In the business world you will be faced with obstacles you will need to overcome. Whether created opportunities or business changing opportunities, these challenges must be resolved quickly. A common opportunity in business is the perceived disconnect between management and non-management personnel. Where some businesses thrive on the separation, the best businesses are more successful by incorporating differences and turning said differences into business wins. So as the business leader, how do you remove those barriers?
If a manager feels they are “better” than non-management personnel and express their leadership in a dictator manner, then they feel they are entitled to the position. The manager no longer empowers his/her employees to make decisions but rather controls every aspect of the business. Management will use no longer use terms such as we, encompassing the entire organization, but rather use us singling out management. As a leader of the organization, you must remind management of the common goals of the business. Everyone will need to know their role and responsibility and thus the whole is only as good as the sum of its parts.
If you want a successful business, simply share information about the business. Creating an “eyes only” approach to information dissemination will cause lost trust among your organization. There will be times where information is solely for management, but you will be able to communicate an appropriate version to non-management. Once non-management is informed, they will buy into the goals you have set for your organization. Without buy-in, you will not be able to achieve your organizational goals. Best case scenario if to hold daily or weekly meeting with non-management personnel to keep them abreast of company business.
Does everyone want to be a manager? No, but why not groom everyone who may have the potential. Maintaining a pipeline of talent ensures your organization will have a constant stream of employees to fill the roles of current management. When designing a training plan for potential management, remember training plans are not “one size fits all”. You will have to design a plan which will work for your multigenerational workforce.
How do you break down barriers? You hear from non-management what barriers they see on a daily basis. If you ask, your employees will gladly tell you if and where disconnects occur. Now when you have your grassroots meetings, act on those suggestions to ensure you are maintaining trust between you and your employees.
Breaking down barriers is simple if you empower your employees and listen to their concerns. Training will also help your organization since you will now have an instant talent pool.
For more information on your multigenerational workforce, read Multigenerational Workforce.