Too many direct reports and not enough time? Fix that without losing your sanity.Drowning in direct reports and barely keeping your head above water? When you’re responsible for 30 to 50 people, the idea of meaningful one-on-ones is a joke—but so is pretending you can manage that many people without a meltdown. On this episode, Kim and Amy rip apart the myth that “just working harder” will fix the problem and get real about why traditional leadership approaches fail at scale. From no-nonsense strategies like idea teams (so you’re not drowning in suggestions), walking the floor like a pro, and knowing when to listen without turning into everyone’s personal complaint department, they share simple strategies to build trust and keep things running smoothly. Reality check: You cannot have deep, weekly 1:1s with 40+ people. But you can create a system where your team still feels seen and heard. Tune in to learn:✔ How to set up an Ideas Team so great feedback doesn’t overwhelm you✔ Why walking the floor is more powerful than endless meetings✔ How to make the most of the few 1:1s you do haveLeadership doesn’t have to be all-or-nothing. Let’s do it smarter, not harder.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:7 Ways To Improve One-on-One Meetings | Radical CandorEffective 1:1s - Tips For One-on-One Meetings With Your TeamHave More Effective 1:1 Meetings | Radical Candor Podcast 2 | 9How To Get Shit Done | Radical Candor Podcast 4 | 2Radical Candor – Boost Leadership Capability | JoyousYou Have Too Many Managers | Kieran SnyderLeading Large Teams: How to Manage 50+ Direct Reports In an Open Office or Factory Setting | Radical CandorConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy introduce a listener’s question on managing one-on-ones with large teams.(00:01:27) The Limits of Scaling RelationshipsThe importance of creating an environment where employees feel heard.(00:02:47) Using an Ideas TeamWhy managers should set up an ideas team to filter and prioritize suggestions.(00:06:15) Purpose of One-on-OnesCreating structured feedback systems to improve efficiency and innovation.(00:07:29) Small Fixes, Big ImpactHow small operational changes can have a massive effect.(00:11:47) Management by Walking AroundObserving employees, asking how they’re doing, and being present.(00:14:15) Overcoming Employee HesitancyHow to introduce walking around without making employees anxious.(00:16:51) Small Talk & Active ListeningTips for managers who struggle with casual check-ins.(00:18:46) Structuring One-on-Ones for Large TeamsAvoiding emotional whiplash by spacing out conversations.(00:22:46) Managers Shouldn’t Solve EverythingHow to balance problem-solving with empowering employees.(00:27:42) Listening Versus FixingThe value of asking: "Do you want me to listen or help?"(00:30:37) Practicing Active Listening Amy leads an exercise on listening and discusses its impact.(00:38:39) Scaling Management StructureGiving high-performing employees leadership opportunities.(00:39:47) Radical Candor Tips Tips on fostering a culture of feedback with large teams.(00:42:07) Conclusion
