If you want 1-1 advice read the short book one minute manager.
I have to call BS on this.
What is described is a sugar coated version of micro management, the worst kind of management you can have in tech or any so called white collar jobs.
I think doing this is the best way to frustrate and alienate people, really, if you're a manager, don't do that.
Treat your team as responsible adults human beings.
Forcing everyone to explain what he is doing, getting feedback that is very often unwanted and unnecessary is a huge waste of time and will quickly cripple the autonomy of your team.
If you have to ask them what they did last week, that's because you're not paying attention. If you have to ask them if they are struggling, that's also an issue, you should know better, this is your job.
I'm genuinely interested in what you mean by unwanted feedback. Like I said, it can be the most important.
re the quip about competent managers, I regret putting that in, and it wasn't meant badly; see my comment of a few hours earlier https://news.ycombinator.com/item?id=20917668 which said something quite close to what you said about know what your employees are doing.
Oooh, interesting. I find that feedback that is unwelcome is often the most valuable sort as it gets to the heart of assumptions that need questioning (I think Drucker's point about disagreement is much the same point). Did you mean unwelcome in a different way?
> If you have to ask them what they did last week, that's because you're not paying attention. If you have to ask them if they are struggling, that's also an issue, you should know better, this is your job.
Oh god, a competent manager. Duck, everyone, the sky must be falling.