Managing Writers

24 March 2009

Podcast Interview about Managing Writers

Filed under: Book — Tags: , — rlhamilton @ 2:26 pm

Tom Johnson just posted a podcast of an interview with me at his website, http://idratherbewriting.com.

In the interview I talk about Managing Writers and answer Tom’s questions about the book.

Most of the discussion was about managing people, including questions about hiring, evaluating writing samples, motivation, planning, and lots more. If you are interested in the book, the interview is a good way to get more information about its content and about my approach to management.

Thanks, Tom, for taking the time to read the book (and it is clear from the interview that he did read the book in detail), and to speak with me about it.

4 March 2009

What Doc Managers Look for in a Résumé

Filed under: Book — Tags: , , , — rlhamilton @ 5:39 pm

Lately, a lot of technical communicators have found themselves updating their résumé for the first time in a long time. This prompted someone on the Techwr-l mailing list to ask hiring managers in the group what they look for in a résumé.

There are plenty of sources for information about how to write a résumé, but less on what doc managers are looking for. My book, Managing Writers: A Real World Guide to Managing Technical Documentation, contains a chapter that discusses hiring in detail. I have included an excerpt below that discusses how I evaluate a résumé.  I hope you find it useful.

(more…)

30 January 2009

Intelligent Content 2009: Day One

Filed under: Book — Tags: , — rlhamilton @ 12:12 am

I’m in Palm Springs attending Intelligent Content 2009, a very interesting conference hosted by The Rockley Group. The venue, Le Parker Meridien, is a very nice “boutique” hotel. The conference rooms are well set up and private, and the grounds are beautiful.

The conference started off with an introduction from Ann Rockley, whose company is the sponsor. Her objective is to provide a small, focused conference. To that end, her team worked with the speakers to make sure the talks were of high quality and focused on the objective. So far, most of what I have attended has done that. This entry will provide a few highlights from the first day of talks.

Salim Ismail gave the opening keynote. The question he addressed was “What makes content intelligent.” He defines intelligence as the ability to take patterns from one context and use them in another. In a sense, Intelligent Content boils down to the idea of using embedded information, along with information about the user (i.e., context), to deliver customized information. Although it wasn’t clear at that point, the rest of the day reinforced this as the central element of intelligent content.

Next up was Scott Abel, who provided examples, both good and bad, to illustrate the idea of intelligent content. His recent post on The Content Wrangler describes the “bad” in detail. Apple provided most of the “good” examples, with the central theme being that Apple uses all of the information available to the company about a customer to provide a personalized experience targeted at increasing sales. As always, Scott gave a spirited and informative talk.

This was followed by three parallel sessions. The first I attended described a system being developed for breastcancer.org, a site devoted to helping women who have been diagnosed with breast cancer and their families. Derek Olson and Ron Daniel discovered some interesting, and not immediately intuitive, things about personalization. The central problem they faced was how to gather accurate information from each user so they could select the most applicable information for that particular person. The obstacle was that users often incorrectly characterize the state of their illness, which makes it difficult to give them the right information. They built a flexible taxonomy, which helped considerably, but in the end, the most useful help to users was input from other users, who independently devised a reasonably standard way of describing the critical factors about their situation in signature lines. This ad hoc metadata helped users help themselves. Overall, a nice example of user created design.

Rober Lee, of Symantec, gave an excellent talk about optimizing search results. Unlike standard SEO, which seems to be primarily aimed at drawing the maximum number of hits, his objective is to analyze search results to make sure users get good answers for their searches. Here are a couple of key points:

  • Look at search logs
  • Look for top search terms
  • Test those terms (and look for terms that yield no results)
  • Optimize content, then re-test

Optimizing content involves getting the right content for the right search terms. Suggestions for doing this include placing search terms in titles, in the first 100 words of content, and in the filename. One counter-intuitive point is that minimalist writing might not be the most effective way to get search engine hits. Repetitive text early in the content, what he called “stupid text,” helps with this, even though it offends the best instincts of tech writer. Overall, an excellent talk.

There were a couple of other talks, but I needed to duck out early, though I did leave a copy of Managing Writers to be used as a door prize during the evening festivities.

More to follow tomorrow.

14 January 2009

Rewards and Performance Evaluations

Filed under: Book — Tags: — rlhamilton @ 9:16 pm

I just read a great article by Joel Spolsky, Thanks, No Thanks, at Inc.com. Spolsky examines the question of rewarding an employee for exceptional performance and finds it to be much more difficult than you would think at first blush.

There is a real dilemma to rewarding employees. If you don’t reward exceptional performance, you risk losing the employee, but if you do, pretty much everyone will be unhappy. The employee is likely to think the reward is smaller than he or she considers fair, and peers are likely to think it is too large or undeserved compared to their own performance. (That’s one reason companies tend to keep salaries and bonuses confidential).

There is a similar problem when it comes to performance evaluation. Most companies (at least the large ones) like to assign every employee a rating (you know, categories like: exceeds objectives, meets objectives, meets some objectives, and the dreaded needs improvement). However, unlike salaries and bonuses, when you rate employees, by definition you give them enough information to know where they stand.

