Don’t add your two cents

Excellent advice... succinct and empowering... thanks for sharing this!

Sounds like a solid foundation for improving creativity too.

Derek, you know me from my PasteMusic.com days. I now manage a brewery. My push back is that if you are accommodating in the way you suggest, you may create an environment where staff feel there's little critique of their work and as a result, may get a bit sloppy, or worse, lack respect for the standards of the company. I like what you're saying - build ownership by not nitpicking, but for me, there's a line where it just gets a bit lazy.

Keep up the good work
Nick
3 cents is the line ☺ — Derek

Getting better at putting others first, building them up - that's a good day's work.

I love this. So simple yet so unknown and overlooked. It reminds me of people who, after telling them a story, have to tell you about their even more interesting experience. Just let them have their moment to feel good!
Ha! Yes! An equally hard one to resist. — Derek

Great advice! This approach also does 'miracles' in teaching situations as well.

Thank you Derek

Or, you can borrow from Henry Kissinger and simply ask, "Is that the best you can do?". It's powerful and profound without adding two cents.

P.S. I'm not a fan of Kissinger, but I love the technique. :)
Good one! Hadn't heard that. Thanks for posting it. — Derek

I'm a professional ICF certified coach. I've coached hundreds of people, over 2,600 hours.

Everything I do is about giving the client ownership each step of the way.

Even if I've had years of experience in a subject area. I still empower them.

In fact, my best coaching is when I know nothing, zippo about the topic.

The secret is being curious about who they are, who they want to become, and helping them uncover the dormant potential that's been there all along.

Thanks Derek.

If you have some important changes to suggest you can still praise the creator (not talking about God here) and explain your suggestions in a positive way so that there is zero loss of morale. That's my two cents. Hope you're not bummed by this Derek.

Great subtle wisdom as always, will put into use right away!

What about asking questions?
I personally like to dig deep into the reasoning behind decisions. Is it possible this might make employees feel like you are questioning their work?
How could you avoid this?

Yea a good one and a hard one. I had the same thing come up with teachers at art school. The teacher just (one) said because teachers have some say in your work its not yours. Yea I didn't agree of course I felt they were giving just good tips. I don't know on the boss issue your working for the boss getting paid to do that work. I thought it was automatically the companies ownership of that work. So if the boss doesn't like it at it, its a tricky one to say they cant have it how they want it. Two cent is used in Australia too. It used to of course be two bob before decimal.

Sorry I think all input is good however small it may be. If everyone gives me a small tweak it could make a huge difference collectively. Personally I like small suggestions over changing everything. My 2 cents:)

I would not agree as most of the time employees get lazy. And near the end of the project they need someone to push them to do the right things.

Things they may know but just their lazyness got to them.

Great advice. Let's ship it! :)

I would only add one thing to this. Nawww! Just kidding.
☺ — Derek

Derek,

Good reminder. I'm currently working on my new album in the studio. This past week, the bass player I hired to play on some of my tunes, had a creative idea about fretless bass on one of the songs. It was his idea, not mine. He stated that he "heard" a fretless bass on this particular song. I told him I would consider his idea and I thanked him for being engaged and offering a creative idea. The next day, I told him I was willing to try out his idea and let's see what happens. It feels good and important to let team players offer their creative ideas and try them out. I'm also aware that it's valuable to listen and pay attention to creative ideas from other folks because I don't come up with all of them.

Best regards,
Marshal McKitrick

What a good observation about the boss adding his/her 2 cents worth! You're building teamwork as well as product.

What if the product isn't right? Wouldn't it be best to okay the necessary design elements before starting the project? So if the product has something wrong with it, the boss could say what won't work and why as well as taking responsibility himself/herself for not describing design parameters better. To do this, the boss would need to be secure enough in his own position to take such responsibility.

But what if all the positions are all cut-throat competition based? Quick, get out now!

As usual, very thought provoking... I've made this mistake without ever realising it was an issue.

This is so true.

Truly good thoughts, and I think this suggestion depends much on the circumstances. To give small advice to serve our own egos I agree is not only counterproductive, but often harmful. However, to pay attention, give useful feedback and really see a person and help them develop their best is priceless and not frequently given by managers at work.

