Organization put in simple terms is a collection of people pursuing defined objectives. It has set functions for all who are a part of it. Ideally this group of people perform different tasks assigned to them and work as a single unit to achieve the final goal of the company. It is a goal-oriented process.
Organizational structure is critical to any business, big or small. Businesses flourish or perish depending on the efficiency or fragility of this system respectively. It is that vital. Hence it is very important to understand its key drivers, ensuring it remains a well-oiled machine.
The key drivers for any organizational structure are the people who are at the helm of affairs at Mid Management Level. They form the essential link in understanding the mission of the business from the Top Management’s point of view and implementing the same; communicating it to their respective teams; the Actual Workforce. Any weak link here would be detrimental to the system and thereby to the business itself.
An Efficient manager identifies any red flags on time, takes effective steps in addressing the issue. Coaching, Mentoring, Motivating and in some worst cases Punitive action are the methods to correct the errant behavior. There is no thumb rule in applying these methods, it may vary from person to person.
Workforce with such attitude display certain type of behavior. Here are a few types of generally observed behaviors that need to be considered as red flags and tips in diffusing them:
· Mr. Pessimistic: As the name suggests tries finding fault in each and every thing, always complaining and results in a demotivating the team.
Tip: A one to one discussion with a few instances of explaining the negative behavior and the impact of it.
· Mr. Know All Guy; Acts overconfident even in time sensitive and critical situations and takes wrong decisions resulting in loss of revenue or reputation.
Tip: A one to one discussion on a serious note; citing examples of the wrong decisions taken and explaining its impact.
· I have different plans for the future guy: Has a very casual approach to towards work, deadlines. This kind of staff tends to be habitual offenders as they have a different plan for their immediate life and this job just happens to be a stop gap arrangement.
Tip: A one to one discussion on a serious note, delivering a strong message that this kind of behavior is totally unacceptable. If the issue is not that serious, then methods like Mentoring and Motivating may be adopted.
· Everything functioning here depends on me guy: Insubordination is a visible behavior with such people because they think that they are irreplaceable and hence are doing a favor working there. They have no respect for rules.
Tip: This is a tricky one if they really possess some specific set of skills as they presume. Managers should waste no time in building a solid backup. (If the task is huge breaking it into smaller tasks could be helpful too). It is important to try and test such a backup for time sensitive operations. A one-to-one discussion, assigning a different role to the person in question will help eliminate the misconception.
The behaviors mentioned above are just a few among many other examples. However, it is important to know that any discussions regarding feedback, coaching and mentoring should be conducted strictly on a one-to-one basis and never discussed in a group. This will ensure that the person concerned does not feel offended or takes it personally. Similarly, any achievements, success and laurels should always be announced in the group. It will make the person feel special, appreciated and motivated.
Budding managers become seasoned ones and seasoned ones experts. Once they are able to identify such behaviors in advance, address it effectively and overcome the obstacles on time efficiently; they are that close in establishing a strong organizational structure in place and thereby successful businesses.
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