Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10

21 snips

Mar 5, 2025

Juggling 30 to 50 direct reports can feel overwhelming, but it doesn’t have to be a sanity test. The hosts tear down the idea that more work equals better management, offering real solutions like forming an Ideas Team to streamline feedback. They also champion casual interactions—walking the floor to connect with employees—over endless meetings. Leaders can promote engagement and trust without drowning in one-on-ones. Discover how to empower your team and create a supportive culture while keeping communication effective.

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ADVICE

Scaling Feedback

Create an environment where employees feel heard and can share feedback.
Establish an "ideas team" to filter suggestions and avoid manager burnout.

ADVICE

Ideas Team Focus

Use an ideas team for process and product feedback, not interpersonal conflicts.
Encourage direct communication for interpersonal issues, fostering Radical Candor.

ANECDOTE

Wrench in the Van

A telecom company used Joyous to gather employee feedback.
Adding a wrench to vans saved money and increased worker happiness, illustrating the value of employee input.

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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 have

Leadership 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:

Chapters:
(00:00:00) Introduction
Kim and Amy introduce a listener’s question on managing one-on-ones with large teams.
(00:01:27) The Limits of Scaling Relationships
The importance of creating an environment where employees feel heard.
(00:02:47) Using an Ideas Team
Why managers should set up an ideas team to filter and prioritize suggestions.
(00:06:15) Purpose of One-on-Ones
Creating structured feedback systems to improve efficiency and innovation.
(00:07:29) Small Fixes, Big Impact
How small operational changes can have a massive effect.
(00:11:47) Management by Walking Around
Observing employees, asking how they’re doing, and being present.
(00:14:15) Overcoming Employee Hesitancy
How to introduce walking around without making employees anxious.
(00:16:51) Small Talk & Active Listening
Tips for managers who struggle with casual check-ins.
(00:18:46) Structuring One-on-Ones for Large Teams
Avoiding emotional whiplash by spacing out conversations.
(00:22:46) Managers Shouldn’t Solve Everything
How to balance problem-solving with empowering employees.
(00:27:42) Listening Versus Fixing
The 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 Structure
Giving 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

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