Thank you for what you are doing and the conversations you start.

Nice Derek. Good advice. I like to turn it around and ask my employees what they think first. If someone comes to me and says "how should I handle such and such", I ask "what are your thoughts on how you would like to handle it" and take it from there.

It's great! Print it!

Thanks Derek,
Best regards
Jan

"Two cents" is such an old phrase, but as relevant as ever.

Had a boss, in a previous company that would just rename people's projects, because he thought of a better name, or abbreviation. I thought I should not feel silly about it, but I did, and I felt a bit disconnected from it. I was wondering what's the big deal, and why this affected me. So thanks for bringing this up!
Thanks for the example! — Derek

I disagree. (Well I do agree that 2 cents is a stupid metaphor)

For one, this is how a team learns. If you take away this feedback cycle then learning becomes slower, and with higher consequences. This is no different than a design review, or a pull request. It's called teamwork.

A business's brand and reputation matters. We can't always hire experts and as such need to mentor new talent to fill the gaps.

If they didn't want to know what you thought, then why did they ask "What do you think?". Clearly they want feedback.

In our culture employees are challenged to disagree. "That color blue contrast with the red, what are you thinking about. I could be missing it?". "We use Huge in another section, it would be redundant here, so that is why I went with Giant".

Harmful post IMO.

To take this example literally, from a designer's point of view... it especially matters when the boss is not qualified in design. Everyone thinks they're entitled to their opinion and that their taste is great. I am sure it is, but all those little tweaks? They usually end in strong design getting mangled into something weak.

How about pushing back in another way... get the designer to ask themselves if its their best work. If it's consistent with the rest of the corporate message. If they had another day to work on it would they change it?.. Get the designer to self critique and push themselves BEFORE its on your plate.

Hi Derek. Thank you for your inspiring mails. About adding 2 cents: I use to be open for ideas. Maybe there is something I have forgotten, something is "only logic" to me, something can get a little twist to have a better appeal. I have no boss, so it might be a total different situation, but often when I make lyrics for songs of others, my first priority is that both of us shall be satisfied, and search for new solutions. Some times I correct a sentense (2 cent?) and sometimes it is more .

I think one of the skills that any professional developer needs to have is to cope with change, and not to sweat it if their direction is challenged, or if they have to bin all their work because of a pivot by the client or Product Owner.
Conversely, it is often a good strategy to give the product owners a duck so that they feel involved and can direct their triviality towards it. The real skill is knowing which duck to give them. (You should always ensure that the conversation between yourself and the client is open enough to avoid this, so if you're using this, you're avoiding something)
The laws of triviality will always occur, no matter how much people huff and puff about it. The onus is not on any one party to deal with these situations.

Thanks for sharing!
I lived this way (as employee) the last 10 years. Working this way, the employee becomes the only "executor" of something, and obviously if something goes wrong, it will be his/her fault for not having an appopriate criticism about what decided prior going to production...

Yes and no. Or rather , yes, and "know"

I have found being a boss to be equal parts manager and psychotherapist.

I have had people for whom my comment was "Oh, that's interesting"....I would have thought to do it this way, but your idea is good and if it works go for it!"

This gives them the validity to move forward without making changes while considering another perspective. Often I've come back to see a re-design incorporating my "suggestion" -- but it was their choice and execution and therefor remains 'their baby'.

Coming in at the last minute with a broad (or even a narrow) brush will undermine creativity within the ranks, but a gentle suggestion here and there may be the spark that kindles an outcome even greater than the sum of its egos.

I find it is just as valuable to hear someone out especially when you disagree. Letting someone make their point is key to the pause that follows, for it is in that space that they actually re-evaluate themselves. Concerns and corrective reasoning can then be brought into the mix after this silence -- which is a sort of permissive space that invites the best outcome.

Of course if the individual is insecure and "needing" to prove something it is best to leave them alone. Sometimes failure is the best teacher. The role of a boss here is to intervene only in matters of safety or expense.

Thanks Derek.I understand what you are saying however didn't the employee really expect their boss's input and opinion in that example.I thought to say nothing about the design would be like not really being interested in the work created.

