Inefficiency - Is it The Government or Their Contractors?
- Joseph D'Millio (Faro)
- Feb 19
- 2 min read
Updated: Mar 27
I have been a Government Contractor for decades, working for some of the world's largest companies on some of the most significant projects.
I have seen weak leaders exhibiting an us-and-them attitude, seeing themselves as separate from the government. I remember wondering why. When it comes to achieving goals, we are the same and on the same side because no one sets unattainable goals for others.
My experience shows me that the government sets high but achievable standards of excellence that their contractors can meet. However, this didn't happen because of the weak and ineffective middle managers who prevented their subordinates from advancing above them.
Middle Managers dislike having a staff member who poses a threat by demonstrating superior skill sets!
But Why?
The government lacks an oversight mechanism to prevent this counterproductive and damaging phenomenon because it is difficult to track unknowns. Thus, it keeps paying and waiting for a miracle that never comes. Can this result from individual or collective silence?
Connect to my Course on the topic: https://www.dmillio.com/resources1
02 - Project Scheduling - Understanding Performance & Efficiency
Those who figure it out stay quiet, get fired, quit, are laid off, or retire. The middle managers hire the next technically senior staff member, and the cycle continues. Why won't these middle managers hire junior technical staff? They are more challenging to train and don't have as much to lose from changing jobs. They get trained and then quit for other jobs but don't know that another middle manager is there waiting for them to prevent their advancement, and the cycle continues elsewhere.
How do we break this counterproductive cycle of middle managers' ignorance, incompetence, and ineptitude? Well, if you cannot challenge them in their space, I can.
If you are an authority interested in establishing oversight systems, please contact DDC for a step-by-step guide on how to establish reward mechanisms, reward good performance, and reprimand defeatism.
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