From the PTC President

Nobody is Replaceable

Throughout the course of a career, you have likely found yourself in a sweet spot with the crew you managed or were a part of. Everybody covered for each other, tasks were appreciatively assigned and graciously completed. It wasn’t work; it was fun. Inevitably the pieces of that puzzle seek out greater opportunities in greener pastures, or they (gasp) leave the industry altogether. At that junction, the emotional attachment to that employee can cloud the judgement required to successfully navigate the approaching storm… or opportunity for growth.

An empathetic manager will recognize the void left in the wake of a key departure. What have you become comfortable with (read: take for granted) in your fishbowl? What fading social dynamic will need to be supplemented through improved personal interaction (not just talking shop) with your staff? What will you or the staff NOT miss about the departure?

A shrewd manager will see this as a clear and concise recalibration of your maintenance operation. To be blunt, how can the output of that full time equivalent be replaced? What simple idiosyncratic tendencies will now slip through the cracks? What will now fall on the shoulders of the remaining crew? Do I have what I need in payroll?

A successful manager will produce a composite of these considerations and come to the realization that not any one person is replaceable. Successful coaches rarely lament injuries or departures following a loss no matter the magnitude. We wouldn’t accept that as fans; should we expect that from our customers? Next (wo)man up is a tired but valuable platitude. Filling an empty seat requires a balance of discriminatory preference and compromise. It is incumbent upon that replacement to showcase their strengths while also expressing a level of humility when shown in the light. Your setting of expectations through thoughtful explanation requires communication skills not always tactfully dispatched. Like any good habit, maximizing the potential of those under your tutelage is infectious and will often raise all ships in your proverbial harbor.

As an agent responsible to your Board or Owners, the hard reality of a budget is everpresent. As an advocate responsible for your employees, their needs are omnipresent. Not to suggest showing your cards is ever the right thing, but open and honest discussion with all stakeholders will bridge gaps, manage expectations, and hopefully end up in your favor. Do the hard work as a manager, so that those you manage can do the hard work on the ground, making the rest easy.

Tom Fisher

PTC President