Sane, wise and essential. Beneficial.

This only works when the work they deliver is "good enough". You delegate a task, and have an expectation about the outcome. It doesn't have to be exactly as you expected it to be, but as long as it's good enough you don't have to give them you're 2c.

This is soi important. I call it leading from behind rather than leading from the front. As leaders we feel we 'need to lead'. However the best leadership is letting others flourish by providing them with the tools, support and overall guidance that they need to be a success.

Do you recommend also letting small contributions go as a coworker, or does this advice only apply if you're the boss?

Good advice for parents and spouses (all relationships, actually) too!

Awesome <3

The comments on this thread remind me of a zen koan:

The pupils of the Tendai school used to study meditation before Zen entered Japan. Four of them who were intimate friends promised one another to observe seven days of silence.

On the first day all were silent. Their meditation had begun auspiciously, but when night came and the oil lamps were growing dim one of the pupils could not help exclaiming to a servant: "Fix those lamps."

The second pupil was surprised to hear the first one talk. "We are not supposed to say a word," he remarked.

"You two are stupid. Why did you talk?" asked the third.

"I am the only one who has not talked," concluded the fourth pupil.

Perfect, let's go with this. Good job!

I can understand taking this approach of withholding "your 2 cents", in a Parent/Child type relationship, regarding a personal school project for example... but in a working environment... where TEAMWORK is expected & understood as a welcoming gesture from any member... the Adult to Adult relationship shouldn't be viewed as threatening or belittling, over minor input or changes... that will improve the overall image, with respect to the Company as a whole!

> because it’s not just one person’s opinion anymore — it’s a command!
Spot on. Exactly the reason for quitting my last job. Boss comes and adds his 'suggestion' to every task. When thing go wrong, he will backtrack & put it as 'I was only giving suggestions, it was your baby anyway'. It happened 3 or 4 times & I had enough.

Great as a provocation to think about the difference between being just one of the team and being the boss. It's especially important when working across working cultures where the status of "the boss" is different.

Yeah, I really like that. Sounds like terrific advice.

If someone feels that their ownership of a work product based on how close to 100.0% of the product was their idea, as a company, we've already lost.

I'd rather work with, for, and manage people who:
- accept feedback without concern for whether 100%, 90%, or 50% of the end result is theirs, as long as it's great and they believe in the changes
- regularly tell the boss when they don't agree, just like with coworkers

Hey, here is my two cents.
Plz add share buttons to this article :)
A simple URL is better than a share button: sive.rs/2c Can share anywhere, even without a computer. — Derek

Interesting but to be used carefully. Actually, there's often a reason why the boss is the boss: he / she has a better vision or feel of what the result should be (amongst other reasons, needless to say). If the boss feels that a darker shade of blue can improve the impact of the product, there's no way he should just leave the employees have the final word just to let them save face, save their ego and let them get the ownership of a product that doesn't meet the requirements.
A team work is made of many many "2 cents", arguments, losing face and ego, for the sake of a better product.

Now, in some cases I agree with you: a boss shouldn't add his two cents unless he's certain they're needed. A boss should be a leader, not a dictator. And some dictators should learn to keep their 2 cents in their mouth. Or pockets.

Gilles

I think there's a some right ways to give feedback so that it doesn't violate ownership.

1) Give a reason: "You should use the blue that's in the style guide because we agreed as a team that's the shade of blue we should use." Making arbitrary, small changes is not helpful, but a boss/manager/supervisor/etc should suggest small changes when there's a good reason, and should provide that reason.

2) Ask instead of telling: eg "Why did you decide to put the slides in that order?" This does a couple things: sometimes, the IC does things for a reason that the boss doesn't know about, and this gives the IC a way to explain to the boss without needing to sound contradictory. It allows the boss a chance to learn when something is done for a good reason, or gets the IC to revisit a decision when not done for a good reason. It also creates a dialog, so the two can discuss what the answer should be, instead of a debate where each side first stakes out positions.

Interesting thought. I happen to do most of my own design. I never do just 1. I come up with 3 and let other people vote on what they like best. I go with majority rules. Therefore, I personally, as the big boss (LOL) never make the final decision because I feel too much ownership and love all of my own ideas too much. That's the other side of the coin without the criticism, we can never grow.

