| Unregistered |
17-03-2024 08:36 AM |
Quote:
Originally Posted by Unregistered
(Post 271034)
s://.linkedin.com/pulse/stop-using-middle-managers-corporate-human-shields-mark-palmer-lsxle?trk=public_post_main-feed-card_feed-article-content
Stop Using Middle Managers as Corporate Human Shields!
My concern is the way that middle managers are increasingly used to deflect and dispel questions and feedback from reaching those that took the decisions causing it.
They are the corporate version of the buffer provided by an automated call handling system.
This is all beautifully encapsulated by the line that now seems to end almost every corporate communication to employees: If you have any questions or concerns, please speak to your manager.
They are easy words to use, and doubtless often added without a thought.
But the trouble is, most of the time the managers that team members are directed to speak to know nothing more than they do about what is being introduced.
They may also be just as unhappy and adversely affected by the change.
If managers are lucky, they may have been provided with a cursory Q&A document that rephrases the messages shared with everybody.
But chances are, your manager knows no more about the latest corporate chaos than you do.
Even worse, they may have been told that they need to “own the change” to sell it to those they manage.
How can we own a change that we do not understand, played no part in deciding on, and about which we cannot even get answers to our own questions?
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Managers and even Senior Managers ARE NOT MANAGEMENT in the corporate world sense of the word.
No power to hire people
No power to revise salary
No power to approve leave for subordinates
No power to shift deadlines
No power to say NO to new engagements
No power to on board additional headcount for your client
No power to extend audit period for your assignment
No power to deflect changes from above affecting you and me
You complain to me got what use? I am just as upset and affected as you. |
