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Executive Leaders: Trust Your Employees & Management Structure
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Executive Leaders: Trust Your Employees & Management Structure - Executive Leadership Articles

Executive Leaders: Trust Your Employees & Management Structure

Executive Leadership Articles

Executive Leaders: Trust Your Employees & Management Structure

Growth is a sign of success, but as a business grows, the task of keeping it running smoothly becomes more complicated. There may come a time when it may be necessary for you, as an executive leader, to delegate responsibility by creating a management structure.

Trust your managers. Sometimes letting go of responsibilities is very difficult, especially for Executive Leaders who are used to being involved with every aspect of their organization. By letting go of some of the day-to-day responsibilities, the executive can focus on the company's larger issues. Having a management structure gives Executive Leaders space, which can be used to evaluate the company as a whole, expand certain areas of the business or possibly even seek out new partnerships. When a leader trusts his or her subordinate managers with keeping the company running, it opens new possibilities for the organization as a whole.

Trusting managers, particularly employees who have been promoted, also empowers them. It shows that their work, contributions and especially their judgment are valuable assets to the organization. When employees feel empowered, they have more of an investment in the success of the company and will therefore work harder toward the continued success and future growth of the business. They will also feel more comfortable and willing to share ideas to improve the workplace.

On the other hand, trying to manage and supervise every detail of an employee's work can make them feel belittled. Over-management can, at the least, bother and distract the employee from doing his job, and at the worst, undermine an employee's confidence in her ability to contribute. Executives need to keep this in mind particularly when they deal with their subordinate managers. Managers should feel free in their decision-making and not overly concerned about the executive second-guessing them.

Encourage non-management employees to use the management structure. Management structure exists so that the executive does not have to attend to every single issue of the company. Ultimately, it is an organizational tool, but it will only work if non-management employees use that structure properly. Not respecting the hierarchy and chain of command can lead to a lack of trust between managers and employees, and if employees skip over their supervisors and go straight to the executive, it undermines the manger's authority and can lead to chaos in the workplace.

It is important, however, that the executive be open to hearing from their workers (whether management or non-management), especially if there is a problem with the management structure. Just as Executive Leaders should be mindful of micromanaging, subordinate managers should trust those under their supervision. Keep the door open for all employees, but also reinforce and encourage the procedure and hierarchy of a management structure.

Executive Leaders must find the right balance between ensuring that they and their managers are all on the same page and not smothering staff with over-management. By creating a clear structure and trusting their employees to stick to it, Executive Leaders empower the entire organization, which leads to a more successful business.

 

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Executive Leaders: Trust Your Employees & Management Structure - Executive Leadership Articles

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