As per my understanding one of the reasons in current changing environment could be, the age and experience gap between the Middle Managers and their subordinates has been reduced, which creates competition between them. So, focus has shifted from organisational goal to individual competition.
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I don't agree that the middle management is responsible for their plight. Organisations have a responsibility to ensure that the middle management which is the backbone of an organisation thrives. The first and most important mechanism I feel is continuous and transparent communication.
The ability to perform a balancing act between hierarchies and perform and deliver as a leader as well as a follower simultaneously, while switching roles between the two constantly, is also a trait that needs to be valued and developed.
How do you decode the Middle Riddle? What are the most relevant issues involved with middle managers in the organisations? NN The middle managers are secreted assets of an organisation and they play a pivotal role to achieve business objectives. While the top and senior managers are responsible to...
Recalibrating HR Post Covid
It is a challenge to align the business processes focusing on fulfilling people agenda
HR Professional have redefined their purpose post covid to contribute more to business by accepting new normal. We are trying to keep our workers productive, motivated, engaged and connected, so that their performance should meet the standard of organisation.
Leaders who do not inspire trust cannot bring out the best in their teams-bridging a trust deficit required time and equal effort from both the employee and the employer. Trust is the fundamental stone for working relationships in organisations.
The purpose is the start; Business purpose, people purpose, and the overall one; connecting them to define a common purpose is not an easy task, but HR today is doing that conscientiously.
Employers started monitoring their work through active remote work management which led to dampening of the trust between employers and employees as some amount of micromanagement, time sheets completion etc. creped in.
High degree of collaboration within the organisation kept everyone engaged towards the delivery and increased the reliability which directly control the Trust Deficit.
An Open-door policy helps ensure a friendly, communicative, and welcoming work culture. It also helps build employee trust and promote closer working relationships. A culture supporting mental health will encourage more employees to open up, feel comfortable to talk about their struggles and enable...