For those in the top category there’s no problem, they are almost always happy. Those in the bottom category get a strong message, though it should be a message that is no surprise (if you are doing your job as a manager).

The problem is for everyone in between; at best their rating is a no-op, at worst, it is a strong de-motivator. Quite possibly, they will come away with the idea that they should have been rated higher. It’s also likely they will have no clear idea of how to improve their rating (you can give them all sorts of suggestions, but they will know they’ve got to claw their way past at least some of the folks in the higher categories, so just doing better is not a guarantee of a higher rating).

To make things worse, most companies severely restrict the number of people you can put in that top category. Therefore, as many as 90% of your team may live in limbo between the top and bottom.

I discussed this problem in one of the most troublesome to write chapters in Managing Writers. This chapter was previewed in a four part posting (The full chapter begins here, but Part 4 is where I discuss the pathologies of rating and ranking; beware that this particular chapter was significantly re-written between the preview and the book, but the section on problems with rating and ranking is still pertinent).

However, don’t expect too much from the book or from Spolsky’s excellent article; the truth is that rewarding employees, whether through bonuses or the normal PE process, is one of those intractable problems that you really can’t fully solve. You will sometimes over-reward and sometimes under-reward (there is no “perfect” reward; read Spolsky’s article if you don’t believe that), and whichever you do, you will make someone unhappy. The best you can do is strive for fairness and avoid placing too much emphasis on external rewards; you will be much better off in the long run if your team is internally motivated.

Shameless plug: the Performance Evaluation chapter in Managing Writers goes into this topic in depth and is much improved over the previewed version.

7 January 2009

Managing Writers Published

Filed under: Book — rlhamilton @ 11:11 pm

Managing Writers is complete and is now available through the XML Press E-Store or Amazon.com. You can find information about the book and links to purchase a copy here.

I’m pleased with the result and hope it will be interesting and useful.

Thanks to everyone who posted comments on this blog while I was working on the book, I appreciate your taking the time to comment.

Now that the book is complete, I plan to turn this into a more traditional blog, covering a variety of topics of interest. That said, I will continue to post news about future publishing ventures.

8 September 2008

The Title

Filed under: Administrivia, Book — rlhamilton @ 12:27 pm

I have just updated the blog to reflect the new, and nearly but not quite set in stone, title of the book, Managing Writers: A Real World Guide to Managing Technical Documentation People, Projects, and Technology. I’m still not 100% sure whether I want to use the word Documentation or Communication; your thoughts are welcome.

The other news is that the end is in sight; there are still a few sections left to go, plus some serious editing, but the basics are in place, and I’m pleased with the result (if not the speed with which I’ve gotten there:).

4 September 2008

XML Press to Publish Managing Writers

Filed under: Book — rlhamilton @ 6:22 pm

A new imprint, XML Press, will be publishing Managing Writers. XML Press is devoted to publishing content that helps people use XML technology for technical communication. In addition to Managing Writers, XML Press is currently in the process of acquiring several other books, which will be announced soon.

Over the last few years, the big technical book publishers have pared back their offerings to books they believe will have a large audience. That has left a niche for a publisher that can produce books and electronic content with a smaller, but still vital, audience. XML Press is pursuing that audience with a streamlined, low-overhead approach to publishing.

While I’d be glad to sit down with Oprah or Stephen Colbert to discuss Managing Writers, I am realistic about the size of its audience, and am glad that it will be published by this imprint.

I’m still targeting the end of the year for publication, with a tentative date of November 15th. That’s ambitious, but just barely possible. I’ll post updates here as I get closer.

7 January 2008

New Section: Hiring–Part 1

Filed under: Book, Draft Section — rlhamilton @ 7:04 pm

After a long break spent in various other pursuits, I now have a new section to post. This is the first part of a chapter on hiring technical writers. I expect this will be a section in 3, possibly 4 parts.

Here’s a link: Hiring: Part 1

Part of my time away was spent editing previous sections, which I’ll update on line as I get the chance, and part of it was spent working on new sections that I’ll begin posting over the next few weeks.

As always, comments are welcome.

24 September 2007

Draft Section: Adventures in Coin Collecting

Filed under: Book, Draft Section — rlhamilton @ 3:30 pm

I’ve just posted a new section titled, “Adventures in Coin Collecting.”

I’m not sure where this one belongs, if it belongs at all. Right now it’s under “Motivation,” but it may need to go somewhere else. Mostly, it’s an excuse to tell the story about my adventures in coin collecting, but I hope it makes a useful point.

As always, your comments are welcome.

22 August 2007

New Section: Managing Change

Filed under: Book, Draft Section — rlhamilton @ 3:07 pm

I’ve just posted a new chapter titled: Managing Change. Here’s a link:

New chapter: Managing Change

This chapter is not part of the original outline, but that was an oversight. Clearly managing change is an important part of any manager’s job.

As always, comments are welcome.

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