A very good friend of mine who got outstanding rating in his previous assignment couldn’t fetch meets expectations rating in his next assignment. Furiously, he left the assignment and the company. The reason of saying adieu was the behavior of his manager towards him, who never showed interest in discussing concerns faced by team, and was getting very much involved with the client needs at the cost of keeping his subordinates interests at stake.
Corporate sector is full of such cases. Employees sometimes cross limits in order to get professional gains from their superiors. Most of us will agree, that if, manager’s gives an ear to our concerns, then, there are better chances of getting more productive results from his subordinates at work. The point that I want to make is that if I share a good rapport with my manager then only I am willing to work extra, and with a productive frame of mind.
Mr. Azim Premji once said that “If you're losing good people, look to their immediate supervisor. More than any other single reason, he is the reason people stay and thrive in an organization.” The other reasons are being seeking monetary gains or a better position. Nothing much can be done for financial constraints as they depend on Organization’s stature in the market but a company can reduce the differences between a subordinate and his supervisor.
I firmly believe that we can overcome this mutual ‘grudge’ by including employees in their supervisor’s appraisal cycle. I feel there should be a two level Appraisal system: One from the top and other from the bottom. A manager should also be judged by people whom he commands. I know this sounds quite weird as this practice is not followed anywhere in the world by any company. But, if implemented, this will help in extracting more innovative and efficient results from the team and will surely help in driving the organization more efficiently.
Managers are meant to be role models, leaders, people who motivate their subordinates. So, if this idea is implemented, an employee can freely express opinion, experiences, be it good or bad and more importantly what he has learnt from his manager over his association with him. This can be a real test of being Leader’s/role models for the managers. Moreover we can overcome common but serious issues that are being faced by employees and organizations. I am making highlighting few of them:
a) Attrition: This has been a matter of concern for almost every company. An employee who is not satisfied with his manager can never enjoy at work place. He has no other option but to leave the assignment in the middle else to leave the Organization. The numbers will fall automatically once each and every employee has privilege to bring desired positive changes.
b) Work satisfaction: I love my work but I hate my manager. Do I have work satisfaction? Definitely not. I can get the same work probably in different organization and with better manager who understands my concerns then why am I wasting my time here?
These are the questions that most of us face. Reviewing manager’s capability by including his subordinates will make a manager-employee relationship better which in turn will reduce sycophancy.
c) Increased productivity: If an organization is not facing severe attrition rate and employee are satisfied then it is good for organization growth. The supervisors who have an old association with the company and are complacent regarding their future prospects will also come under scanner. This will make every resource in the organization to give the best shot periodically which will enhance business standards.
d)Inducing Transparency: State controlled organizations would be the biggest beneficiaries with this system. We can periodically review the effect of organizational policies each and every level.
Corporate sector is full of such cases. Employees sometimes cross limits in order to get professional gains from their superiors. Most of us will agree, that if, manager’s gives an ear to our concerns, then, there are better chances of getting more productive results from his subordinates at work. The point that I want to make is that if I share a good rapport with my manager then only I am willing to work extra, and with a productive frame of mind.
Mr. Azim Premji once said that “If you're losing good people, look to their immediate supervisor. More than any other single reason, he is the reason people stay and thrive in an organization.” The other reasons are being seeking monetary gains or a better position. Nothing much can be done for financial constraints as they depend on Organization’s stature in the market but a company can reduce the differences between a subordinate and his supervisor.
I firmly believe that we can overcome this mutual ‘grudge’ by including employees in their supervisor’s appraisal cycle. I feel there should be a two level Appraisal system: One from the top and other from the bottom. A manager should also be judged by people whom he commands. I know this sounds quite weird as this practice is not followed anywhere in the world by any company. But, if implemented, this will help in extracting more innovative and efficient results from the team and will surely help in driving the organization more efficiently.
Managers are meant to be role models, leaders, people who motivate their subordinates. So, if this idea is implemented, an employee can freely express opinion, experiences, be it good or bad and more importantly what he has learnt from his manager over his association with him. This can be a real test of being Leader’s/role models for the managers. Moreover we can overcome common but serious issues that are being faced by employees and organizations. I am making highlighting few of them:
a) Attrition: This has been a matter of concern for almost every company. An employee who is not satisfied with his manager can never enjoy at work place. He has no other option but to leave the assignment in the middle else to leave the Organization. The numbers will fall automatically once each and every employee has privilege to bring desired positive changes.
b) Work satisfaction: I love my work but I hate my manager. Do I have work satisfaction? Definitely not. I can get the same work probably in different organization and with better manager who understands my concerns then why am I wasting my time here?
These are the questions that most of us face. Reviewing manager’s capability by including his subordinates will make a manager-employee relationship better which in turn will reduce sycophancy.
c) Increased productivity: If an organization is not facing severe attrition rate and employee are satisfied then it is good for organization growth. The supervisors who have an old association with the company and are complacent regarding their future prospects will also come under scanner. This will make every resource in the organization to give the best shot periodically which will enhance business standards.
d)Inducing Transparency: State controlled organizations would be the biggest beneficiaries with this system. We can periodically review the effect of organizational policies each and every level.
As we can see, this will bring so many good things to an organization besides its own growth. Historically, We Indians have always adapted to changes, though with not a great pace sometimes, but I think this is the right time to bring this change. In a time where corporate sector (mostly IT Companies) is running with more than 30% growth, inducing this change will surely scale them to new dimensions. The biggest advantage is that it will keep on improving work culture and overall throughput of an individual which in turn will drive Organization.
Friends, this is just a thought but that’s enough to get the spark.
Please note that by using words like manager and management I am including all the levels of management in the organization. Let us collectively bring this change and raise our organizations to be best in the business.
