remember: you're the leader, and you set the bar for your employees. Set
expectations and follow through with them.
> The technical writer that I manage is a classic example of the "font
> monkey." He has turned his job into, basically, data entry--the engineers
> give him a draft or a marked-up copy of an old manual, and he "formats"
it.
> He doesn't seem to suggest improvements, clear up inconsistencies, or
> actually *write* anything. The manuals include numerous grammar errors,
and
> even his "formatting" is flawed--cross references that reference
nonexistent
> sections/pages, 11 point type mixed with 12 point type, inconsistent
spacing
> between paragraphs, sporadic use of stylesheets...
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