>As a manager, you probably have some sense of what can get done. You have the right to have a 2- or 3-minute telecon with each of your people, and ask >(1) did you get done as much as we had hoped when we talked yesterday

No.

>(1a) if the answer is too often 'no', why not and what can I do for you to make the work go faster

Give me less to do.

>(2) if you didn't get everything done on yesterday's plate, will you get it done today, or when, and

Of course, by the end of the week.

>(3) here is what I need you to work on next, how long do you think it will take.

I have enough to do now.

>These questions are strictly interrogatory rather than accusatory. As a manager, you need to know everyone's progress so you can track and adjust your master schedule, critical path, budget, etc.

Am I hired. :)

Seriously, I like that. Also, one-on-one with each team member reduces the total meeting time, since when you get a bunch of people together there is always unfocused stuff going on.

BOb