Management's two cents is precisely why programmers came up with "the duck" (see #5 on blog.codinghorror.com/new-programming-jargon/).

My experience has been that management will nearly always ask for some change to a design simply for the purpose of "contributing". Often times, that change is a net negative. It becomes even more comically absurd when the change they insist on is to reverse something set as a requirement earlier in the process.

To be honest, I think there are larger problems with this than simply one of ownership. When it is done as stated above, it demonstrates that management doesn't trust their employees to do their jobs because they believe themselves better than who they hired.

Perfect. Ship it.

Seems like whinny piss ant millennials not being able to take the slightest suggestions without tearing up. Realize that your work may have room for improvement snowflake...

With inflation that two cents has more than doubled over the years. As a songwriter I know everyone you show your song to wants to add or take away something just so they can claim co-writer credits. LOL

Is there any info on how Steve Jobs handled these kinds of situations? (this is related to the comment of it being torture to the perfectionist boss)

The problem here isn't offering the critique, it's the assumption that any critique must be taken as direction. I'd much rather have a manager discuss a design etc. decision with me openly, providing suggestion but making it clear that further discussion is welcome, than to simply rubber-stamp work that had room for improvement so that I can feel I had "ownership" over it. If I'm given autonomy to use my best judgement when incorporating feedback, that's plenty of ownership.

I have felt that hit from bosses so many times. Now I am the boss I thought that was part of my job..I a me petted to be able to improve everything! 2 cent rule. I love it. Thank you.

Feedback is important in all walks of life, but so much feedback is more about the person giving it. I have felt that hit from bosses so many times. Now I am the boss I thought that was part of my job...I think people expect me to be able to improve everything! But that is just in my head. 2 cent rule. I love it. Thank you.

Yes also true for when you are cooking with a partner. Say "cook it a little longer" or "add a little more salt" and it makes them feel totally incompetent. Just accept their contribution.
Good example! — Derek

Why is it a penny for your thoughts, but then you put your two cents in? Someone is making a penny on that deal.

One thing I've found when hiring people to animate videos or play an instrument on a song is that when I suggest a change, often they will go too far in the direction of the change. For example, "that monster looks too short... can you make it a little taller?" And then it comes back as a giant. I'm exaggerating, but I think the "boss" influence when dictating specific changes can also have that effect, where since you're the boss, they want to really make sure they've covered your request, but might overstep the scale of it.

If a suggestion like that hurt the employee's morale, that employee has bigger problems! ☺

Go TEAM!

Derek, did you post this just to harvest massive amounts of irony from the comments?

In any case, I think a better way to say this is that humility is needed for leadership. Pounding directives down on junior people is absolutely a demotivator. Not giving any direction is also very demotivational.

Gaining an understanding (broad or specific, as the case may be) and giving appropriate feedback makes your juniors feel like what they are doing is important.

Absolutely ask question when appropriate, perhaps only ask questions and lead your people to discover what you would have suggested. Smart people will get to the same place you were going, or you may learn something, if you are humble enough to listen!

This is wildly oversimplified advice, as is evidenced from the long list of dissent on h/n: news.ycombinator.com/item?id=12156234

For example: I work in product marketing, and if I never gave feedback to my design department they would ride rough over the company's entire messaging strategy.

This oversimplification doesn't deal with areas where the boss is an expert. E.g. "let's make this heading less bold so it doesn't overpower the subtext beneath."

Finally, it's possible to give $0.02 that empowers by sharing the REASON behind your advice. A common technique I use is "can you take another look at this section for xyz reasons?". This gives the employee ownership of the final deliverable, while still prompting them to deal with problems they overlooked.

Be careful out there folks. We're running businesses — not animal farms.

boss: What does your team think?

If the employee has a great reason for pushing back on the change to make it even better, great! But saying "perfect!" when it isn't seems a great way of fostering a sense of creative entitlement over a project or idea that is false and may well end up missing the mark because appropriate direction wasn't given. My experience from having been Mr. "Great Job!" is that when when you DO really need the employee to make a necessary change to this or that, they become defensive and possibly hurt that their work isn't "perfect" as is.

I think you might be right when the boss doesn't have domain expertise on what the employee is doing.
If I'm an expert in design, and the employee is asking for my opinion, I can still keep him motivated and have him feel ownership by not forcing him to adopt my suggestions; but I need to give him my "2 cents" to show that I care about what he did, and that I have domain expertise that I want to exercise.

At least... This is my 2 cents :)

The counter to this sort of behavior from a boss who feels like they need to have SOME input, leave something semi obviously wrong and let them "correct" it. I don't recall where I read about this technique but it works quite well if you know your audience.

Ah! Once again I don't even have to do it, because you do.
Ownership and motivation are so overlooked... No one here understands those words, so when I (try to) explain what those words mean in matters of results, I have to go step by step.
Thanks Derek!

Very good advice. I see this on a daily basis at my work. Most of us are demoralized for this very reason.

Sounds like a slippery slope. Employee uses the wrong color; let it go (no big deal). Employee didn't use a linter on his/her code, but still looks relatively fine; let it go (no big deal). Employee uses a regex instead of a substring function; let it go (entire system is down. lives lost. building on fire). Just saying.

Your article reminds me of a quote, "A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves." Lao Tzu
☺ Yes! — Derek

nice

My first response to the 2cents worth advice was to recoil , but then again after some seconds of thought , I can appreciate the necessary caution on asking someone their opinion , if that someone happens to be a professional in the area of what you are asking them about. Certainly you would be responsible to credit that person's advise accordingly . Ahem! ,

I agree. I'm in management. I work with my employees. We work together to accomplish company goals and meet expectations. They are not "beneath me".

Brilliant and succinct. My favorites!

you are right, I am not putting my two cents in our {STRIC} meetings anymore, my idea got shot down like a WW!! black and white film of a plane crashing in to the sea !!!!!

I like this. Parents could use the same advice when interacting with children. Nothing breaks a child's spirit like telling them something they're showing you is "pretty good, but..."

Right on. Thanks.

And what about asking for the employees opininion, and getting in little discussion, like what do you think about getting that font larger, etc and ensuring the final choice is theirs. I think that way you enable communication and you can maybe build trust towards employees and vica-versa. What do you think on that approach?

Awesome advice :)

As if the "darker shade of blue" or changing the word "‘giant’ to ‘huge’" will make a difference!

Totally agree with you on this Derek. I've been at the receiving end as well guilty of giving an opinion when it doesn't matter. I've noticed that former subordinatess who still keep in touch personally or professionally are the ones who felt empowered while working together.

God I miss your advice.

Derek, any thoughts on whether you may consider releasing a new
business/lifestyle book?

I'm not one to force greatness or creativity... I just think
I've literally worn down my Kindle to almost nothing from
reading Anything You Want.

Sure, the list of books you review is great... but
they're not you ☺
Thanks! And yep, new book coming. — Derek

Tavira? Do you travel regularly to the Algarve?
Went for the first time this year, and loved little Tavira the most. I plan to come visit every year. If you have any tips, please email me — Derek

Great article and so true! As the captain we have to know and observe very well the effect of our words. One of the most difficult tasks of leadership. Thanks Derek!

As the saying aptly goes: "A penny saved is a penny earned."

This happened to me today from the other end. Working with my boss's boss on a pitch, and he said "great work but tweak this..." Very minor.

You're right, it took a little out of me.

The best managers I’ve had in my career created institutionalized, clear and consistent processes for evaluating progress and performance. In this context, they are less inclined to add two cents unless there’s something really wrong with the work.

This is great, I'll keep it in mind for next time I've assigned someone a creative task.

I wish you would run for president! You've got my vote :)

Thanks for posting!

Musical pedagogy w/ children holds a similar idea. If a child plays piano and the parent says "What a beautiful song. Good job!" The child may be demotivated by **evaluation** and shrink. But if the parent/teacher turns the responsibility and ownership of evaluation to the child they will often exceed expectations and retain ownership of their work and artistic expression.

What do you think about your post?
What about the ideal response being something like "It's perfect. Great work!"
Is there anything you would change?

If you reply with "It's perfect. Great work! I don't think I'll change anything."

...in this case I'd say, "I agree. Thank you for posting!"

If you reply with a possible change, hopefully your original point remains. You'd still own your original expression with all your improvements.

Hopefully I could still say the same thing...

I agree. Thank you for posting!

Oops! I'll just award myself for **2nd LONGEST COMMENT**

Its different when a woman takes the role as "The Boss" but it shouldn't be,but it is, not always though. I think that it is a good thing to be reachable and employee's should feel able to talk to you,but they cannot get "Too Familiar". There is always something that goes wrong when you make the mistake of thinking that your boss is your pal. Compassion and understanding are always needed in any work environment but I am always reminded that the person in charge is like a teacher in a way,and that person will always judge you consciously or unconsciously whether you realize it or not. I don't think that friends judge one another in the same way. Thats my two sense.MLC

Great insight. We should learn to think twice before giving our two cents advice.

Changes are relative. What you may consider a minor change may be a major blow to the other person. In the end, a minor change probably won't make a major affect on the end product, but will have a lingering affect on the person who may feel slighted.

Thank you for the post! You helped me to realize what it is that made me so demotivated. I got a promotion from specialist to a lead and it became a nightmare with my new boss. This is exact situation that happens every day, it gets to changing "thus" with "therefore" in presentations! I have not much work experience, and thought this is a way of mentoring, but I couldn't hide it from myself that it killed cell by cell in my brain and I lost motivation and became frustrated and I am thinking of quitting now... =) anyways, any experience is a lesson :)

Inspired Neutrality....Tomorrow Being as Crazy as Today....Stop Changing People Who Don't Think They Have Problems....WOW.... 3 amazing Take-A-Ways ...Oh and #4... Choosing Clients who are as No-Risk as Possible .. thanks for sharing!!

Great article and really good book recommendation.
My wife and I read this book together and still refer to it between the two of us.
His books apply really well as general life advise, to me.
- Thanks, Derek!

Very good. I believe your advice comes with a flip side: If you’re an employee, grow some balls.

While there are more than a few control-freak managers in the world, chances are that yours isn’t as bad as you think. Instead of endlessly asking for permission, authorization and green lights, why not behave proactively? Try this: Be more courageous in your work. Surprise your boss by moving ahead, even when he’s still stuck in his email inbox. If you do the right stuff, people will notice. It might not give you a raise or a promotion, but in all likelihood it will increase your options.

(No need to mention any qualifiers here, as they should be obvious.)

Sound and succinct advice as always. Thanks for sharing.

I've seen a lot of workplace problems that could be avoided if leaders headed your advice.

I look at all the really top bosses I've had. They do this! Afterwards, I always go back and find and make my own improvements. As I am moving into management now, I realize that this technique of not adding those 2 cents is my biggest challenge. Derek, thank you for this succinct reminder.

I don't think the boss who has the rights to make u do something what u didn't want ，instead，encourage is the best way to make ur employees be better.

This is so true! Especially useful for the bosses who wonder why the job always returns to themselves.

"Then you wonder why they’re not motivated!". Exactly

OMG, the designer asked for the bosses opinion then feels a lack of ownership when they respond to the question. Ok so the client does not like the look now what are you going to do?

Get back to Work!

Great advice, Derek. I learn much from this.

For # 8, regarding Kissinger, I am not a fan of him either. (I think he was worse than Nixon)

I think in this case he was being abusive, having a secret agenda of being lazy about what he read. As I heard the story, he would keep having them reduce the size of a report.

Ultimately, this becomes like all the executive summary reports about weapons of mass destruction that left out all the nuance, qualifiers and footnotes. A disaster for the self-important people who read them solely, and a disaster for the rest of us too.

The cure for this also lacks integrity. The world panel for climate change writes the summary first, according to a journalist, and then all the scientists on the panel have to write their reports to fit the summary.

very nice

Wow. Powerful. So simple, yet so considerate. Somewhere along the way, I, along with many others, were taught that silence is awkward and you must speak & loudly engage to show you're listening & care. I've actively seen people's faces drop after giving them my "two cents," not understanding the power & validation I was taking from. Going to try to apply this writing in all aspects of my daily life!